Research On The Incentive Mechanism Of Chinese Basic Level Servents

The speech “On Comprehensively Deepen Reform Certain Major Issue Decision” delivered in the third plenary session of the 18 th CPC Central Committee of China points out the mission of promoting the modernization of national management system together with enhancing the management ability comprehensively. It has been a social consensus that a responsible, efficient government has to be established. Being as the main body of civil servants, grass-roots civil servants is the crux to making a government responsible as well as the key to improving the national governance ability. To cultivate civil servant troop at the grass-roots level with high quality is not only the foundation of improving government’s execution ability, but also the guarantee of the implementation of party guidelines and policies. Moreover, the aim of enhancing the working efficiency of the government and reducing mistakes in work also lies in it. At present, however, there exists a number of problems in the troop of grssroots civil servants. For instance, they are endowed with weak sense of responsibility, abusing power, working with low efficiency, serving with poor attitude etc. All in all, it is a matter of incentive other than a matter of control. One one hand, China’s civil servant system is established under the planned economy and based on the traditional cadre personnel system. On the other hand, the law named “Civil Servant Law of The People’s Republic of China” is embarked on in 2006,in which all regulations related with civil servant incentive questions are considered from the perspective of all civil servants. Thus, though grass-roots level civil servants constitute the special composition and main part of the civil servant troop, the incentive mechanism forged for them is not completely constructed. Following as a result, the grass-roots civil servants are not incentive enough and lack motivation. To begin with, focused on grass-roots level civil servants, this paper specified its definition and features. Secondly, Maslow’s Demand Theory of the western content type incentive theory, Equity Theory of the process motivation theory together with the Intensive Incentive Theory are selected as the support of this thesis. Thirdly, issues such as psychological and core requirements, material incentive, personal career development, competitive environment, the appraisal system, supervision and restraint mechanism of the basic level civil servants are analyzed and probed into. After a detailed discussion, the countermeasures of perfecting the incentive mechanism of civil servants at the grass-roots level are proposed so as to arouse their enthusiasm and creativity. What have been mentioned above may contribute to making them the backbone when resolving social contradictions and establishing a good image of the government.