Research On Incentive Mechanism Of Gass-roots Civil Servants In Zao Yang City

As the specific undertakers of the governments' public functions, civil servants at the grass-roots level undertake more expectations and requirements both from the society and citizens. Under the present great pressure of anti-corruption, the central government and superior departments rectify problems of civil servants, such as lack of standardization in income, indiscriminate issuing of welfare benefits, which lead to great reduction of salary welfare, and this, to some extent, reduces some civil servants' work enthusiasm and influences the efficiency of government departments to work. Meanwhile, the central government and superior departments announced several rules, such as “number of provisions to promote the leadership of cadres(Trial)”, “on the county authority to establish civil service positions and rank parallel system of opinions”, trying to ease the conflicts, such as the difficult promotion, low salary, the imbalance of income between different areas, so as to stimulate their working enthusiasm. Under this circumstance, it is quite necessary to conduct a research about how to improve and perfect the motivations system and measures for implementation and to improve the social equality of the motivation system of civil servants at the grass-roots level, which aims at guaranteeing their reasonable payment and the dignity that they deserve as well as increasing their working efficiency and constructing an honest, efficient and service-oriented government.This essay will take the current situation of the motivation system of civil servants at grass-roots level in Zaoyang City as an example. Firstly, by means of literature research, empirical research and statistical analysis, we investigate the implementation of salary, pro-motion, evaluation and training systems for grass-root civil servants. And then we found out the prominent problems, for example, remuneration is unfair, annual assessment is not reasonable, the training effect is not ideal, promotion and communication spaces are not large, reward and punishment system is not scientific, and the risky incentive mechanism is lacking.Thirdly, we dissect the possible elements, such as the political, economic and ideological environment. While drawing lessons from western theory achievements and successful experiences; based on the actual local situation, we put forward some improvement approaches in motivation idea updating, motivation system operating and administrative culture constructing.