Research On Motivation Mechanism Of The Middle-level Cadres In Departments Under The County Government

Nowadays, China’s social and economic development is at an important transition period, the government sector management system is also in transition from the traditional mode to the modern mode. The self building of government is concerned by the officials, the public and scholars. The county plays an important role in the current Chinese national institutions and administrative systems, while their middle-level cadres as the backbone of core strength, their work initiative, enthusiasm and creativity can be fully exert a direct impact on healthy operation of the entire administrative system. To improve and perfect the incentive mechanism, promoting the middle-level cadres efficiency is an important issue and has important practical significance to promote governmental efficiency.Through a in-depth study of modern western motivation theory and analysis of the current situation of middle-level cadres,this research discusses the problems in motivation mechanism and influencing factors among middle-level cadres in government departments of Yongjia County. 82 effective copies of questionnaire were collected,and Interviews were carried out among dozens of middle-level cadres.In conclusion, the motivation mechanism of middle-level cadres in the city is not effective and even to some extent, harms the activeness of middle-level cadres The ineffectiveness of the mechanism lies in the reason that middle-level cadres cannot be effectively satisfied with regard to promotion, better salary and welfare, ability-and-performance-based career development and salary.Based on the above findings, suggestions on the importance of evaluating middle-level cadres are offered to promote the scientific level of evaluation, strengthen and expand the function of middle-level cadres’ evaluation. Also, advice is provided on the reform of ranking system of middle-level cadres, establishment of ability-oriented competition mechanism and strengthening the guidance and supervision over the ranking promotion of middle-level cadres. Meanwhile, suggestions are given on salary and welfare management, such as establishing more regulated salary distribution and comparison system, implementing reasonable performance-based payment system and concentrating on the establishment of equality system. The measures offered are easy to operate and well-targeted and hopefully help to meet the needs of middle-level cadres and change the ineffectiveness of current motivation mechanism.