| In modern public management,the importance of motivating and motivating employees to achieve their goals will become more and more obvious.However,due to the difference of individual industry and actual situation,the connotation of incentive is also very different.Some macro management ideas may have universal value,but there is no universal incentive mechanism.Therefore,to study the incentive subject for civil servants,we must analyze the specific problems in combination with the group characteristics.Since entering the second decade of the 21st century,a large number of young people have passed the civil service examination at all levels,injecting fresh blood into the party and government organs.Young civil servants generally have a relatively high level of academic qualifications.They have extensive knowledge reserves,strong innovative thinking,advanced learning methods,flexible minds,full of vigor and vitality,and adapt quickly to new jobs and new roles.These outstanding youth groups,with their distinctive personalities and unique qualities,have injected vitality and vigor into the work of the organs in the new era,and greatly improved the efficiency of the organs.Academic circles and government public departments have conducted research on the incentive of young civil servants for some time.In recent years,party and government organs at all levels have issued a large number of policy documents on establishing and improving the incentive mechanism of young civil servants,aiming at the enthusiasm and performance of young people.However,with the continuous deepening of reform and opening up,the market economy system is becoming more and more perfect.The government and the public only pay attention to the abilities and qualities of young civil servants while ignoring their own needs.The disadvantages of ignoring their own needs are gradually revealed.The role of traditional incentives is gradually weakening.There has been "incentive failure" aimed at some youth groups,restricting the improvement of social governance system and governance ability.Therefore,how to mobilize the enthusiasm of young people through system reform has become an urgent problem to be solved in the management of civil servants.This article takes S province as an example to study the incentive mechanism of young civil servants,and uses questionnaire survey and interview methods to investigate and analyze the current incentive needs and job satisfaction status of young civil servants in S province.As research shows,it is found that the current incentive needs of young civil servants in S Province are highly concentrated in the two aspects of "higher wages and benefits" and "better promotion space and development prospects",and"remuneration and development" and "impact of work on life" satisfaction is lower than other dimensions.In addition,the article also selects "civil servants over 35" as the control group to conduct questionnaire surveys and interviews.Through comparative analysis,it highlights the salient characteristics of young civil servants’ motivation needs,that is,more attention is paid to material motivation needs and more attention is paid to self-competence,the needs of growth and development,the need to pay more attention to the sense of fairness,the expectation of objective evaluation and respect,and the leadership art of leadership.Based on the Porter-Lawler’s Comprehensive Incentive Model,this paper explores the existence of incentives for young civil servants in S Province.It also analyzes the deep-seated causes of related problems from the perspectives of the professional psychological quality of young civil servants,as well as the organization’s ideological emphasis,system construction,incentive resources,and leadership level,and puts forward suggestions for improvement.The improvement of the incentive mechanism for young civil servants in the period provides more useful thinking. |
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