Research On Incentive Strategy Of Police Officers In Compulsory Isolated Drug Rehabilitation Hospital

In recent years,affected by the spread of COVID-19 and other factors,the global drug epidemic has further developed.The rising unemployment rate caused by the closure of the epidemic has made more poor and vulnerable people turn to drug abuse or engage in drug-related criminal activities,and the national drug control situation has become more serious.In the current drug rehabilitation model in China,compulsory isolation and drug rehabilitation is an important measure to strengthen drug control in China,and the effect is good.The compulsory isolation and drug rehabilitation hospital is an internal hospital of the judicial administration system,and its staff has the dual identity of the people’s police and medical workers.How to do a good job in drug rehabilitation medical work under the new situation,mobilize and stimulate the enthusiasm and creativity of drug rehabilitation police in hospitals,give full play to the incentive role of police management,make the limited police force give full play to its potential,and maximize work efficiency is the core of police management in compulsory isolation drug rehabilitation hospitals.At present,the research on the incentive strategy of police is relatively weak both in theory and practice.This study takes the police in Shanghai Q compulsory isolation and drug rehabilitation hospital as the research object,and based on the literature theory of incentive strategy at home and abroad,makes a preliminary understanding,analysis and evaluation of the incentive strategy currently used in the hospital,the basic situation of the police team,and the basic situation of post responsibilities.At the same time,according to the current situation of the incentive strategy of the hospital,a questionnaire survey and personal interviews were conducted,and it was found that there were some serious problems in the current incentive strategy,including the disconnection between work effectiveness and salary,the lack of pertinence of on-the-job training,the lack of rationality of job promotion design,the imperfect construction of performance appraisal system and the incomplete play of spiritual incentives.Analyzing these problems,we find that the reasons are: the construction of salary and benefits system is backward,the on-the-job training is not comprehensive,and it is difficult to meet the professional skills needs of hospital police officers;the promotion channel is narrow,and it is difficult to meet the needs of professional development;the performance evaluation is not perfect,and it is difficult to meet the personalized development needs;and the lack of spiritual motivation is difficult to meet the self realization needs of the police.Combining the theoretical basis of Maslow’s hierarchy of needs theory,two-factor theory and exchange theory,according to the opinions and suggestions of the hospital police on the current incentive strategy shown in the questionnaire survey and personal interview,the shortcomings exposed are optimized from two aspects: improving the management principles and management measures.From the perspective of management principles,we can strengthen the top-level design under the guidance of the government,and use the basic principles of fairness and justice and the principle of humanistic management incentive optimization to realize the positive role of the incentive.In terms of countermeasures and suggestions,we can optimize from four aspects:expanding the promotion space of police,establishing a systematic training system,improving the performance appraisal system,and equipping with a reasonable salary reward and punishment system,so as to make the incentive strategy more systematic and comprehensive,and to build a more standardized,professional and professional police team in compulsory isolation drug treatment hospitals,so that the police can participate in the work more actively and achieve the expected effect of incentives.