37,000 people passed the examination, and the national examination has become a major choice for many college graduates, but the admission rate of the national examination is getting lower and lower. At the same time, the government's staffing tends to be saturated, but there are still some civil servants who do not consider their responsibilities in their posts. Due to the lack of competitiveness, the office efficiency of grass-roots civil servants is low, which directly leads to the decline of government administrative ability. It is necessary to formulate a fair, reasonable and effective incentive mechanism to stimulate the work enthusiasm of grassroots civil servants, improve work efficiency, and realize the unity of responsibilities and rights.
An analysis of the current situation of grass-roots civil servants' work; the number of grass-roots civil servants in China accounts for 90% of the total number of civil servants. Grass-roots civil servants are the main force in implementing national policies and managing public affairs.
If the working efficiency of grass-roots civil servants is reduced, it will directly affect the efficiency of the government in handling public affairs, but now the working status of some grass-roots civil servants is not optimistic.
In the same city, the salaries of grass-roots civil servants in most government departments are almost the same, and grass-roots civil servants who have passed the formal assessment are all prepared and will not be dismissed because of poor performance, resulting in more and more grass-roots civil servants' low working status, low morale and procrastination.
Originally, those active grass-roots civil servants had a strong sense of responsibility and high efficiency, but there was no corresponding reward for doing more things. The salary of civil servants who work more is the same as that of civil servants who work less, even because of the length of service. Over time, they lost their enthusiasm for their work.
Douglas McGregor, an American management psychologist, put forward two opposing viewpoints, X theory and Y theory, when studying human nature. This theory is the main basis for managers to motivate employees.
Theory X is similar to "inherent vice" and theory Y is similar to "human nature is good". McGregor himself thinks that Y theory is more conducive to practical application.
It is precisely because grass-roots civil servants themselves have a sense of responsibility, love their work and administrative management ability that they need effective and scientific incentives to give full play to their greater potential.
Therefore, the main reason for the above problems is that the incentive mechanism is unreasonable, which is the main motivation of grass-roots civil servants. To change the current working situation of grass-roots civil servants, we must find out the shortcomings in the incentive mechanism, and then study the improvement path of the incentive mechanism of grass-roots civil servants.
In order to improve the government governance system and further improve the government governance ability, we should pay attention to the incentive mechanism of grass-roots civil servants, because grass-roots civil servants are the basic force to promote the modernization of government governance.
By analyzing the working status of grass-roots civil servants, this paper finds out the problems existing in the incentive mechanism, such as unclear performance appraisal index, unreasonable salary structure, great difficulty in promotion, and few opportunities, and puts forward some reform plans, such as perfecting the performance appraisal mechanism, paralleling salary incentives with promotion incentives, strengthening business training, and cultivating cultural values of government departments, so as to provide reference for improving the administrative efficiency and work enthusiasm of grass-roots civil servants.