Research On The Problems And Countermeasures Of Salary Incentives For Basic-level Civil Servants In A District Of Yangzhou City

In China,grassroots civil servants are a very large group of civil servants.As the last executor of national policies,they play an important role in the management of government functions.The working status and mental outlook of grassroots civil servants directly represent the image of government departments,which is the key to affect the administrative efficiency of the government.However,China's grassroots civil servants generally have poor working conditions,heavy tasks,high pressure,small space for promotion and other status quo,in order to ensure the stability of the national civil servants and the efficiency of government services,a mature and effective compensation incentive system is very important.In this context,this paper analyzes the current situation,existing problems and reasons of civil servants' salary incentive in district A of yangzhou city,and draws lessons from the advanced experience of grassroots civil servants' salary management abroad to put forward countermeasures and Suggestions to improve the salary incentive of civil servants in district A.This paper is divided into five chapters.Chapter one is the introduction,which mainly describes the background and significance of the research,and reviews the existing research literature and achievements at home and abroad.The second chapter is concept definition and theoretical basis analysis.This paper defines and differentiates the concepts of "civil servant" and "grassroots civil servant","salary" and "salary incentive",and studies the basic connotation of maslow's demand theory,two-factor theory and equity theory,and applies them to the exploration of salary incentive problems and countermeasures for grassroots civil servants.The third chapter studies the current situation of civil servant salary incentive in A district of Yangzhou.On the premise of sorting out the historical context of the adjustment evolution of the salary system of the staff in various government institutions and public institutions in China,A detailed comparative analysis is made from the three aspects of the status of the staff,the salary level and the salary incentive system of the civil servants in zone A by sorting out and analyzing the sample data of the civil servants in zone A.The fourth chapter analyzes the existing problems and causes of civil servant salary incentive in district A.In the salary incentive for civil servants in zone A,the overall salary level is low,the salary promotion mechanism is not perfect,the salary equity difference is large and some salary incentive policies are difficult to implement,etc.At the same time,the reasons for the existing problems in zone A are analyzed from the perspectives of ideology,system and implementation.Chapter five puts forward the countermeasures to improve the salary incentive system of civil servants in district A.Combined with real national conditions and A mere affection,by perfecting the compensation principle,the optimization of salary incentive system,consummating the system of compensation for three aspects put forward Suggestions and countermeasures,trying to form to the current situation of A mere system of civil servants' pay system,and develop its incentive effect,to improve area A civil service job enthusiasm and level of service for the people to provide reference for the feasibility.