Research On Civil Servants Negative Incentive Mechanism

On behalf of the state to conduct public affairs management, to exercise the state power and to implement national public service, the performance of civil servants is often a direct impact on the image of the government, and the work efficiency also determines the level of government performance. Therefore, building and improving civil servants incentive mechanism is not only an important part of civil servant management, but also an important part of government self construction. Meanwhile, it's also a basic means for government to effectively organize public management and public service. Since the establishment of the civil servant incentive mechanism in the nineteenth century, how to mobilize the enthusiasm, initiative and creativity of the civil servants so as to develop the potential of public organizations, enhance work efficiency and achieve work objectives has been explored in depth for world governments.At present, in China's incentive mechanism for the civil servants, the prevailing forms are heavy reward and light punishment, only reward and no punishment, namely, emphasizing on positive incentive while ignoring negative incentives, or even refraining from negative incentives, or not inclined to implement the punitive measures. As a result, a large number of incentive failures have occurred. With more and more recognition of a variety of incentives, job promotion, salaries and wages and other measures, there are still a lot of civil servants complaining the treatment is too low to mobilize its enthusiasm, and even some civil servants do not want to do any contribution but just thinking treatment, easily speaking the positive incentive measures have been devaluated, not really inspired to play the role of problem. In addition, the existing penalties, sanctions and other measures have not been really carried out to exert a negative incentive encouragement. With the passage of time, the Matthew Effect phenomenon has happened, that is "the good" are the better ( the more positive job, the better the performance), "the bad" are the worse ( less enterprising, choose to corrupt), "the Medium" from "case-by-flow" (follow the crowd to meet up). The above-mentioned incentive failures need further thinking and research.This paper will carry out a separate systematic research for civil servant negative incentive, in accordance with raising questions, analyzing problems and problem-solving ideas, to have an in-depth analysis and discussion to build and improve incentives for civil servants. Among them, through existing summary and review of civil servant incentive measure, as well as through thinking and analysis of incentive failures, to identify the problems, clarify the reasons and make clear and sound negative incentives mechanism as focal points. From strengthening civil servants crisis awareness and stress awareness, to study how to implement the civil Servant negative incentives in order to better work with the civil servant positive incentive, and how to fully inspire civil servants initiative, enthusiasm and creativity in order to set up a systematic, perfect and effective civil servants objectives.From the research perspective, the current incentive mechanism mostly bases on the assumption that civil servants are public person, organization person or moral person while neglect the natural property of civil servant as an economic person, or say to recognize the economic person property, but do not really follow the law. In the course of the study, from the civil servant economic person or complex person perspective, I have analyzed the negative incentive impact for the civil servant and the approach to establish an effective negative incentive. At the same time, while exploring the measures to build and improve civil servant negative incentive mechanism, this paper uses psychology and business management theories, such as broken window theory, the threat of motivation theory and Reinforcement Theory to make a comparative analysis and research for civil servant management, which has applied a set of effective and relatively systematic "initiative" of the "negative incentive" measures to build and improve useful thinking for civil servants incentive mechanism .