Research On The Incentive Mechanism Of Grass-roots Civil Servants In Qujing Economic And Technological Development Zone

Motivation is an important part of modern human resource management.Scientific and reasonable incentive mechanism is conducive to better mobilize the enthusiasm of members of the organization,stimulate enthusiasm for work,so as to better achieve organizational goals.Grass-roots civil servants face the masses directly.Grass-roots civil servants are confronted with a lot of pressures due to their complicated affairs and various work contents.At the same time,the work of grass-roots civil servants is directly related to the image of the party and the government,and is the main carrier for the people to evaluate the work of the party and the government.Therefore,it is of great significance to construct a scientific and reasonable incentive mechanism for grass-roots civil servants.Qujing Economic and Technological Development Zone has attached great importance to the construction and improvement of incentive mechanism for grass-roots civil servants since its establishment.However,due to various reasons,there are some problems in the incentive mechanism.In order to better improve the incentive mechanism of grass-roots civil servants in Qujing Economic and Technological Development Zone,this study analyzed the current incentive situation of grass-roots civil servants in Qujing by means of questionnaires,interviews and other methods,summarized the existing problems and reasons,and put forward suggestions for improvement.After the research,the main conclusions are as follows: Firstly,the problems existing in the incentive of grass-roots civil servants in Qujing's economic and technological development mainly include that the incentive concept attaches more importance to material than spirit,the incentive measures lack personal development,the incentive feedback rewards are more and less,and the incentive atmosphere lacks the sense of belonging.Secondly,the causes of these problems are analyzed.The reasons include insufficient propaganda investment affecting the spiritual incentive effect,unreasonable promotion mechanism due to limited personnel system,formality of performance evaluation,insufficient participation of motivated subjects,etc.Finally,some suggestions for improvement are put forward,including attachingimportance to material and spiritual incentives,building a fair and reasonable promotion mechanism,establishing a transparent and clear reward and punishment mechanism,and cultivating the sense of belonging of grass-roots civil servants.