Study On The Civil Servant Incentive Mechanism Of National Taxation System Of Suzhou Under The New Situation

Encouragement is an effective way for managers to apply in management activities.It is an important source of energy for organizations to form sustainable development.Under the new situation of the "Five in One" overall arrangement and the coordination and promotion of the "Four Comprehensives" strategic blueprint,the tasks of the tax authorities in maintaining national tax rights and interests,promoting economic transition and upgrading,and accelerating social management innovation are even more arduous.As a major factor of the overall goal of the advancement of the national governance system and the modernization of governance capacity,the State Administration of Taxation(SAT)has proposed the overall goal of tax reform in 2020 to realize tax modernization.With the advancement in depth of Tax reform,the social environment with which the national tax civil servants are faced will be more complex.Therefore,it is a matter of great urgency to strengthen the research on the improvement of administrative efficiency of teams,and to improve the incentive mechanism so as to provide talent guarantee for the reform.From the perspective of the current situation of Suzhou civil servants under the new situation,this paper,taking the incentive theory as guidance and on the basis of the questionnaire data,conduct a deep analysis on the current incentive mechanism.It is found that there are still a series of outstanding problems in the civil servants incentive mechanism of national taxation system of Suzhou.These problems mainly include:personal and organizational goals are not consistent enough,lack of unity;performance appraisal system is not perfect enough,lack of effectiveness;wage and salary system is not reasonable enough,lack of fairness;job promotion system is not scientific enough,lack of systematicness;the lack of diversity in incentive methods;the application andexecution of the incentive mechanism is still not timely enough;etc..These deficiencies have already adversely affected the construction of the civil servant team,such as the frustration of individual work enthusiasm,the weakening of self-learning motivation and the dilution of organizational culture of units.The factors that lead to the ineffective incentive mechanism contain both the impact from the new changes in objective political and economic situation,and the personalization and significant intergenerational differences of the civil servant's needs,as well as the restraining factors in the management concept and management system.In terms of these problems and constraints,this paper actively explores specific ideas and proposals to perfect the civil servant incentive mechanism of national taxation system of Suzhou.In terms of the guiding principles,we should adhere to the principles of combination of organizational goal and individual goal,consistency with the need of the person to be motivated,accuracy,timeliness,combination of material incentive and spiritual incentive.In terms of the ways of implementation,concept remodeling should be the starting point to achieve three-dimensional incentive model;demand guidance should be the focus to carry out the targeted incentive activity;improvement of measures should be the key point to focus on timeliness incentive;and cultural construction should be considered as the innovation point to realize the integration of emotional incentive.As to safeguard measures,a scientific performance-based salary system should be established to better reflect the fairness;the class of position should be continuously ranked in a more specific way and necessary reform can be conducted to further enhance the effectiveness;In addition,it is necessary to promote the vertical management system to better integrate into the local government Management system in work and activities.