| In recent years,the central,provincial and municipal governments have further streamlined administration and delegated administrative power to the grassroots,which has led to the expansion of the functions and powers of grassroots governments and the inevitable increasing workload.Under the condition that the number of personnels is strictly controlled,the working pressure in towns is conceivable,so a large quntity of non-staff personnel are employed to play the role of solving temporary and substitutable work in grassroots government,which has become a phenomenon.Through the use of extra personnel,the work pressure of the township has been significantly alleviated,but at the same time,the management of the non-staff personnel come to the sight of managers.This paper takes Q township as the research object,based on the expectation theory and equity theory,through the use of questionnaire survey and interview method,expounds the motivation status and problems of non-staff personnel,so as to put forward the countermeasures for the motivatin optimization.The motivation methods for non-staff personnel mainly include the evaluation motivation,training motivation and emotion motivation.As a result,the work enthusiasm,personal skills level and organizational sense of belonging become to be better,but at the same time there are still many problems,mainly reflected in the large evalution payroll gap,training incentives differentiation and unexpected emotion motivation.Through in-depth analysis,the author believes that the main reasons lie in insufficient motivation valence,unscientific evalution system and ignorance of fairness.Based on the research,the motivatin optimization of non-staff personnel in grassroots governmant can be achieved from the following aspects.First,the evaluation andmotivation function should be optimized,at the same time scientific evaluation and management methods should be formulated.Establishing scientific performance appraisal system and flexible use of exit mechanism is helpful to achieve this goal.Second,increase motivation expectations and reduce the sense of unfairness.The main means is to reduce the differentiation in training,create a good competitive atmosphere and explore possible identity change.Third,introduce the"people-oriented” motivatin concept.Through strengthening participation degree and caring,we can achieve better motivation effect. |
