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:浅析公共部门人力资源管理激励机制问题研究 First, the definitions incentives
一、激励的定义界定
Incentives, using the language of psychology, is to stimulate people's motives and cause behavior. Students from the American behavioral scientist Fred Herzberg (Freeick · Herzberg) two-factor theory perspective, motivation is a state of mind, it plays to strengthen, stimulate and promote the role and behavior guidance or guide point target. The motives of human behavior, decided the human body does not exist without goal-directed behavior when unmet need, it is the starting point for the activation process, when needs are met, it is in the end of the activation process.
激励，用心理学的语言来说，就是激发人的动机并引起行为。从美国行为学家弗雷德生·赫茨伯格(Freeick·Herzberg)的双因素理论来看，激励是一种精神状态，它起着加强、激发和推动的作用，并且指导或引导行为指向目标。人的行为的动机性，决定了人的身上不存在无目标导向的行为，当需求未得到满足时，它处于激励过程的起点，当需求得到满足时，它处于激励过程的结束。
Second, the incentive theory generation and type
二、激励理论的产生与类型
Western management theory of incentives under different contents can be divided into content-based, process type.
西方管理学中的激励理论根据内容不同，可以分为内容型、过程型等。 http://www.szdhsjt.com/yylwdx/
(A) content-based incentive theory
Content-based incentive theory is basically that human behavior is motivated by the need to attract, and thus to understand the needs of people, especially the advantages of needs, which is to stimulate the starting point. Are:
1, Maslow's hierarchy of needs. Americans humanistic psychologist Abraham Maslow in 1943 will be divided into five kinds of human needs: physiological, safety, social, respect and self-actualization needs, and from junior to senior needs to be developed.
2, Herzberg's two-factor theory. American psychologist Herzberg that resulted in staff very dissatisfied reasons, mainly corporate policy and administration, supervision, and supervisor relationships with subordinate relations, working conditions, salaries, personal life, status, security, etc. aspects mishandled. He put such factors as "health factor." For the employees are very satisfied with the factors such as achievement, recognition, work itself, responsibility, develop, grow, such factors as "motivating factor."
(Two) the process of driving theory
Emphasis on procedural theory of motivation theory of motivation throughout the study cognitive processes and how such cognitive processes are associated with aggressive behavior. Which comprises:
1, Frome expectations theory. Frome psychologist suggested the reason why people adopt a certain behavior, because he felt that this behavior can safely achieve a certain result, and this result he has enough value.
2, Adams' equity theory. American psychologist Adams (S.Adams) in 1967 proposed the theory of fairness. He believes that people have a sense of fairness to keep the distribution needs of employees sense of fairness will directly affect their work motivation. It focuses on the study of reasonable wages, fairness positive impact on individuals, it can also be called equity theory of social comparison theory.
3, Skinner's reinforcement theory. American psychologist BF Skinner proposed a "reinforcement theory." This theory emphasizes behavioral outcomes that result when there is conducive to personal behavior, this behavior will be repeated, if the individual disadvantage, then this behavior will be reduced until it disappears. Skinner made from positive reinforcement content can have praise, honor, raise in salary, bonuses, etc., negative reinforcement and positive reinforcement measures to the contrary, including the reduction of reward, fines, criticism and demotion.
Third, our public sector incentives problems
(A) material incentives means a single, inspired by the spirit formality
Has always attached great importance to China since the spiritual motivation of civil servants, civil servants are placed in position, can not be clearly pursue personal interests, and can only say more dedication, and less about interests. Such unscientific assumptions humanity denied to some extent, is an independent civil service first material existence, the resulting political propaganda and education divorced from reality, and weakens the role of mental stimulation.
(Two) performance incentive unsound
Mainly for the internal assessment system is imperfect, there is no real implementation to the individual. As a result of the civil service examination is no real civil service appointments, incentives, exchanges, training linked Scatter bonus distribution did not really eat "iron rice bowl" phenomenon still exists, fail to reflect the distribution according to work, "those who can pay for more work "principle. Severely repressed civil enthusiasm, initiative and creativity.
(Three) job promotion incentives unreasonable
Some departments in the use of civil servants, job rotation, exchanges, and other systems do not place the waiting list, not only for civil servants working poor lack of exercise increase, while not conducive to mobilizing the enthusiasm of the civil service. Seniority phenomenon is still serious, difficult talents come to the fore. Selection of cadres there is non-legitimate competition concerns, "by a few people to elect people, in a few select people" phenomenon occurs. In selecting and employing people on the issue of trade, and took bribes, Buying and selling and so on. Used in the promotion of cadres, there is no real form or demoted, to enter and exit incentives, so that civil servants that their work is very stable and the lack of competitive pressure. Some cadres do not follow procedures, engaging mystery, engage temporary move, decided candidate former, inspired assessment in the post, so cadre examination mere formality.
(Four) disciplinary inadequate incentives
For civil violations, violations punishment is not strict, unreasonable, resulting in such acts continue to emerge. In the current disciplinary standards exist in inconsistent operation irregularities, corruption endless punishment for corruption lack of uniform standards. The cadre supervision system running loose tight, especially the behavior of civil servants than eight hours, management strength is relatively weak, the lack of effective control measures. On the problems and contradictions of the processing means weak violation of individual units to accommodate the behavior of the system to take care of, and even major issues to minor ones out. Fourth, improve the incentive mechanism of the recommendations of the public sector
(A) establish a "people-oriented" management thinking
Administrative departments first in concept from the traditional personnel management concepts shackles, the company's human resource management concepts into the civil service management, establish a "people-oriented" management thinking, for civil servants of different levels, to take humane incentives. In personnel management to implement "people-oriented" concept, to fully exploit the potential of people, and strive to apply right man. Knowledge-based civil service, but the idea should be to treat people the knowledge-based civil society in the public sector to provide public services product strategy and technology plays an important role in knowledge technical talent has become a scarce resource elements, master knowledge-based civil right incentives strategy can effectively avoid the brain drain in the public sector, so that they in the public sector to play a greater role.
(Two) to establish a scientific and fair performance evaluation system
The existing civil servants appraisal system is the industrial economy continued appraisal system, and falls far short of the requirements of the new era in urgent need of reform and improvement. Mostly traditional performance evaluation of individual performance as the core, and to evaluate the results as a basis for personal judgment. In the new economic situation, teamwork within the organization, force integration as a necessary means to cope with complex and changing environment. Therefore, performance evaluation should be based on organizational performance as the core, emphasizing learning-based collaborative team performance management. In addition, the national civil service examination methods, too much emphasis on "simple, appropriate action to prevent cumbersome", the lack of quantitative assessment methods, thus ignoring the assessment of the scientific method. Meanwhile, in order to improve the results of scientific assessment and reliability, need strict selection of qualified examiners.
(Three) positive and negative incentive model combines
The so-called positive incentives, refers to an act of employees affirmed, support, encouragement and incentives, so that such behavior can be further consolidated and strengthened. Are: 1. Incentive pay. This is to ensure public sector organizations to attract and retain the best talent and effective means. 2. Promotion incentives. To vigorously promote competition system and the tenure system, and the need to strengthen the system construction, improve the public sector's promotion system, so that leadership positions more open and competitive. 3. Responsibility motivation. The incentive for public sector personnel with appropriate material compensation in addition to, but also to promote mental stimulation, fully stimulate their passion for public service, serving the people to enhance their civic-mindedness, sense of responsibility and consciousness. 4. Job satisfaction, motivation. Provide employees with challenging work, and expand the scope of work responsibilities and independence, work content enrichment, in order to motivate them to progress and development, thereby enhancing the operational efficiency of the public sector. 5. Training incentives. Information age, civil servants are required to absorb new knowledge, acquire new skills. To provide adequate training for civil servants opportunities and training programs. Negative incentive to motivate known threats. Are: 1. Contract incentives. 2. Performance incentives. In the performance evaluation on the basis of poor performance of the employees to be eliminated, the disciplinary system, 3. Discipline motivation. Public sector and organizations to develop strict discipline, is not conducive to the public interest and the interests of the organization to make punishment. |
