Research On The Incentive Mechanism Of Grassroots Civil Servants

Taking the initiative is the necessary quality of civil servants,and it is also the bottom line requirement for the civil servants in China.Entering a new era,China's comprehensive national strength and international status continue to increase,and the people's pursuit of spiritual life is getting higher and higher,but at the same time,the development tasks of the state and society are even more arduous.Faced with the new situation and new tasks of development,it is urgent for grassroots cadres to be good at acting,to dare to take responsibility,to face difficulties,not to fear difficulties,not to fear suffering.Although China has always adhered to the principle of strictly administering the party and strictly demanding party members and cadres,in reality,there are still some party members and cadres who lack the sense of responsibility,have no responsibility,and are accustomed to shirking.The report of the 19th National Congress of the Communist Party of China clearly pointed out that cadres should be strictly controlled and loved,and encouragement,encouragement,and fault-tolerant and corrective mechanisms should be established.They should be responsible for the cadres who dare to take responsibility for their responsibilities as cadres.In the current high-quality development background,it is of great practical significance to think about and explore the cadre incentive mechanism,inspire the morale of the cadres,mobilize the cadres to actively explore,reform and innovate,adapt to the new requirements put forward by the new era,and meet new challenges.This paper selects S district of Suqian City as the research object.Based on the reference to domestic and foreign management theory,motivation theory and practical theory,this paper adopts questionnaire survey and interview method to start from the current situation of S-zone incentives in Suqian City,and finds the current grassroots level.Civil servant incentives,for example,whether there is a perfect incentive mechanism in terms of material or spiritual aspects,lack of corresponding promotion channels,little training for civil servants,rigid forms,and inadequate performance appraisal coverage.Through the analysis and summary of the core issues,the reasons include the lag of the incentive concept,the lack of flexibility in the compensation management system,the imperfect promotion mechanism,the backward training concept and the unreasonable performance evaluation.On the basis of making full use of relevant theories such as demand theory and fairness theory,combined with the actual situation of S district in Suqian City,the ways of civil servants'incentives in S district of Suqian City are explored in the three directions of concept,system and environment.The first is to establish a scientific incentive concept,effectively enhance the "people-oriented" concept,and eliminate the "unfairness" of civil servants;secondly,improve the salary incentive system,enrich the salary incentives,and apply positive and negative incentives flexibly and scientifically to form dynamics.Salary incentives;the third is to pay attention to"spiritual incentives",commend advanced,select trees,and at the same time enhance the sense of organizational identity through the implementation of collective activities;Fourth,improve the existing civil service occupation classification system,play the role of assessment and evaluation in the promotion mechanism The fifth is to improve the training mechanism to ensure that training is targeted,while optimizing resources and focusing on results evaluation;sixth,paying attention to normal assessment,improving supervision and evaluation mechanism,and truly exerting incentives for assessment.Role;finally,through the establishment of fault-tolerant error correction mechanism,create a more relaxed political environment.Through the above seven aspects to enrich and improve the incentive mechanism of S-zone in Suqian City,I hope to improve the incentive mechanism in other regions.The innovation of this paper is as follows:The first is to select the S district of Suqian City as the research object,and obtain detailed data on the incentive mechanism of the district government through questionnaires and interviews.It is of practical significance to study the data to find out the problems existing in the current incentives for civil servants in the district.It is of practical significance to study from the perspective of empirical evidence.Second,it does not simply categorize the incentive mechanism into a series of institutional combinations.From the three directions of concept,system and environment,combined with the work characteristics of civil servants in S area,carry out the analysis of causes,adhere to the problem-oriented,goal-oriented,multi-pronged measures,enrich the optimization concept,system and environment,and propose Countermeasures.