Research On The Devolution Of Grass-roots Cadre Performance Appraisal

As a common and important organizational management technique,performance appraisal plays a very important role in restraining cadres and stimulating the vitality of the team.However,in the specific operation process,the effect of performance appraisal is lower than expected.Previous studies believe that the reasons for the failure of assessment are the defects in the design of assessment system,the failure of assessment tools and the cognitive errors of the examiners.The influence of organizational culture and political interference on performance appraisal is often ignored,which leads to the devolution of performance appraisal.The reasons for the formation of the phenomenon of devolution in the performance examination of cadres are complex.At present,the study of devolution in this field is still in its initial stage.Therefore,the study of devolution in the performance examination of grassroots cadres not only has great significance for the construction of cadre team,but also plays a role in promoting the construction of socialist modernization.This article will select the perspective of exchange of leaders and members to analyze the performance appraisal system of grass-roots cadres.Through the differential relationship established between leaders and members to influence performance appraisal results,this thesis conducts in-depth research on the distortion of performance appraisal results of grass-roots cadres,and summarizes four manifestations of the devolution of performance appraisal of grass-roots cadres.On this basis,it systematically discusses how the grass-roots government can play the role of performance appraisal and improve the enthusiasm of grass-roots cadres.The background of this article is that Shandong Province motivates the majority of cadres to take responsibility.The author has made a comprehensive and systematic review of the research status of performance evaluation and performance appraisal politics at home and abroad.The author sorts out and summarizes the literature around the two core concepts of performance appraisal politics and leadership member exchange theory.Guided by the theory of leader-member exchange,the author adopts the research method combining case analysis method and unstructured interview method,and selects the case town G town for in-depth analysis and research.The author has mastered the development process and current situation of cadre performance appraisal in G town by consulting literature,interviews,and field research.During the research process,the author designed a talk outline,and then conducted interviews with relevant personnel according to the outline.By summarizing the common problems reflected,the author summarizes the outstanding performance of the devolution of performance appraisal.There are four types in total,contingency reward,collusion of interests,Proactive seeking and passive participation.Based on the theory of leader-member exchange,the author analyzes it from four dimensions:subordinate characteristics,superior leadership characteristics,interpersonal relationship variables,and situational variables.By analyzing and excavating the deep-seated reasons for the devolution of performance appraisal of grass-roots cadres,combined with reform practice,the author puts forward optimization suggestions,for example,enriching incentive models and improving the legal construction of performance appraisal.