本文選題：基層公務(wù)員 + 激勵機制��； 參考：《華中師范大學(xué)》2014年碩士論文

【摘要】：公務(wù)員,作為政府實施管理的具體執(zhí)行者,擔(dān)負著全社會管理和提供公共服務(wù)的重任。在我國,基層公務(wù)員數(shù)量占公務(wù)員總數(shù)的92%,他們在廣大基層一線行使國家賦予的管理和服務(wù)的職責(zé),直接代表著國家政府的形象。然而,目前我國基層公務(wù)員無論是在工作面貌上還是在工作效率上,群眾滿意度都較低,究其原因主要還是在于,我國基層公務(wù)員管理中缺乏完善的激勵機制,導(dǎo)致基層公務(wù)員普遍工作積極性不高、職業(yè)成就感偏低。在我國提出構(gòu)建服務(wù)型政府,建立一支廉潔、勤政公務(wù)員隊伍的政治背景下,基層公務(wù)員激勵機制亟需得到完善。因此,這項研究無論在理論上還是現(xiàn)實中,都具有非常重要的意義。 本文堅持從我國的基層實情出發(fā),主要運用文獻研究法,分析歸納法和系統(tǒng)研究法,理論聯(lián)系實際地對如何完善我國基層公務(wù)員激勵機制進行了充分論證和研究。先從基層公務(wù)員激勵機制的研究背景和意義出發(fā),認真闡述了激勵、激勵機制和基層公務(wù)員的含義,并對基層公務(wù)員的特征和激勵機制現(xiàn)狀分別進行了總體論述。接著,找出了目前基層公務(wù)員激勵機制中存在的兩大問題,主要是激勵方法的不當(dāng)和激勵制度建設(shè)薄弱。隨后,認真分析了兩大問題存在的原因,一是“以人為本”指導(dǎo)理念的缺失,二是激勵環(huán)境的制約,三是監(jiān)督約束體系的不力。最后,引用激勵理論提出了針對性的解決策略,要堅持“以人為本,按需激勵”、“尊重差異、目標一致”和“兼顧效率,公平第一”的三大原則,改進激勵的方法——按照精神激勵與物質(zhì)激勵相結(jié)合,以精神激勵為主、正激勵和負激勵相結(jié)合,以正激勵為主以及短期激勵和長期激勵相結(jié)合,以長期激勵為主的三大激勵方法,并從薪酬、晉升、考核、獎懲和培訓(xùn)五大方面來優(yōu)化激勵制度。同時,從實施環(huán)境、監(jiān)督體系和系統(tǒng)協(xié)調(diào)三個方面給基層公務(wù)員激勵機制的運行提供實施保障,才能全方位地有效發(fā)揮基層公務(wù)員激勵的作用。
[Abstract]:Civil servants, as the concrete executors of government management, shoulder the responsibility of social management and public service. In our country, the number of civil servants at the grass-roots level accounts for 92% of the total number of civil servants, and they directly represent the image of the state government by exercising the duties of management and service entrusted by the state at the grass-roots level. However, at present, the satisfaction of the masses is low in both the work appearance and the work efficiency of the civil servants at the grass-roots level in our country. The main reason lies in the lack of a perfect incentive mechanism in the management of the civil servants at the grass-roots level in our country. As a result, grass-roots civil servants generally work enthusiasm is not high, low sense of professional achievement. Under the political background of constructing a service-oriented government and establishing a clean and diligent civil service in our country, the incentive mechanism of grass-roots civil servants needs to be improved urgently. Therefore, this study is of great significance both in theory and in practice. This paper insists on the basic facts of our country, mainly applies the literature research method, analyzes the induction method and the system research method, and makes a full demonstration and research on how to perfect the incentive mechanism of the grass-roots civil servants in our country. Starting from the background and significance of the research on the incentive mechanism of grass-roots civil servants, this paper expounds the meaning of incentive mechanism, incentive mechanism and grass-roots civil servants, and discusses the characteristics of grass-roots civil servants and the present situation of incentive mechanism respectively. Then, the paper finds out the two major problems in the incentive mechanism of grass-roots civil servants, mainly the improper incentive methods and weak incentive system construction. Then, the author analyzes the reasons of the two problems, one is the lack of "people-oriented" guiding concept, the other is the restriction of incentive environment, and the third is the ineffectiveness of supervision and restraint system. Finally, citing the incentive theory, the paper puts forward the corresponding solutions, which should adhere to the three principles of "people-oriented, on-demand motivation", "respecting differences, consistent goals" and "giving consideration to efficiency and fairness first". According to the combination of spiritual incentive and material incentive, the combination of spiritual incentive, positive incentive and negative incentive, positive incentive and short-term incentive and long-term incentive, the method of improving incentive is based on the combination of spiritual incentive and material incentive, the combination of positive incentive and negative incentive, and the combination of short-term incentive and long-term incentive. This paper introduces three incentive methods based on long-term motivation, and optimizes the incentive system from five aspects: salary, promotion, examination, reward and punishment, and training. At the same time, from the implementation environment, supervision system and system coordination to provide the implementation of the grass-roots civil servants incentive mechanism to provide implementation protection, in order to give full play to the role of grass-roots civil servants incentive.
【學(xué)位授予單位】：華中師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：D630.3

【參考文獻】

相關(guān)期刊論文 前8條

1 張磊,李維濤;建立黨政干部激勵與約束機制探析[J];哈爾濱市委黨校學(xué)報;2002年05期

2 蔣后;強馮婕;;論公務(wù)員選拔晉升制度的完善——以公務(wù)員分類制度為視角[J];重慶師范大學(xué)學(xué)報(哲學(xué)社會科學(xué)版);2007年04期

3 白婷婷;;我國公務(wù)員激勵機制中的問題與對策[J];湖南水利水電;2013年01期

4 單羽;經(jīng)濟人假設(shè)與政府公務(wù)員激勵機制的建構(gòu)[J];中共福建省委黨校學(xué)報;2005年07期

5 齊明山;試論國家公務(wù)員的激勵機制[J];新視野;2000年01期

6 劉和旭;;中國公務(wù)員制度中激勵機制完善之我見[J];湖南行政學(xué)院學(xué)報;2006年04期

7 王金華;試論我國公務(wù)員激勵機制的完善[J];云南行政學(xué)院學(xué)報;2005年03期

8 麻寶斌;李廣輝;李輝;;基層政府公務(wù)員激勵狀況調(diào)研報告[J];云南行政學(xué)院學(xué)報;2006年02期

，

本文編號：1826019