| In 2018,under the background of the reform of local tax collection and management system,the national and local tax institutions at the county and township levels have been merged.With the reform of the tax system,the grass-roots tax system has also produced some incentive problems for cadres.This thesis focuses on the analysis of the actual situation of cadre incentive in the grass-roots tax system.Through the methods of theoretical analysis,practical investigation and empirical analysis,this thesis studies the incentive situation of cadres in the tax bureau of W County,Hebei Province,analyzes the relevant problems of cadre incentive satisfaction under the new situation of the grass-roots tax system,and puts forward corresponding policy suggestions.Research conclusion: according to the relevant literature and empirical analysis,the incentive factors of cadre satisfaction in the tax system of W County,Hebei Province can be divided into four categories: material interests,personal development,working environment and other factors.These factors have a positive incentive effect on cadre satisfaction.The importance of incentive factors felt by tax cadres with different gender,education level,rank and working years is different.The incentive problems of cadres in the tax system of W county mainly include: in terms of material interest incentive,the salary system structure is still imperfect,and the decomposition of performance indicators and the imbalance of work tasks are prominent.In terms of personal development incentives,cadres have less room for promotion,lack of career development planning and low sense of work achievement.In terms of work environment incentive,there is a lack of perfect internal management mechanism,and the problem of management increment is prominent.In terms of other incentive factors,the proportion of spiritual reward is small and lack of fairness,the implementation of punishment is incomplete and lack of supervision mechanism.Accordingly,this thesis puts forward the following policy suggestions: it is suggested that the grass-roots tax system establish a moderately differentiated salary system and a fair and reasonable performance appraisal system;Build diversified promotion channels and strengthen the implementation of career planning management;Improve the internal management mechanism and create a harmonious organ culture;Strengthen and reasonably use spiritual incentives,and establish an effective disciplinary and supervision mechanism.This thesis is of great significance to the grass-roots tax system to optimize the incentive mechanism of cadres and improve the performance of tax work. |
