Study On The Incentive Problems And Countermeasures Of Post-90s Civil Servants ——Take Dazhou City As An Example

In recent years,the civil service recruitment system widely and deeply implemented,more and more "post-90s" into the civil service system,gradually replaced "post-80s" to become the main force.The post-1990 s youth group,with the characteristics of the times,is playing an increasingly important role at all levels of the government.Today,the Party,government and executive branch at all levels are working hard to explore and improve the incentives for civil servants,with a view to fully mobilize their work enthusiasm,has achieved some success.However,it should also be noted that the current incentive measures are mostly designed for the overall civil service,and there is no one targeted design,does not take into account the nature of different age groups,different positions and different individuals.Through empirical investigation and a large number of questionnaires,we found that the "post-90s" civil servants have their own unique personality,they pursue freedom,advocate personality,independence.Compared with the "post-1960s","post-1970s" and "post-1980s",this group has more complexity of character and uncertainty of management,not only for the individual to mobilize enthusiasm,play creativity,for the workplace,but also to a large extent to enhance the overall efficiency of the government.First of all,this paper analyzes the research background,research significance and research situation at home and abroad,and defines the related concepts and theoretical basis.Taking the post-90 s civil servants in Dazhou as the research object,taking questionnaire survey and interview as the main research methods,and combining with their own work experience,this paper analyzes the current working situation and psychological demands of the post-90 s civil servants.Through the questionnaire survey,we found that in the current incentive measures,the "post-90s" civil servants generally believe that,there are some outstanding problems in their current incentive,such as low salary level,obsolete incentive idea,training content and form can not meet the needs of daily work,promotion opportunities are scarce,and the role of assessment is not obvious.Therefore,how to better think and discuss a set of targeted,practical significance of incentives,for the "POST-90" management of civil servants,is of urgency and practical significance.The author applies the two-factor theory and Maslow’s hierarchy of needs theory,on the basis of learning from the research results of civil servant motivation at home and abroad,post-1990 s employee motivation,and combining his own work experience,this paper puts forward a series of countermeasures to optimize the motivation of the "post-90s" civil servants in Dazhou from the aspects of motivation idea,management mode,salary,promotion,evaluation,reward and punishment,training system,etc..