Research On Incentive Mechanism Of Grassroot Public Security Police Unit And Team In Y City

Police management is the core of the construction of public security team.To arouse police's initiative is the key factor to improve the efficiency of public security work.In order to strengthen police management,motivate the enthusiasm of police and improve the efficiency of public security work,it is greatly beneficial to establish the long-term incentive mechanism for public security team.In this paper,we took the Y city as an example.In order to improve the innovation of the police team management and to actively explore new ways of public security team construction,following the “pseudo human nature theory”,” Maslow' s hierarchy of needs” and related team-building theory as the support,the Public Security Bureau in Y city collect information through individual interview with grassroots police and online questionnaire.And we utilize SPSS software for statistical analysis of the results of the survey.The paper pointed out the problems and limitations in existing incentive mechanism of grassroots public security from the statistical analysis.The problems are as follows:In terms of survival needs,salary system for low-rank police officer has insufficient incentive effect;in terms of security requirements,police officer are under a lot of work pressure and inadequate protection during the law enforcement process;in the sense of belove and belonging,the older,low-degree police are rarely appreciated at work;in respect the demand side,because of the influence from the external environment,civilian police feel lack of respect by society;in the aspect of self-actualization needs,most of the civilian police who are short of career planning could be confused about their career development in future.The causes of these problems above are various and complicated,mainly including: the ideological and political work of a few units in police system became a mere formality,civilian police have to strengthen their political thought;police worked with huge stress and low political treatment returns;evaluation mechanism is not scientific and the salary is low;education training and actual practice is disconnected;professional risk coefficient is high;the humanistic care is not enough,etc.To improve the incentive mechanism in grassroots police of the public security organs,in this paper,we put forward several suggestions to adhere.First of all,strengthen the culture construction and the core values education of the grassroots team to enhance the police's professional sense of honor.Moreover,perfect the organizational setup planning and civilian police career planning to strengthen the police's professional identity.Furthermore,establish a scientific and rational evaluation,rewards and punishment,payment mechanism to increase police's sense of professional pride.What's more,better the mode and content of the basic practice and education to emphasizing the police's professional sense of mission.The last but not least,enrich the beneficial policy of police team to cement the police's professional sense of belonging.