A Study On Motivation Mechanism Of Chinese Civil Servant Compensation System

Reformation of public sectors is a main trend in today's world. In particular, how to effectively stimulate the staff members working in the public sectors (i.e. the public servants) is the key and criticalpoint for the success of this reformation. As one of the major means for motivation, compensation incentive is apparently an indispensable tool today since survivalis still the top need of any public servant. In 1993, China promulgated the Temporary Regulations for State Public Servants, stipulating that the post-rank wage system applies to all public servants, which means the public servants shall receive the wages at the same amount as received by the staffmembers on the same post-rank in State Owned Enterprises. Along with the development of China's market economy, the wages offered according to this standard had totally lost its incentive effect for the public servants. Meanwhile, in order to compensate the inadequacy of public servants'regular income, each individual organizations and units was providing all kinds of subsidies or allowances under various names, causing some chaos and disorder in the compensation system. Complicated by the faultiness of the public servant compensation program itself, this had resulted in public servants'dissatisfaction at the compensation incentive program, significantly compromising its incentive efficacy.Using modern theory of Human Resource Management and in connectted with Chinese personal reform, this paper does some research on the shortage of Chinese Civil Servant Compensation System, and offers some useful suggestions on the development of incentive Civil Servant Compensation System. At first, this paper introduces Maslow's Hierarchy of Needs Theory, Herzberg's Hygiene and Motivational Factors Theory,Vroom's Expectancy Theory,McClelland Achievement Incentive Theory,Adams'Equity Theory and other Human Resource Management Theory. Second, the paper analyzes the development and problem of incentive Civil Servant Compensation System, after that studys the reason that caused these problems in culture, theory and operation field. Second, this paper introduces some foreigner country's incentive Civil Servant Compensation System from compensation standard, broadwide salary, benefits and compensation modification, taking America, England and Singapore as the sample, poonting their their comman development track: compensation width replaces the fixed compensation, lower down compensation management function, introduce broadband salary, performance incentive system and flexible in adjusting ompensation. Based on this, the paper finds out the advantages that China can learn from. Finally, according to the problem existed in Civil Servant Compensation System, this paper offers some useful suggestions to build a comoensation that attractive outside, equality inside, and firmly according to the performance elvaulation, to combine substance inspirit and spirit inspirit together, to perfect two insurance: serve-type administrative culture and reasonable performance elevuation system, to introduce broad band salary and norm hidden income.etc.