Study On Incentive Problems And Solutions Of Community Full-time Workers In LS Street Office

Community full-time workers are the "last mile" of grass-roots governance.They are the bridge to link the communist party and the government with the residents.They are essential organizational and human resources for the community office.They also play an important role in solving social problems,resolving social conflicts and promoting the residents' autonomy.However,due to the insufficient incentive for the community full-time workers,the losing of talents among community full-time personnel is serious.Therefore,it's an important and urgent question to be answered,i.e.how to establish an effective incentive system to stimulate the enthusiasm of the community full-time workers and to fill the gap between the supply and demand of the community workers so as to build a team of professional full-time workers who are firm in their political believes,well structured and professional.In this way,the community office can improve the community public service and public management capabilities to enhance the sense of happiness,gain,and security of residents in the jurisdiction.Based on the classical incentive theory,this essay applies empirical research methods,including both qualitative and quantitative data through literature research,questionnaire and interview.Combined the previous research on the incentive mechanism and the actual situation of full-time staff in LS street community of Yubei District,Chongqing,this essay analyzes the current incentive of this group with SPSS 24.0.Three aspects are included in the study: the degree of respect,working environment and work assessment.Adding to the quantitative data,targeted interviews were also carried out.Subsequently,this essay summarizes the problems and reasons for the less effective incentives in the current system for the full-time staff of the LS street community.Finally,six aspects to motivate the full-time workers in LS Street Community are proposed,including establishing a perfect salary increase mechanism,improving the performance appraisal of full-time community workers,improving the respect degree of full-time community workers,enhancing the participation degree of community management,establishing a perfect mechanism of training on post and establishing a channel for the professional rise of full-time community workers.