The Study Of Young Staff Motivation Mechanism In Central Banks At The Grass-Roots Level

In China, grass-roots units of the central bank refer to branches of the People’s Bank ofChina (PBC) across the country. In recent years, grass-roots units of the central bank haveplayed an increasingly important role in performing the functions of the PBC. Consequently,as the core of the grass-roots units, young staff undertake major tasks, are the immediateimplementers of the central bank’s financial policies. However, due to the single,conservative and rigid nature of the existing motivation mechanism of grass-roots units of thecentral bank, it fails to motivate young staff effectively. Moreover, the current mechanism isnot designed specifically to young employees and thus ignores their demands，making themfeel left out, fatigue, and lost for the future. Therefore, studying the motivation mechanism ofyoung staff at grass-roots units of the central bank, this thesis has practical significance inkeeping young employees, inspiring their enthusiasm and tapping their potential. Furthermore,the thesis has theoretical meaning in enriching researches of young staff motivationmechanism at grass-roots units of the central bank since there is little literature in this field.Comprehensively applying literature research, investigation, comparative analysis andinductive analysis, this thesis takes the People’s Bank of China, Yangjiang Central-subBranch as a case, conducts a thorough analysis in the status quo and existing problems ofyoung staff motivation mechanism under the theoretical framework of public administrationand human resources management, draws on the research findings and successful experienceof young staff incentive mechanism at commercial banks both home and abroad, andaccordingly puts forward feasible suggestions on improving young staff motivationmechanism at grass-roots units of the central bank. The thesis consists of five chapters.The first chapter introduces the research background, significance of the research,research status both home and abroad, research methods and contents, defines relatedconcepts and provides theoretical support.The second chapter studies the status quo of the young staff motivation mechanism atthe People’s Bank of China, Yangjiang Central-sub Branch, elaborating the manifestations ofits failure.The third chapter analyses the causes of failure in motivating young staff, probing psychological needs of young staff.The fourth chapter draws inspirations from successful experience and research findingsof staff motivation mechanism at commercial banks both home and abroad.The fifth chapter puts forward feasible suggestions in meliorating incentive effects ofyoung staff motivation mechanism at grass-roots units of the central bank, includingimproving the existing motivation mechanism and meeting the incentive demands of youngstaff.Conclusions that the thesis reaches are as follows: first is to improve the currentmotivation mechanism by implementing differential salaries, ameliorating the promotion ofadministrative rank, reforming the promotion of technical position, richening governmentalculture, fortifying intrinsic motivation, improving the way of performance appraisal and usingnegative incentives reasonably; second is to meet the incentive demands of young staffthrough establishing a mechanism of personnel training, carrier counseling and performanceappraisal, carrying out differential incentives and encouraging innovation.Innovation of this thesis lies in taking a special group--young staff as object of studyand introducing their incentive demands to the improvement of motivation mechanism atgrass-roots units of the central bank, which makes incentive measures more targeted andeffective for young staff.