本文選題：公安消防機構(gòu) + 基層干部　； 參考：《華僑大學(xué)》2012年碩士論文

【摘要】：公安消防隊伍是“人民之師”，，保障著我國人民生命與財產(chǎn)的安全。隨著市場經(jīng)濟的快速發(fā)展，消防事故頻發(fā)、安全隱患不斷增加，消防安全問題受到越來越多的關(guān)注。新的形勢也對消防隊伍提出了更高的要求。對消防基層干部隊伍的激勵，與一般的對企業(yè)員工的激勵既有相同的地方又有不同的地方，目前對消防基層干部的激勵此方面的研究較少，因此，探討如何提高消防機構(gòu)基層干部的積極性和主動性，如何建立一支“忠誠可靠、服務(wù)人民、竭誠奉獻”符合時代新形勢，滿足時代要求的消防隊伍具有重要現(xiàn)實意義。 結(jié)合筆者在公安消防機構(gòu)工作多年的經(jīng)驗，分析了公安消防機構(gòu)現(xiàn)行激勵制度所存在的問題以及原因。以現(xiàn)代管理理論為依托，運用博弈論的相關(guān)知識，將物資激勵和精神激勵相結(jié)合，分別建立傳統(tǒng)薪酬制度、相對績效薪酬制度、差別工資薪酬制度三種薪酬制度下公安消防機構(gòu)基層干部的激勵模型。通過模型化研究方法比較各模型優(yōu)劣，最終建立聯(lián)合薪酬制度激勵模型。在模型的建立過程中同時考慮非物質(zhì)激勵可能對結(jié)果產(chǎn)生的影響。 通過對傳統(tǒng)薪酬制度、相對薪酬制度和差別工資薪酬制度以及聯(lián)合薪酬制度下的激勵模型比較得到：1）聯(lián)合薪酬制度是在綜合前三種激勵制度的基礎(chǔ)上建立的，在激勵效果方面優(yōu)于其他三種薪酬制度。條件允許時，可以優(yōu)先考慮使用聯(lián)合薪酬制度作為薪酬激勵的主要方式；2）差別工資薪酬制度和相對績效薪酬制度的激勵效果各有優(yōu)劣，但是激勵效果都優(yōu)于傳統(tǒng)薪酬制度：當(dāng)絕對風(fēng)險規(guī)避度P∈(0,0.74)時，差別工資薪酬制度優(yōu)于相對績效薪酬制度；當(dāng)絕對風(fēng)險規(guī)避度P∈(0.74,1)時，則相對績效薪酬制度優(yōu)于差別工資薪酬制度，公安消防機構(gòu)可以根據(jù)自身情況采用相應(yīng)的激勵制度；3）針對所建立的傳統(tǒng)薪酬制度激勵、相對績效薪酬制度激勵和差別工資薪酬制度激勵模型，根據(jù)筆者在公安消防機構(gòu)工作多年的經(jīng)驗，提出聯(lián)合薪酬制度激勵模型，從目標(biāo)激勵、責(zé)任激勵、晉升激勵、榮譽激勵、榜樣激勵等方面入手，給出相應(yīng)的精神激勵對策和建議�？傊疚膶F(xiàn)代激勵管理理論引入公安消防隊伍，試圖從物質(zhì)激勵角度和精神激勵角度，為公安消防機構(gòu)激勵消防機構(gòu)基層干部提供理論參考。
[Abstract]:The public security fire protection team is the "people's teacher", which guarantees the safety of our people's life and property. With the rapid development of market economy, fire accidents occur frequently, and the hidden dangers of fire safety are increasing, and fire safety problems are paid more and more attention. The new situation also puts forward higher requirements for fire fighting teams. There are not only the same places but also different places to encourage the fire fighting cadres at the grass-roots level. Therefore, there are few researches on the incentives of the cadres at the grass-roots level. This paper discusses how to improve the enthusiasm and initiative of the grass-roots cadres of fire control institutions, how to establish a "loyal and reliable, serving the people, dedicated dedication" in line with the new situation of the times. It is of great practical significance to meet the requirements of the times. Combined with the author's experience in public security fire fighting institutions for many years, this paper analyzes the existing problems and causes of the current incentive system of public security fire fighting institutions. Based on the modern management theory and using the relevant knowledge of game theory, the traditional compensation system and the relative performance compensation system are established by combining the material incentive and the spiritual incentive. The incentive model of grass-roots cadres in public security fire fighting institutions under three salary systems of differential salary. Finally, the incentive model of joint compensation system is established by comparing the merits and demerits of each model. In the process of establishing the model, the possible effect of non-material incentive on the result is considered. By comparing the incentive models of the relative salary system with the differential salary system and the incentive model under the joint compensation system, it is concluded that the joint compensation system is based on the first three incentive systems, and is superior to the other three salary systems in terms of incentive effect. When conditions permit, we can give priority to the use of the joint pay system as the main way of salary incentive. 2) the incentive effect of the differential wage system and the relative performance compensation system has its own merits and demerits. However, the incentive effect is better than the traditional compensation system: when the absolute risk aversion is P 鈭

本文編號：1992598