Problems and Countermeasures in the Incentive
Mechanism of the Grass-roots Civil Servants in
China
A Dissertation Submitted to
the Graduate School of Henan University
in Partial Fulfillment of the Requirements
for the Degree of
Master of Business Administration
By
Xiao Lidong
Supervisor:Zhou Liangxie
June，2018
I
I
摘 要
激励是人员管理的核心内容，公务员激励则是公务员这个特殊群体管理的核心。基
层公务员因为数量多且从事的大都是与群众生活密切相关的工作，所以，在很大程度上
代表了公务员队伍的办事效率、工作能力以及整体形象。而激励最重要的作用就是调动
工作的积极性、发掘工作的潜力，因此，如何有效的激励基层公务员成为了公务员激励
管理中的重中之重。可是我国公务员激励机制发展的时间相对较短，在经济社会飞速发
展的今天，我国现行的基层公务员激励机制中还存在很多不完善的地方，与发达国家基
层公务员激励相比还有很大的差距
本文以基层公务员激励机制为研究对象，通过深入分析激励的作用、方式和理论，
立足我国基层公务员的激励现状，详细对比美国、英国、中国平安、华为等具有代表性
的激励机制发展比较完善的国家和行业的激励设计特点，归纳总结我国基层公务员激励
机制中存在的不足和原因，研究完善我国基层公务员激励机制新方法。从而提升基层公
务员的工作积极性，为社会的发展做出更大的贡献。本文共分为以下几个部分：第一部
分，阐明关于基层公务员激励研究的背景和进行研究的理论意义和现实意义，并综述本
文的研究内容；第二部分，将本文涉及到的理论进行解释说明，为后文中的应用提供基
础；第三部分，对发达国家以美国和英国为例分析他们的基层公务员激励机制设置中的
具体做法，以中国平安和华为为例研究现代化管理中激励机制的设置特点；第四部分，
从激励的各个方面对我国基层公务员的激励政策以及制度的设定进行分析；第五部分，
找出我国基层公务员激励机制中存在的问题及原因；第六部分，研究分析我国基层公务
员激励机制发展的方向，设计保障机制，确保相关改革制度的落实，最终达到基层公务
员考核公平、奖罚分明的局面，充分发挥激励在基层公务员管理中的积极作用
关键词：基层，公务员，激励机制
III
ABSTRACT
Incentives are the core of personnel management, and the civil servant incentives are the core of the
special group management of civil servants. A large number of grass-roots civil servants are mostly
engaged in the work closely related to people's lives. Therefore, they largely represent the work efficiency,
the service ability, and the overall image of the civil service. The most important role of incentive is to
mobilize the working enthusiasm and to explore the potential of the work. Hence, how to effectively
motivate the grass-roots civil servants has become a top priority in the management of civil servants'
incentives. However, the development time of the civil servant incentive mechanism in China is relatively
short. Nowadays, with the rapid development in the economy and society, there are still many
imperfections in the current civil service incentive mechanism in China, and there is still a big gap
compared to the incentives of civil servants in developed countries.
This paper takes the incentive mechanism of the grass-roots civil servants as the research object and
makes an in-depth analysis of the function, methods and theories of the incentive. Based on the incentive
status of the grass-roots civil servants in China, this paper compares the incentive design features of the
countries and industries that have relatively well-developed representative incentive mechanisms such as
the United States, Britain, Ping An of China, and Huawei. This article summarizes the deficiency and
reason of the incentive mechanism of the civil servants in China to study and perfect new methods for the
incentive mechanism of civil servants in China. It will improve the working enthusiasm of grass-roots civil
servants to make greater contributions to the social development. This paper is divided into the following
parts: The first part clarifies the background and the theoretical and practical significance of the research on
the incentive of the grass-rrots civil servants, and summarizes the research content of this paper. The second
part explains the theories involved in this paper and provides the basis for the application in the following
text. In the third part, as for the developed countries, it takes the United States and the United Kingdom as
examples to analyze their specific practices in the establishment of the civil service incentive mechanism.
This part also takes Ping An of China and Huawei as examples to study the setting features of incentive。