亚洲免费av电影一区二区三区,日韩爱爱视频,51精品视频一区二区三区,91视频爱爱,日韩欧美在线播放视频,中文字幕少妇AV,亚洲电影中文字幕,久久久久亚洲av成人网址,久久综合视频网站,国产在线不卡免费播放

        ?

        A Research on Performance Management of Civil Servants From the Perspective of Motivation

        2019-09-10 14:38:50李德偉
        速讀·上旬 2019年4期
        關(guān)鍵詞:李德

        李德偉

        With the continuous innovation and exploration of government reform and governance mode,performance management has become an important way for civil servant management and an effective tool for the realization of government goals.How to maximize the potentiality of civil servants and futher facilitate administrative efficiency,and how to play the role of motivation in performance management is a question worth discussing.

        ⅠMotivation Theory and its Adaptability

        1.The Connotation of Civil Motivation

        Motivation mechanism is the internal core mechanism of the civil service system.It runs through the whole process of the civil service system,is the motivation to stimulate the enthusiasm of civil servants,and is an important link to affect the administrative efficiency.Motivation is simply the process of mobilizing the enthusiasm of civil servants.

        2.The Relationship between Motivation and Performance

        It is precisely because performance management serves the government governance objectives and guides civil servants to work hard to achieve the governance objectives,therefore,effectively promoting the behavior performance of civil servants is an important part of their work,where motivation is needed.

        ⅡThe Present Situation and Problems of Civil Servant Performance Management

        1.The Insufficience of Motivation of Performance Goal

        Civil servants are assessed every year in China,but not all departments have a complete performance management system.The assessment objective of the department is directly decided by the superior government units,and part of it is decomposed to the civil servants,without communication with the civil servants or the opinions of civil servants are not considered at all,which makes the performance goal lose its motivation.

        2.The Lack of Motivation in Performance Implementation

        In the process of performance implementation,many departments directly ignore non-effective adjustment.It is common practice for many departments to set performance goals and they do nothing until appraisal.Performance management is concerned about people and serves for the career development and ability improvement of civil servants.In this process,there is still a lot of room for the motivation of civil servants.

        3.Poor performance feedback

        Some departments simplified the performance feedback link into the result notification,lacking the necessary communication,and just asked civil servants to sign and confirm the matter.Civil servants do not know why this is the result,where their problems,what is the leader’s expectations.In the process of communication,the expectation of civil servants and the stimulation of their confidence are all motivation for civil servants.

        ⅢThe Path of Improving the Performance Management of Civil Servants

        1.Strengthening Civil Servant Performance Management and Establishing Rules and Regulations

        The effectiveness and stability of the system need the legal system as a guarantee.One is to set up a special performance appraisal management organization.Secondly, legislative process needed to be pushed.Relevant laws and regulations on performance appraisal need to be published.

        2.Strengthening the Communication of All Links in The Process of Performance Management

        In addition to the system setting,effective communication with civil servants is the basic premise of motivation.Effective communication is required in performance goal setting,performance implementation,performance appraisal and result feedback.Through communication,we can understand the needs of civil servants,provide them with effective guidance or help,and stimulate their work motivation through positive incentives.

        3.Developing Performance Plans that Meet the Career Characteristics of Civil Servants

        Firstly,enhancing the participation of civil servants in the formulation of performance plan; Secondly,job responsibilities should be determined on the basis of clear performance plan.Furthermore,something about the implementation and adjustment of performance plan based on competency characteristics;Finally,the aspect of the assessment and feedback based on competency characteristics.

        猜你喜歡
        李德
        朋友
        春天是個(gè)養(yǎng)花的人
        露珠
        Channel Characteristics Based on Ray Tracing Methods in Indoor Corridor at 300 GHz
        蕩秋千
        捉迷藏的綠
        Mobility matrix of a weakly coupled parallel multi-DIM isolator based on axial force solution①
        它是什么
        捉迷藏的綠
        生機(jī)盎然
        金秋(2019年14期)2019-10-23 02:11:38
        亚洲都市校园激情另类| 欧美老妇交乱视频在线观看| 国产精品亚洲а∨天堂2021| 亚洲国产成人精品无码区99| 精品久久久久久蜜臂a∨| 在线精品亚洲一区二区三区 | 少妇被粗大猛进进出出男女片| 国产女人好紧好爽| 亚洲国产另类精品| 牛牛本精品99久久精品88m | 亚洲天堂一区二区精品| 一区在线视频免费播放 | 日产精品久久久一区二区 | 高清国产日韩欧美| 精品国产亚洲av成人一区| 国产黑丝美女办公室激情啪啪| 中文字幕日韩三级片| 久久精品成人欧美大片| 亚洲AVAv电影AV天堂18禁| 日本免费播放一区二区| 脱了老师内裤猛烈进入| 日本高清色倩视频在线观看| 色综合久久久久综合999| 手机免费在线观看日韩av| 少妇性俱乐部纵欲狂欢少妇| 久久国产精品精品国产色婷婷| 欧美视频第一页| 国产白浆流出一区二区| 国产精品女主播福利在线| 西西大胆午夜人体视频| 欧美a视频在线观看| 国产一区二区三区涩涩| 手机在线亚洲精品网站| 中年熟妇的大黑p| 亚洲an日韩专区在线| 精品亚洲国产亚洲国产| 国产极品粉嫩福利姬萌白酱| 天天看片视频免费观看| 91久国产在线观看| 日本高清一道本一区二区| 高潮迭起av乳颜射后入|