Study On The Incentives And Countermeasures Of Grassroots Civil Servants In Zoige County

How to construct the incentive mechanism of civil servants directly affects the enthusiasm and the creativity of the civil servants,and also affects the improvement of the administrative efficiency and the transformation of functions.The thesis analyzed the actual situation of the grass-roots civil servants in Ruo RrGai Prefecture of ABA Prefecture and put forward some suggestions and countermeasures to the present situation of the work incentive mechanism in this place.This thesis consists of six parts: the introduction,the basic concepts and the theories of the grass-roots civil servants incentive mechanism,the theories,the analyze of the current situation and the problems of the grass-roots civil servants incentive mechanism,the analyze of imperfects and the improvement of the path and the countermeasures.This thesis used the literature review method,the questionnaire survey method and the field interview method.In the process of writing,the thesis used the quantitative and qualitative method,the scientific analyze method.The first chapter was an introduction.The second chapter described the basic concepts and related theories of the basic level civil servants incentive mechanism.The third chapter consult the actual situation of the grass-roots civil servants in RuoRrGai Prefecture of ABA Prefecture,collected and analyzed t the current county mechanism has the basic situation and the local grass-roots civil servants and the problems.On this basis,the fourth chapter analyzed the cause problems of promotion places are limited,small space and other aspects according to the survey of the grass-roots civil servants in the work to hand heavy and difficult task,the lack of specific training;Department of ethnic areas in the unscientific assessment,the implementation of the system is random.Finally,the fifth chapter gave some suggestions according to the comprehensive countermeasures of the existed problems and the reasons,such as strength the psychological and the training of work skills,improve the working competency and post refinement;take the performance evaluation system which is fit for the local departments;strength the work of examination and feedback to formulate the specific local situation of salary system,and incentive the level etc..