我國西部地區(qū)基層公務(wù)員激勵問題研究
發(fā)布時間：2018-08-23 11:54
【摘要】：激勵是組織人力資源管理的重要內(nèi)容,在現(xiàn)代組織管理中,激勵的功能越來越凸顯其重要性。公務(wù)員是我國行政系統(tǒng)中最為重要的人力資源,他們的工作熱情和積極性直接關(guān)系著行政目標(biāo)的實(shí)現(xiàn)及行政效率的提高。近年來,公務(wù)員的激勵問題受到越來越多的重視和關(guān)注。我國西部地區(qū)由于地理位置的影響,經(jīng)濟(jì)發(fā)展較為滯后,一直以來都被視為欠發(fā)達(dá)地區(qū),政治文化發(fā)展水平也落后于其他地區(qū),在這樣的行政環(huán)境下,公務(wù)員對許多社會事務(wù)都有著非常大的推動作用。西部地區(qū)基層公務(wù)員身處于縣、鄉(xiāng),直接面對最廣大的人民群眾,尤其是農(nóng)民群眾,是推進(jìn)新農(nóng)村建設(shè)、構(gòu)建服務(wù)型政府的執(zhí)行者與促進(jìn)者。因此,西部地區(qū)基層公務(wù)員激勵的有效發(fā)揮,不僅可以充分調(diào)動西部地區(qū)基層公務(wù)員的工作積極性,提高其工作效率,而且可以促進(jìn)西部地區(qū)社會發(fā)展,對管理及社會的意義不言而喻。本文以內(nèi)蒙古杭錦旗為研究對象,在理論研究及實(shí)地調(diào)研的基礎(chǔ)上,分析杭錦旗公務(wù)員激勵現(xiàn)狀,找出其存在的問題,升入剖析其原因,進(jìn)而提出完善西部地區(qū)基層公務(wù)員激勵的對策。在分析過程中,發(fā)現(xiàn)了杭錦旗公務(wù)員激勵中存在著薪酬設(shè)計(jì)不合理、晉升渠道不完善、培訓(xùn)效果不理想、獎懲標(biāo)準(zhǔn)不明晰、考核方式不科學(xué)及工作本身激勵不足的問題,并從激勵環(huán)境的制約、激勵理念的落后、激勵制度的缺陷、激勵方法的僵化四個方面剖析了其原因。在完善西部地區(qū)基層公務(wù)員激勵對策的設(shè)計(jì)上,結(jié)合基層公務(wù)員最看重的激勵因素,從優(yōu)化激勵環(huán)境、革新激勵理念出發(fā),進(jìn)一步完善激勵制度、創(chuàng)新激勵方法,使基層公務(wù)員激勵更好地發(fā)揮其效用。
[Abstract]:Motivation is an important part of human resource management. In modern organization management, the function of motivation is becoming more and more important. Civil servants are the most important human resources in our administrative system. Their enthusiasm and enthusiasm are directly related to the realization of administrative goals and the improvement of administrative efficiency. In recent years, more and more attention has been paid to the incentive problem of civil servants. Due to the influence of geographical location, the economic development of the western region of China has been regarded as underdeveloped area, and the level of political and cultural development has lagged behind that of other regions. In such an administrative environment, Civil servants play a very important role in promoting many social affairs. The grass-roots civil servants in the western region are directly facing the vast masses of the people, especially the peasant masses. They are the executors and promoters of promoting the construction of new rural areas and the construction of service-oriented government. Therefore, the effective display of incentives for grass-roots civil servants in the western region can not only fully mobilize the work enthusiasm of grass-roots civil servants in the western region and improve their work efficiency, but also promote social development in the western region. The implications for management and society are self-evident. This paper takes Hangjin Banner of Inner Mongolia as the research object, on the basis of theoretical research and field investigation, analyzes the current situation of civil servant motivation in Hangjin Banner, finds out the existing problems, and analyzes the reasons. And then put forward to improve the western region grass-roots civil servants incentive countermeasures. In the process of analysis, it is found that there are some problems such as unreasonable salary design, imperfect promotion channel, imperfect training effect, unclear standard of reward and punishment, unscientific assessment method and insufficient incentive in the civil servant of Hangzhou Jinqi. The reasons are analyzed from four aspects: the restriction of incentive environment, the backwardness of incentive idea, the defect of incentive system and the rigidity of incentive method. In order to perfect the design of incentive countermeasures for grass-roots civil servants in the western region, combining with the incentive factors that grass-roots civil servants value most, starting from the optimization of incentive environment and innovation of incentive ideas, the incentive system is further improved, and the incentive methods are innovated. So that grass-roots civil servants to encourage better play its effectiveness.
【學(xué)位授予單位】：首都經(jīng)濟(jì)貿(mào)易大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：D630.3
[Abstract]:Motivation is an important part of human resource management. In modern organization management, the function of motivation is becoming more and more important. Civil servants are the most important human resources in our administrative system. Their enthusiasm and enthusiasm are directly related to the realization of administrative goals and the improvement of administrative efficiency. In recent years, more and more attention has been paid to the incentive problem of civil servants. Due to the influence of geographical location, the economic development of the western region of China has been regarded as underdeveloped area, and the level of political and cultural development has lagged behind that of other regions. In such an administrative environment, Civil servants play a very important role in promoting many social affairs. The grass-roots civil servants in the western region are directly facing the vast masses of the people, especially the peasant masses. They are the executors and promoters of promoting the construction of new rural areas and the construction of service-oriented government. Therefore, the effective display of incentives for grass-roots civil servants in the western region can not only fully mobilize the work enthusiasm of grass-roots civil servants in the western region and improve their work efficiency, but also promote social development in the western region. The implications for management and society are self-evident. This paper takes Hangjin Banner of Inner Mongolia as the research object, on the basis of theoretical research and field investigation, analyzes the current situation of civil servant motivation in Hangjin Banner, finds out the existing problems, and analyzes the reasons. And then put forward to improve the western region grass-roots civil servants incentive countermeasures. In the process of analysis, it is found that there are some problems such as unreasonable salary design, imperfect promotion channel, imperfect training effect, unclear standard of reward and punishment, unscientific assessment method and insufficient incentive in the civil servant of Hangzhou Jinqi. The reasons are analyzed from four aspects: the restriction of incentive environment, the backwardness of incentive idea, the defect of incentive system and the rigidity of incentive method. In order to perfect the design of incentive countermeasures for grass-roots civil servants in the western region, combining with the incentive factors that grass-roots civil servants value most, starting from the optimization of incentive environment and innovation of incentive ideas, the incentive system is further improved, and the incentive methods are innovated. So that grass-roots civil servants to encourage better play its effectiveness.
【學(xué)位授予單位】：首都經(jīng)濟(jì)貿(mào)易大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：D630.3
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