The Professional Status And Management Mechanism Of Junior Civil Servant In The Basic Level

From the sociological point of view,"mechanism" refers to the rule for the internal organization and operation changes.It plays a fundamental role in any system.Scientific management mechanism is the biggest advantage as to the competition among organizations today.It can optimize the organizational atmosphere,mobilize the enthusiasm of the organization's labor force,and stimulate the challenge.This finally contributes to the organization being vibrant and flourish.Mozi thought that "if a country owns many talented and virtuous people,then country will be in perfect order;otherwise,this country will be in out of order." The core of improving the management mechanism is to optimize the management for the talents and scientifically conduct motivation.Incentive is the core of human resource management.It contributes to stimulatingthe initiative and enthusiasmof the organization member.This will make the organization be full of vitality and competitive advantage.As an important part of the incentive measures,the salary incentivefor the grassroots public officials not only is the basic method to achieve human resources management,but also involves the realization of government organizational strategies,and even concerns social stability and economic development.National public officials are the managers of national and social affairs while the grassroots public officials directly face the masses.Therefore,the performance of the grassroots public officials is directly related to the efficiency of the government.Meanwhile,it also involves the masses' support and trust to the government,society stability,andeconomicdevelopment.Consequently,it is of great significance to study the incentive mechanism on the grassroots public officials.However,at present,theyoung grassroots officials face a number of problems.Firstly,they own huge pressurein their growth,including the doubled pressure resulting from theirsuperiors,the stressful working conditionscaused by theirpoor interpersonal relationship,andthe difficult relationships with the masses due to the inappropriate treatment methods.Secondly,the post setting is unreasonable.Specially,the grass-roots public officials are usually used arbitrarily.They obtain their jobs not based on their ability but based on the principle –a socialist brick should be utilized to the place where it is required.Generally,the consuming tasks are assigned to them.By this way,a large number of professional talents are then wasted.Thereby,their enthusiasmis eliminated and the degree for their professionalism is also reduced with the time goes by.This is not conducive to the cultivation and growth of the talents.Besides,the inadequate fairness of competition in the mechanism of selection and employment leads to the deficiency of incentive.More specially,in the examination of public officials,the followingphenomena,including inadequate discrimination on different assessment objects,incomplete establishment of scientific evaluation index system,the relative strong arbitrariness in the organization and implement of assessment,and insufficient adaptation of assessment results,affect the fairness of the assessment of public officials.The forth problem is the lacking of incentive elasticity and fairness between positions.The general wage level of the public officers is middle or low in the society;there is not enough gradient of salary between different positions;the lack of comparability in salary levels between staff in government units and those from other units in the same positions and so on.All of these result in the decrease of satisfaction and significant intention of staff to leave.Finally,the existing assessment system on thegrassroots public officialsis lack of credibility and applicability and this directly leads to the fact that the incentive mechanism is often flouted.According to the analysis,it is not difficult to conclude that the effective incentive to public officials requires to establish a standardized and scientifically quantified system on salary,promotion and training.Only in this way,can we stimulate the positive factors in the human capital and thusboostthe efficiency of the administrative departmentsand enhance theirvigor and vitality.In the operation of the management mechanism of basic process,there is a lack of attention and lack of feasibility problem,which directly leads to the dynamic mechanism,constraint mechanism only.The main performance is: the competition of the lack of quantitative criteria,resulting in unfair compensation;the low level of enthusiasm;disregard personal interests lead to loyalty management two yuan reduced;bring responsibility prevarication resulting in grass-roots civil servants problems demands no door.According to the analysis,we may safely draw a conclusion that the scientific management of civil servants should not only need to establish a standardized scientific quantification of civil service pay,promotion,training system,but also pay attention to the organizational environment full of positive energy The creation of more focus on the improvement of management system and the implementation of a firm,so the mechanism of benign operation,let the civil servants to power.The only way to promote the improvement of administrative efficiency,strengthen the administrative body's vitality and vigor.At this stage,the dynamic mechanism of organ operation mainly refers to the effective incentive,including: material incentive,spirit incentive,incentive incentive and supervision of public opinion,democratic incentive aspects.According to Maslow's theory of needs,the needs of the people is the first from the basic necessities of life satisfaction,therefore,as the "economic man" of civil servants,especially just on the basic work of young civil servants incentive function,must pay attention to the material reward;with the passage of time,gradually to meet the low demand,position promotion,enhance the value of personal honor,to achieve more support to help the young civil servants in the realization of personal value and achieve organizational goals,improve Administrative efficiency.According to Rock and Hughes' s theory,in the organizational setting,to mobilize feasibility and clarity to give full consideration to the target of organization members enthusiasm,a reasonable set of goal difficulty,expanding democratic participation and incentive goals.According to Adams' s theory of justice,but also pay attention to the balance of resource allocation among the members,to maintain a reasonable difference on the basis of democracy,both to protect the enthusiasm and stimulate members brave to self challenge.In the process of realizing the goal of organization,but also pay attention to strengthening and revising of the members' behavior,clear negative incentive restraint mechanism,and resolutely to go there,there are prohibitions,Will be strengthened in accordance with established goals,deviated from the target behavior and correct termination of the appropriate time can take punitive measures of behavior.According to the situation of our country,in strict compliance with national laws and policies have been promulgated,grassroots agencies should also adhere to performance,have both ability and political integrity principles of the people,not sticking to formalities,the establishment of the civil service fault tolerance mechanism of youth,input and reproduction of human capital as the core competitiveness,to change the current "low wages,more subsidies" system,perfect organization the rewards and punishment system.As the national level,according to the regional differences and the nature of the work,to develop a more scientific salary system,the welfare system,reasonable legal settings,optimizing management mechanism,improve the management of facilities,clear their respective duties and powers,according to the nature of the duties and work of Mass produce is more advanced,the civil service classification of scientific management methods,to solve the current chaos phenomenon in the management,to create a good environment for the healthy growth of young civil servants.