Study On The Problems And Countermeasures Of Middle-level Cadres’ Rotation In County And Township Departments

The middle-level cadres of county and township departments are the most important part of the cadres group.They are in a special position of a department and they are the bridge between the leadership and the general cadres.Improving the rotation of middle-level cadres in county and township departments is an important part of promoting the reform of the cadres personnel system,which is of great significance to further improving the overall quality of cadres,strengthening the supervision and management of cadres,and enhancing the vitality of cadres.However,during the practices,a lot of problems have become more and more prominent in the process of the middle-level cadres’ rotation in county and township departments which have affected the cadres’ vitality and work efficiency.Based on the previous studies,the author uses the filed theory of Kurt Lewin,the Kuck’s curve,and Nakamatsu Yoshiro’s theory of goal consistency as the theoretical basis.The thesis selects the middle-level cadres rotation of G county and township departments of L city as a case,using some study methods which include interview method,questionnaire survey method,document data method and case analysis method.First of all,the author summarizes the main problems existing in the middle-level cadres’ rotation process of G county and township departments.Secondly,the author analyses the problems and dilemmas from the ideological understanding,human environment,organizers and participants,systems and procedures and other aspects.Based on the systematic analysis of the status quo,existing problems and influencing factors of the middle-level cadres’ rotation in G county and township departments,the author tries to put forward some countermeasures and suggestions for optimizing the middle-level cadres rotation mechanism in county and township departments.The countermeasures include creating a positive and up-to-date cultural environment for rotation,optimizing the organization and leadership mechanism,prediction and regulation mechanism,education and training mechanism,assessment and evaluation mechanism,motivation and guarantee mechanism,and full-scope supervision mechanism.