Based On The Porter-Lawler Comprehensive Incentive Model, The Research On The Motivation Of The Grassroots Civil Servants In My Countr

The question of the incentive of civil servants has always been a matter of concern.Especially for civil servants at the grass-roots level,they play an important role of inheritance.However,for a long time,civil servants at the grass-roots level have always faced a series of problems,such as high work intensity,limited salary levels,and narrow promotion space.Giving this group more incentive,not only can protect their rights,but also can maintain the stability of the entire civil servants at the basic level and improve the administrative efficiency at the grass-roots government.Therefore,the issue of incentives for civil servants at the grassroots level will always be a topic that cannot be ignored.At present,there are still many problems with incentives for civil servants at the grassroots level.ZengYao believes the main manifestations of the failure of incentives are high administrative costs,low administrative efficiency,serious loss of public policy processes,and low levels of job satisfaction for civil servants.We can indirectly understand that the effect and current status of incentives can come from administrative costs,administrative efficiency,loss of public policy process,civil servants’ satisfaction,etc.we can know the current status of incentives from many perspectives.however this paper believes that the most direct one is to understand the current status and find problems by understanding the grassroots civil servants satisfaction level of incentives.At the same time,In order to provide better incentives to civil servants at the grassroots level,we should grasp the status,the current problems and the reasons behind them.drawing lessons from relevant experiences.We also need to understand the legitimate needs of civil servants at the grass-roots level and combine their legitimate needs to formulate incentives,because they are motivated subjects and they are more aware of what incentives they really need.This paper takes the incentive of civil servants at the grassroots level as the research object.Taking B County of Hubei Province as an example.under the premise of the analysis of the opportunities and challenges facing the current civil servants incentives and the incentive measures in B counties,getting a certain understanding of the current needs and status of incentives of civil servants at the grassroots level through questionnaire surveys and interviews.Through the analysis of the survey results,it has been found that the current incentive needs of the grassroots civil servants in B County are generally concentrated on material returns and recognition.The paper also makes a certain analysis of the needs of different types of civil servants at the grassroots level,and finds that there are obvious differences in incentive needs among civil servants at the grassroots level of different job levels.Then,The article compares the overall satisfaction level of incentives and the satisfaction level of the various dimensions of incentives of different civil servants at the grassroots level,and concludes that the general satisfaction level of civil servants at the grassroots level in B counties is generally satisfactory.And find that the lowest level of satisfaction is in the fairness of material incentives and rewards and promotion opportunities in career development incentives,so the overall status of incentives are not good.The article further takes Porter-Lawler’s comprehensive incentive model as the analytical framework,considering whether there is an equivalence between effort and performance,performance and rewards,rewards and satisfaction.analyzing the problems existing in the incentives for civil servants at the grassroots level in B County,concluding that the incentives still have problems such as a single incentive factor structure,lack of scientific incentives,and lack of fairness and standardization of the incentive process.Some of these problems are just some of the common problems that may exist in most of the country.The author also hopes to put forward some improvement measures based on the analysis of the status of the incentives,the problems existing in their incentives,and their needs.Providing ideas for optimizing the incentive methods,standardizing the incentive process,Improving the incentive mechanism for civil servants at the grassroots level.