Study On The Incentive Mechanism Of Civil System In China

Through the practical exploration more than 10 years, the frame of civil service system with the characteristics of Chinese has already been established basically, and civil servant system is taken into shape tentatively, management of civil servant begins to step to the track of standardization , legalizes , scientific, so the value and function of the civil service system appear day by day. Thus, the personnel management of government bodies basically realized the historical leap from the suitable of the management system of planned economy to that of market economy. With the constant development of the times and constant progress of the society, the civil service system needs improving and perfecting constantly too, especially the incentive mechanism in it. The so-called civil servant's incentive mechanism means the course in which the government guides the civil servant's behavior and values, thus realizes the common administrative goal , distributes administrative resources to the civil servant or the administrative organizations according to the standard and procedure booked. It consists of three factors named encouraging standard, encouraging means and encouraging course. Encouraging standard is to encourage civil servants from two respect, namely quality and quantity, of encouraging direction and encouraging intensity. Encouraging means emphasizes the combination between the type of utility (the material) with type of symbol (spirit). Encouraging course consist of encouraging guideline, encouraging monitor, resource allocation and information feedback procedure. The incentive mechanism is an extremely important link in human resources management, and it has an indispensable function. The incentive mechanism is a system of theory and practice, and has its specific intension , function and principle. The basic task of the incentive mechanism is to arouse subordinates' enthusiasm and excite their creativity and initiative. Its function mainly has four following respects: First, arousing the civil servant's personal potentiality and improving administrative efficiency; Second, reducing " the leisure on the job " , overcoming bureaucracy, preventing the corruption; Third, building up a relatively stable , high-quality , specialized civil servant team: Fourth, creating a benign competitive environment. The implementation and operation of the incentive mechanism need to adhere to three basic principles: First, interests principle. Rearranging a system suitable with civil servants' characteristics of " economic people "and " political people " on the basis of emphasizing the rationality of civil servant's individual interests; Second, efficiency comes first and balancing equity principle. Just like what Drucker said: "Too high wages of top management personnel will make group split, and even will make the senior level ones in enterprise to regard their top management team as the persons who set against instead of the member of the alliance too." This is suitable for civil servant's incentive mechanism too, otherwise it will cause the decline of government's efficiency; Third, encouraging principle in step. On the encouragement for the civil servant, after being satisfied with their material demand relatively, to make more remarkable results needs to strengthen spirit encouraging, and to make the two complement each other. The most heavy encouragement strength could be produced when material and spirit encouragement is at high value at the same. The development and perfection of the incentive mechanism benefit from the relevant theories achievement of the motivational theory, there are mainly three kinds of motivational theories: First, content encouragement theory , including "needs level theory" of Maslow and "dual factors theory" of Hertzberg; Second, behavior transforming motivational theory, including "theory of strengthening", "theory of belonging to reasons" and "theory of setbacking"; Third, procedure encouragement theory, including "theory of expecting" and "fairness theory" which be put forward by Frum and Adams respectively. Under the guidance of motivational theory, the civil service system of our country has introduced the incentive mechanism to government's personnel management, effectively excited government's personnel management vigor, strengthened government's staff members' competition consciousness, promoted the improvement of government's staff member's quality, produced positive results for the government bodies of our country to absorb and bring up outstanding talents to, improve team structure and add powermechanism ,but also produced the problem that encouraging insufficiently and no-ideal results. It includes five respects of questions mainly: First, the material encouragement means is too single and the structure is unreasonable; Second, spirit encouragement often becomes a mere formality; Third, there existed a great deal of insufficient competition encourages; Fourth, the morals encouragement function becomes weaken; The fifth, reverse encouragement operates unnormally. There are a great deal of the reasons causing questions above-mentioned for civil servant's incentive mechanisms in many aspects, which needs to be analysed in viewof a system. The main reason is, the thought "people first" is scarce, and the manpower resources management idea is weak ; Having not set up and amplified outstanding administrative culture yet; construction of promotion system and assess system lags behind; channel of communication and feedback is blocked. How to solve these problems? One is to explore and perfect the construction of our country civil servant incentive mechanism system, operation way, performance assess and examining etc. Another is to study and use the beneficial experience of the incentive mechanism of the western civil service system for reference, and combining with our country concrete national conditions, to promote the development of incentive mechanism of civil servant of our country healthily, in order and in harmony. Particularly , the theories and organization structuring model of western civil servant's incentive mechanism on rewards and penalties system, wage system, promotion system ,assess system, and successful lessons in concrete detailed rules and regulations should be drew to achieve and perfect the incentive mechanism purpose of civil service system of our country. With the development of socialist market economy and democratic politics, people's expectation and demand of government's administrative efficiency and public service level become higher and higher. How to meet the people's new demand and hope is a new subject what the time gives to construction of civil servant system. So , we should fully realize the importance and urgency of perfecting civil servant's incentive mechanism from the standing of the overall situation and strategy, strengthen the sense of responsibility and duty.