Research On Optimization Of Urban Management Assistants' Incentive Mechanism From The Perspective Of Expectation Theory

Urban management is closely related to people's livelihood.Building a high-level and high-quality urban management team has a close relationship with urban construction and the happiness of people that lived in the cities.Due to practical reasons such as tight government staff status and heavy urban management tasks,the urban management system needs to employ a large number of urban management assistants to assist in the completion of urban management.According to the survey,more than half of the urban management teams are urban management assistants.To the urban management assistants who occupy most of the urban management team,the size of the incentives for their work is directly related to the efficiency and quality of urban management work.However,due to the imperfect incentive mechanism,their enthusiasm for work has not exerted the greatest effect.It has a bad effect on the improvement of the quality of urban management services.Expectancy theory is a theory about studying the relationship between human motivation and behavior.This paper takes the expectancy theory as the guide and takes the team of urban management system in S urban area ofNanning as an example-The starting point of research is the problems of high turnover rate,high liquidity,poor team image and low work enthusiasm..by means of the literature research,the questionnaire survey and the in-depth interview method to understand the current situation of incentives for urban management assistants and also to analyze the reasons for the problems of the incentive mechanism.The reason for the decrease in the incentive force of the urban management assistants is mainly because the two important factors affecting the increase of the incentive force(M)are lower expectations(E)and lower(V).Finally,based on the expectancy theory,this paper proposes strategies to improve the incentive mechanism of urban management assistants from the relationship between effort and performance,between performance and rewards,and between rewards and personal needs.Specifically,strengthen the link between efiforts and performance by developing clear job descriptions,providing targeted training,and improving organizational image.Enhance the link between performance and rewards through scientific performance management and reward-based fairness and differentiation.Enhance the link between rewards and personal needs by understanding employee needs,providing diverse rewards and focusing on long-term incentives.It is hoped that the above-mentioned measures can be used to change the incentive dilemma of the urban management assistants,so that the team can achieve long-term development and better serve the citizens and the city.