| 1. Purpose and significanceThe government takes responsibility for providing public products to citizen and society, such as justice, national defence, hygiene, education, etc. which are closely linked with everybody's life. The provision of these public products is realized mostly by the concrete behaviors of the civil servants. Under the impingement of inside modernization and outside globalization tides, the management of government civil servants faces more severe challenge and test, especially after China's entering into WTO. In actual life, people often have a great deal of dissatisfaction to the civil servants' behaviors. There also exists a big gap between our country and other countries and regions. Whether the government can insure the realization of its goals by the arrangement and design of rational system, the adoption of more positive and effective measures and the encouragement and restraint of civil servants' behaviors? In our country, the research of the encouragement and restraint of civil servants mostly focus on salary, welfare, working discipline, professional morality, the construction of working style, and so on, But it is lack of comprehensive and systematic research. The purpose of this subject: with the personnel management in the department of national tax, and through the research of current environment of civil servants management as well as mechanisms of encouragement and restraint, combined the analyzing of the reasons of some social phenomena and problems with the studying and comparing with the management of civil servant in other countries and regions, the author would like to provide the government some helpful consideration for the rigorous management of civil servant and for the reform of civil servant system in the future.The significance of this subject: based on the learning and using of the advanced civil servants management experience from other countries and regions, it will actively make suggestion for the construction of new mechanisms of civil servants encouragement and restraint, and will solve the problem of " insufficient encouragement, gentle restraint" in the mechanisms of civil servants management, as a result, it will make the civil servants work actively, voluntarily and creatively, and will solve thoroughly the denounced problem of low management efficiency and corruptness.2.Basic thought and logic structureThis article develops generally the following works according to this idea: Probing the theory foundation (including the concerned theory, the condition and the environment of the construction of newly civil servants encouragement and restraint mechanisms) ——analyzing the problems( the current status and existing problems in the mechanisms of civil servants encouragement and restraint) ——solving the problem (including the principle, the five systems and the operating measure of the construction of newly civil servants encouragement and restraint mechanisms). In this article, with the consideration of some phenomena in the civil servants management, by the theory of new public management, commissioning deputy, economic personnel, political personnel, etc. and with the analysis of the element, the condition and the environment of the construction of new civil servants encouragement and restraint mechanisms, the author points out the problem existing in the mechanisms of civil servants encouragement and restraint, clarifies the principle of the civil servants encouragement and restraint mechanisms, put forward the consideration and suggestion about the standardization of position classifying, property declaring, taking the blame and resigning, nourishing honesty by accumulating salary, performance reviewing, andso on. The author also put forward five measures to reinforce civil servants encouragement and restraint mechanisms according to the standard of clear theory, enough power, multi-form, and objective classification. 3.Structrure and main contentsThe full text is divided into five chapters:Chapte... |
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