A Study On The Incentive Problem Of The Grass-roots Civil Servants In China

"If the county is in proper governance, the country is stable; if the county is strong, the country is prosperous". In China, the grass-roots civil servants accounts for ninety percent of the whole civil servant group, seventy percent are in the county or following. As a medium between the government and the masses, the grass-roots civil servants are the person who take the responsibility for government’s public functions and implement of the public power specifically, to be the most contacted civil servant groups with the masses. Therefore, the work efficiency and attitude of the grass-roots civil servants not only represent the public service ability of government, but also affect the public’s cognition and evaluation of government image. However, in practice, there are still some problems such as role conflict, conflict of interest, power conflict in the existing chinese incentive mechanism of the civil servants which can not stimulate the enthusiasm of the grass-roots civil servants effectively, which resulted in the embarrassed situation that the incentive mechanism of the civil servants can not adapt to the incentive of the grass-roots civil servants.The existing research on the incentive of the grass-roots civil servants is based on the perspective of the incentive mechanism around the "people". The core of the research is the four aspects of the incentive mechanism which has direct impact on the grass-roots civil servants in China, that is the performance evaluation system, the promotion system, the salary system and the system of rewards and punishment. In this framework, the "organization" which has the overall behavior and a greater capacity and the key to resolve the plight of the organization are often ignored. In fact, as a collection of objects, the organization has a certain shape and influence. The administrative organization is the main body of the administrative management, also is the carrier of the administrative management, all the administrative activities also must rely on the administrative organization to carry out. While the traditional research methods in the analysis of the four aspects of the incentive mechanism, regardless of its solution, it ultimately has to implement the organization to run. The organization is the daily hierarchy environment of the grass-roots civil servants, and all the basic guarantee of the grass-roots civil service incentive mechanism to run well. Therefore, in order to analyze the incentive problems of grass-roots civil servants in China, we must combine the internal incentive dilemma factor and the ethical dilemma of the organization itself into a new analytical framework, to resolve the conflict of organization ethics, as to play an effectively role of administrative organizations to the grass-roots civil servants in China.In order to make up for the shortcomings of the existing analytical framework, this study focuses on the "organization" from the perspective of "people", and constructs an analytical framework based on the administrative ethics. On this basis, this paper analyzes the problems of the role conflict, conflict of interest and power conflict in the grass-roots civil servants in China. The reasons of the grass-roots civil servants incentive problems mainly include three aspects, that is, the ethical conflicts in the administrative organization: ethical misconduct of the organizational identification, the ethical conflicts between the administrative organization: ethical misconduct of organizational commitment, the administrative organization’ ethical conflicts with the external society: ethical misconduct of organizational feedback. Therefore, in order to resolve the administrative ethics conflict, solve the problem of grass-roots civil servants incentive, this article is based on the framework of administrative organization ethics and the relevant content of the traditional perspective, to explore the solution of chinese grass-roots civil servants incentive problems mainly in two aspects: strengthen the institutional ethics construction of the incentive mechanism and consummate ethical institution construction of incentive guarantee.