Research On The Incentive Mechanism Of Grassroots Civil Servants From The Perspective Of Two-factor Theory

The normal and orderly progress of the state’s various administrative undertakings is inseparable from the tens of thousands of grassroots civil servants.Grassroots civil servants assume important responsibilities in social public management.They directly maintain the close contact between the government and the masses,and are an important supporting force to promote social development and maintain the stability of the grassroots.Caring for grassroots civil servants is an important work in the construction of the current cadre team.In order to maintain the combat effectiveness of grass-roots civil servants and encourage them to give full play to their initiative and creativity,Local governments have introduced relevant incentive mechanisms,through a series of incentive means,to stimulate their enthusiasm for work,improve the satisfaction of grassroots civil servants,enhance the stability of grass-roots civil servants,improve the service capacity of grass-roots civil servants.But at present,the incentive mechanism of grassroots civil servants is not perfect,more or less there are some problems,these problems seriously affect the grass-roots civil servants on the job satisfaction,and then lead to such as job burnout,brain drain,formalism and many other problems.It is not conducive to the healthy development of civil servants and the requirement of building a service-oriented government.In order to study the problems existing in the incentive mechanism of grassroots civil servants,this paper chooses P County in Shandong Province as an example to focus on the research,the two-factor theory as the main theoretical basis,aiming at the problems existing in the incentive mechanism of grassroots civil servants in P county,through the questionnaire survey and in-depth interview method to investigate and research,and conduct in-depth analysis.Based on Herzberg’s Two-factor theory,this paper starts with the satisfaction survey and evaluates the factors that affect motivation.According to the Two-factor theory,two aspects of health carefactor dissatisfaction and motivation factors satisfaction were evaluated and analyzed.Through the data analysis of the questionnaire survey,it is found that among the grass-roots civil servants in P County who participated in the questionnaire survey,the overall satisfaction of the current work is generally good,and the dissatisfaction rate is only 4%.However,the dissatisfaction with health care factors is high,while the satisfaction with motivating factors is low.In this paper,two factors with significantly higher dissatisfaction among health care factors,namely salary and welfare and working environment,and three factors with significantly lower satisfaction among motivation factorss,namely promotion space,performance appraisal and education and training,are selected for analysis.Through in-depth analysis of the causes of the problem,it is suggested to improve the salary distribution system and optimize the working environment from the perspective of health care factors,broaden the promotion channels,improve the performance appraisal mechanism and optimize the education and training system from the perspective of motivation factorss,so as to improve the health care function of the incentive mechanism of grass-roots civil servants in P county and strengthen the incentive function of the incentive mechanism.In this way,the work enthusiasm of the grass-roots civil servants in P county can be improved,the management level and service ability of the grass-roots civil servants in P county can be improved,the construction and healthy development of the grass-roots civil servants in P county can be promoted,and the work efficiency of the grass-roots government in P county can be improved,providing reference for the future research on the incentive mechanism of grass-roots civil servants.