Research On Improving Incentive Mechanism Of Grass-Roots Civil Servants

Civil servants, as executors of the governmental management, are responsible for social management for the whole society and providing public services. The grass-roots civil servants accounts for92%of the whole civil servant group. They, who directly represent the image of the national government, implement duties of management and service given by the State in the front line. However, currently, our grass-roots civil servants have achieved comparatively low public satisfaction in terms of either work attitude or work efficiency, which is mainly caused by the lack of sound incentive system for the grass-roots civil servants. Generally, the grass-roots civil servants have low work passion and enjoy low professional satisfaction. Under the political background of our nation’s proposal of establishing service-oriented government and a clean, diligent civil servant group, it is urgent that the incentive system for grass-roots civil servant be improved. Therefore, this study is extremely crucial, no matter in terms of theory and reality.This article sticks to our nation’s basic facts, fully demonstrates and studies how to improve the incentive mechanism for our country’s grass-roots civil servants combining theory with practice, which mainly uses literature-research method, analysis-induction approach and systematic research method. It starts with the research background and significance of incentive mechanism for grass-roots civil servants, carefully illustrates the concepts of incentives, the incentives mechanism and the grass-roots civil servants, and gives general verification of the characters of grass-roots civil servants and the current status of incentives mechanism respectively. Afterwards, it identifies two major problems in the incentives mechanism for grass-roots civil servants, which are inappropriate motivation and weak incentive system construction. The reasons for these two problems are constraints to the incentive environment and ineffective supervision constraint system. Finally, in reference to motivation theory, the article brings up targeted solving strategies, which adheres to the three principles of "people-oriented","demand incentives, respect for differences, goal consistency and balance for efficiency","fairness comes first", and suggests the improvement for motivation approaches; it also illustrates that incentive mechanism be enriched from five perspectives--salary, promotion, appraisal, rewards and punishment, and training; it also suggests providing safeguard measures for the implementation of incentive mechanism for grass-roots civil servants in three aspects, namely, implementing environment, supervision system and systematic coordination. Only in these ways, can the incentive mechanism for the grass-roots civil servants take effect fully.