本文選題：基層　切入點(diǎn)：公務(wù)員　出處：《華中科技大學(xué)》2016年碩士論文　論文類型：學(xué)位論文

【摘要】：基層公務(wù)員作為政府決策與公共事務(wù)的直接執(zhí)行者和具體承擔(dān)者,身上肩負(fù)著社會(huì)、公眾對(duì)他們?cè)絹?lái)越多的要求和期許。在當(dāng)前高壓的反腐倡廉態(tài)勢(shì)下,中央和上級(jí)部門下大力氣整頓公務(wù)員收入不規(guī)范、濫發(fā)津補(bǔ)貼等問(wèn)題,致使公務(wù)員的福利待遇大大削減,因而在某種程度上挫傷了部分公務(wù)員的工作激情,影響了政府部門的行政效率;但同時(shí)中央和上級(jí)部門也出臺(tái)了《推進(jìn)領(lǐng)導(dǎo)干部能上能下若干規(guī)定(試行)》、《關(guān)于縣以下機(jī)關(guān)建立公務(wù)員職務(wù)與職級(jí)并行制度的意見(jiàn)》等若干規(guī)定,試圖緩解基層公務(wù)員職務(wù)晉升難、工資收入低、各地收入不平衡等矛盾,激發(fā)公務(wù)員干事創(chuàng)業(yè)的工作熱情。在此背景下,研究如何改進(jìn)基層公務(wù)員的激勵(lì)機(jī)制的對(duì)策,對(duì)增強(qiáng)激勵(lì)機(jī)制的公平性,保障這個(gè)群體合理的待遇和應(yīng)有的尊嚴(yán),提高行政部門工作效率,構(gòu)建清正廉政高效服務(wù)型政府顯得十分必要。本文將結(jié)合棗陽(yáng)市基層公務(wù)員激勵(lì)機(jī)制實(shí)際情況,首先通過(guò)文獻(xiàn)研究、實(shí)證研究和統(tǒng)計(jì)分析等方法研究基層公務(wù)員激勵(lì)機(jī)制各項(xiàng)制度執(zhí)行落實(shí)情況,從而查擺出當(dāng)前基層存在工資薪酬待遇不公平、年度考核制度不合理、培訓(xùn)效果不理想、晉升交流空間不大、獎(jiǎng)懲制度不科學(xué)、風(fēng)險(xiǎn)性激勵(lì)缺失等突出問(wèn)題,然后再?gòu)恼�、�?jīng)濟(jì)、思想等方面加以分析,最后在借鑒西方現(xiàn)有的理論成果和成功經(jīng)驗(yàn)的基礎(chǔ)上,針對(duì)當(dāng)?shù)鼗鶎訉?shí)際情況,從激勵(lì)理念更新、激勵(lì)制度運(yùn)行、行政文化建設(shè)等方面提出改進(jìn)措施。
[Abstract]:Grass-roots civil servants, as the direct executors of government decision-making and public affairs, bear the burden of society, and the public demands and expectations for them more and more. Under the current situation of high pressure in combating corruption and advocating clean government, civil servants at the grass-roots level are shouldering more and more demands and expectations from the community. The central and higher departments have made great efforts to rectify the problems of non-standard civil servants' income, excessive subsidies and subsidies, which have greatly reduced the welfare benefits of civil servants, thereby dampening to some extent the enthusiasm of some civil servants in their work. It has affected the administrative efficiency of government departments, but at the same time, the central authorities and higher departments have also issued several provisions, such as "promoting the ability of leading cadres to be able to do things up and down" (on a trial basis), and "opinions on the Establishment of a concurrent system of Civil servants' posts and ranks in and below Counties", etc. This paper attempts to alleviate the contradictions such as the difficulty of job promotion, low wage income and income imbalance in various regions, and stimulate the enthusiasm of civil servants to start a business. Under this background, this paper studies the countermeasures to improve the incentive mechanism of grass-roots civil servants. To enhance the fairness of the incentive mechanism, to guarantee the reasonable treatment and due dignity of this group, and to improve the efficiency of the administrative departments. It is very necessary to build a clean, honest and efficient service-oriented government. This paper will combine with the actual situation of the incentive mechanism of grass-roots civil servants in Zaoyang City, first of all, through the literature study, Empirical research and statistical analysis and other methods to study the implementation of grass-roots civil servants incentive system implementation, so as to find out that the current grass-roots wage and salary treatment is unfair, the annual assessment system is unreasonable, the training effect is not ideal. There is not much room for promotion and communication, the reward and punishment system is unscientific, the risk incentive is missing, and so on. Then it is analyzed from the political, economic, ideological and other aspects. Finally, on the basis of drawing lessons from the existing theoretical achievements and successful experiences of the West, According to the actual situation of the local grassroots, the improvement measures are put forward from the aspects of the renewal of the incentive concept, the operation of the incentive system and the construction of the administrative culture.
【學(xué)位授予單位】：華中科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2016
【分類號(hào)】：D630.3

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 李茫茫;;反腐新形勢(shì)下基層公務(wù)員面臨的新困境[J];山西財(cái)經(jīng)大學(xué)學(xué)報(bào);2015年S2期

2 張巧艷;;有關(guān)基層公務(wù)員激勵(lì)理論的文獻(xiàn)綜述[J];現(xiàn)代商業(yè);2015年29期

3 王琳馨;;我國(guó)公務(wù)員晉升激勵(lì)制度分析[J];現(xiàn)代經(jīng)濟(jì)信息;2015年19期

4 宋香云;曲方;;馬斯洛需要層次理論對(duì)公務(wù)員激勵(lì)機(jī)制的啟示[J];人力資源管理;2014年10期

5 朱玉霞;;基層公務(wù)員激勵(lì)機(jī)制完善措施探究[J];才智;2014年27期

6 李慧艷;;我國(guó)公務(wù)員激勵(lì)中存在的困境及優(yōu)化路徑分析[J];山西經(jīng)濟(jì)管理干部學(xué)院學(xué)報(bào);2014年03期

7 閆建;;公務(wù)員激勵(lì)困境的形成原因及化解方法[J];領(lǐng)導(dǎo)科學(xué);2014年21期

8 劉影;;基于雙因素理論的公務(wù)員激勵(lì)機(jī)制分析[J];前沿;2014年Z3期

9 范盈茹;;論我國(guó)公務(wù)員激勵(lì)機(jī)制存在的問(wèn)題及對(duì)策[J];法制與社會(huì);2014年03期

10 梁馨;梁松;;合約理論與公務(wù)員激勵(lì)問(wèn)題[J];生產(chǎn)力研究;2012年07期

相關(guān)碩士學(xué)位論文 前7條

1 彭湘郴;完善基層公務(wù)員激勵(lì)機(jī)制研究[D];華中師范大學(xué);2014年

2 劉惠寶;東莞市基層公務(wù)員激勵(lì)問(wèn)題研究[D];廣西師范大學(xué);2013年

3 白婷婷;基層公務(wù)員激勵(lì)機(jī)制問(wèn)題研究[D];中南大學(xué);2013年

4 耿德成;我國(guó)基層公務(wù)員激勵(lì)機(jī)制研究[D];中國(guó)海洋大學(xué);2012年

5 鐘強(qiáng);基層公務(wù)員激勵(lì)機(jī)制探討[D];中國(guó)地質(zhì)大學(xué)（北京）;2011年

6 劉秋霞;河南省基層公務(wù)員激勵(lì)不足問(wèn)題研究[D];河南大學(xué);2010年

7 潘敏敏;國(guó)外公務(wù)員激勵(lì)機(jī)制的發(fā)展及其對(duì)我國(guó)的啟示[D];上海師范大學(xué);2007年

，

本文編號(hào)：1634880