發(fā)布時間：2019-05-19 10:25

【摘要】：改革開放以來我國的經(jīng)濟快速發(fā)展,社會發(fā)生著巨大的變化,公務(wù)員自身的需求也日益多元化,原有的公務(wù)員激勵機制已經(jīng)滯后。縣級以下公務(wù)員的隊伍龐大,人數(shù)占全國總公務(wù)員人數(shù)的三分之二,這一公務(wù)員群體的重要性和影響力顯而易見,但是在縣級以下的公共部門,存在著很多職位低且長期無法晉升,工資待遇低工作環(huán)境差,對工作缺乏熱情且辦事效率低,種種問題引起縣鄉(xiāng)公務(wù)員諸多不滿和抱怨,部分縣鄉(xiāng)不斷出現(xiàn)公務(wù)員主動申請辭職的行為。優(yōu)秀的大學(xué)畢業(yè)生都不愿到基層單位工作,致使縣鄉(xiāng)留不住人才,公務(wù)員隊伍較難注入新生力量,老齡化的情況就得不到解決。為了調(diào)動縣級以下公務(wù)員的積極性,發(fā)揮其主觀能動性,就需要有效的激勵來引導(dǎo),從而提高工作效率,更好更快的實現(xiàn)工作目標(biāo)。但縣鄉(xiāng)公務(wù)員存在的各種問題就表明,激勵機制的作用在縣鄉(xiāng)公務(wù)員的身上沒有得到發(fā)揮。在今年一月份我國新出臺了一項政策,是有關(guān)公務(wù)員職務(wù)職級和福利待遇的,目的是為了解決我國廣大縣鄉(xiāng)公務(wù)員職務(wù)不升待遇不漲的問題,是為了對縣級以下公務(wù)員在職務(wù)和待遇方面進行激勵,調(diào)動其積極性,發(fā)揮其主動性更好的為公共事業(yè)服務(wù),從而能夠減輕縣級以下公務(wù)員的不滿情緒,使縣鄉(xiāng)公務(wù)員隊伍獲得更好的發(fā)展。但縣級以下公務(wù)員的激勵機制不僅僅只有職務(wù)晉升和薪酬方面的問題,在考核、培訓(xùn)、監(jiān)督等其他方面還存在很多亟待解決的問題,是這一個政策所無法解決的。因此,就需要研究縣級以下公務(wù)員激勵機制各個方面存在的問題,對產(chǎn)生這些問題的原因進行分析,并找出相應(yīng)的解決辦法。本文首先掌握現(xiàn)有的激勵理論,對我國縣鄉(xiāng)公務(wù)員的實際情況進行了解,認真找出縣級以下公務(wù)員激勵機制存在的問題,并對產(chǎn)生這些問題的原因進行分析,最后提出相應(yīng)的解決對策,完善縣級以下公務(wù)員的激勵機制,更有效的發(fā)揮激勵作用,保證縣鄉(xiāng)公務(wù)員隊伍的有序發(fā)展。
[Abstract]:Since the reform and opening up, the economy of our country has developed rapidly, the society has undergone great changes, the needs of civil servants themselves are becoming more and more diversified, and the original incentive mechanism of civil servants has lagged behind. The number of civil servants below the county level is huge, accounting for 2/3 of the total number of civil servants in the country. The importance and influence of this group of civil servants is obvious, but in the public sector below the county level, There are many low positions and unable to be promoted for a long time, low wages and poor working environment, lack of enthusiasm for work and low efficiency, and various problems have caused a lot of dissatisfaction and complaints among civil servants in counties and townships. Some counties and townships continue to appear the behavior of civil servants applying for resignation on their own initiative. Outstanding college graduates are unwilling to work at the grass-roots level, resulting in counties and townships unable to retain talents, it is more difficult for civil servants to inject new forces, and the aging situation cannot be solved. In order to arouse the enthusiasm of civil servants below the county level and give full play to their subjective initiative, it is necessary to guide them effectively, so as to improve the work efficiency and achieve the work goal better and faster. However, the problems of county and township civil servants show that the role of incentive mechanism in county and township civil servants has not been brought into play. In January this year, China issued a new policy on the rank and welfare of civil servants, the purpose of which is to solve the problem of non-promotion and non-promotion of civil servants in the vast number of counties and townships in China. In order to encourage civil servants below the county level in terms of position and treatment, mobilize their enthusiasm, and give full play to their initiative to better serve public utilities, so as to alleviate the dissatisfaction of civil servants below the county level. So that the county and township civil servants to achieve better development. However, the incentive mechanism of civil servants below the county level is not only the problems of job promotion and salary, but also many problems to be solved in other aspects, such as assessment, training, supervision and so on, which can not be solved by this policy. Therefore, it is necessary to study the problems existing in all aspects of the incentive mechanism of civil servants below the county level, analyze the causes of these problems, and find out the corresponding solutions. This paper first grasps the existing incentive theory, understands the actual situation of the county and township civil servants in our country, seriously finds out the problems existing in the incentive mechanism of the civil servants below the county level, and analyzes the causes of these problems. Finally, the corresponding countermeasures are put forward to improve the incentive mechanism of civil servants below the county level, to give full play to the incentive role, and to ensure the orderly development of the county and township civil servants.
【學(xué)位授予單位】：鄭州大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：D630.3

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