Research On The Incentive Of Grass-roots Civil Servants In Erguna

The transformation of major social contradictions reflects the transformation of the needs that the people urgently need to meet at present.Civil servants are not only public officials who are empowered to manage society,but also have the characteristics that the people need to meet various needs.Therefore,the demands of grassroots civil servants have also undergone significant changes with social development,which poses a major challenge to building a high-quality civil service team in China.At present,grassroots civil servants are mainly responsible for frontline work in townships,with a wide range of job responsibilities and high work pressure.Long term work in this environment inevitably leads to low emotions and decreased enthusiasm.To solve this problem,we need a scientific and reasonable incentive mechanism to stimulate the subjective initiative of grass-roots civil servants in Serve the People,provide high-quality services for the people with a warm and positive attitude,and implement efficient tasks for the national government.As the civil service team plays an important role as a conductor and pathfinder in the process of exploring the socialist road in China,how to establish a practical and effective work incentive mechanism to stimulate the initiative and creativity of civil servants in the work process has become a key research direction of academic attention.Currently,domestic research on the incentive mechanism for civil servants focuses on the classification and corresponding strategy design of civil servants’ individual differentiated appeals.This article takes the city of Erguna as the target area,investigates the current situation of the work enthusiasm of grassroots civil servants in the city,analyzes the existing problems and reasons in the application effect and implementation means of the current incentive mechanism,and proposes some suggestions to improve the incentive mechanism of the civil servant system in Erguna.Firstly,gradually eliminate the egalitarian ideology of eating from a large pot of rice in the civil service team,and establish a humanistic care concept guided by the individual demands of grassroots civil servants.Secondly,on the basis of traditional incentives,new incentives such as negative incentives and spiritual incentives are added,and positive and negative incentives are combined to achieve the best effect by combining material incentives with spiritual incentives.Third,improve the evaluation index system for civil servants,expand the focus of evaluation from work performance to work attitude and ability,so as to highlight the value of civil servants in other fields,avoid the simplification of performance evaluation functions,and fully utilize the evaluation results to guide and improve the work ability of civil servants.