公安消防机构基层干部激励模型与对策研究

发布时间：2018-06-07 19:51

  本文选题：公安消防机构 + 基层干部　； 参考：《华侨大学》2012年硕士论文

【摘要】：公安消防队伍是“人民之师”，，保障着我国人民生命与财产的安全。随着市场经济的快速发展，消防事故频发、安全隐患不断增加，消防安全问题受到越来越多的关注。新的形势也对消防队伍提出了更高的要求。对消防基层干部队伍的激励，与一般的对企业员工的激励既有相同的地方又有不同的地方，目前对消防基层干部的激励此方面的研究较少，因此，探讨如何提高消防机构基层干部的积极性和主动性，如何建立一支“忠诚可靠、服务人民、竭诚奉献”符合时代新形势，满足时代要求的消防队伍具有重要现实意义。 结合笔者在公安消防机构工作多年的经验，分析了公安消防机构现行激励制度所存在的问题以及原因。以现代管理理论为依托，运用博弈论的相关知识，将物资激励和精神激励相结合，分别建立传统薪酬制度、相对绩效薪酬制度、差别工资薪酬制度三种薪酬制度下公安消防机构基层干部的激励模型。通过模型化研究方法比较各模型优劣，最终建立联合薪酬制度激励模型。在模型的建立过程中同时考虑非物质激励可能对结果产生的影响。 通过对传统薪酬制度、相对薪酬制度和差别工资薪酬制度以及联合薪酬制度下的激励模型比较得到：1）联合薪酬制度是在综合前三种激励制度的基础上建立的，在激励效果方面优于其他三种薪酬制度。条件允许时，可以优先考虑使用联合薪酬制度作为薪酬激励的主要方式；2）差别工资薪酬制度和相对绩效薪酬制度的激励效果各有优劣，但是激励效果都优于传统薪酬制度：当绝对风险规避度P∈(0,0.74)时，差别工资薪酬制度优于相对绩效薪酬制度；当绝对风险规避度P∈(0.74,1)时，则相对绩效薪酬制度优于差别工资薪酬制度，公安消防机构可以根据自身情况采用相应的激励制度；3）针对所建立的传统薪酬制度激励、相对绩效薪酬制度激励和差别工资薪酬制度激励模型，根据笔者在公安消防机构工作多年的经验，提出联合薪酬制度激励模型，从目标激励、责任激励、晋升激励、荣誉激励、榜样激励等方面入手，给出相应的精神激励对策和建议。总之，本文将现代激励管理理论引入公安消防队伍，试图从物质激励角度和精神激励角度，为公安消防机构激励消防机构基层干部提供理论参考。
[Abstract]:The public security fire protection team is the "people's teacher", which guarantees the safety of our people's life and property. With the rapid development of market economy, fire accidents occur frequently, and the hidden dangers of fire safety are increasing, and fire safety problems are paid more and more attention. The new situation also puts forward higher requirements for fire fighting teams. There are not only the same places but also different places to encourage the fire fighting cadres at the grass-roots level. Therefore, there are few researches on the incentives of the cadres at the grass-roots level. This paper discusses how to improve the enthusiasm and initiative of the grass-roots cadres of fire control institutions, how to establish a "loyal and reliable, serving the people, dedicated dedication" in line with the new situation of the times. It is of great practical significance to meet the requirements of the times. Combined with the author's experience in public security fire fighting institutions for many years, this paper analyzes the existing problems and causes of the current incentive system of public security fire fighting institutions. Based on the modern management theory and using the relevant knowledge of game theory, the traditional compensation system and the relative performance compensation system are established by combining the material incentive and the spiritual incentive. The incentive model of grass-roots cadres in public security fire fighting institutions under three salary systems of differential salary. Finally, the incentive model of joint compensation system is established by comparing the merits and demerits of each model. In the process of establishing the model, the possible effect of non-material incentive on the result is considered. By comparing the incentive models of the relative salary system with the differential salary system and the incentive model under the joint compensation system, it is concluded that the joint compensation system is based on the first three incentive systems, and is superior to the other three salary systems in terms of incentive effect. When conditions permit, we can give priority to the use of the joint pay system as the main way of salary incentive. 2) the incentive effect of the differential wage system and the relative performance compensation system has its own merits and demerits. However, the incentive effect is better than the traditional compensation system: when the absolute risk aversion is P 鈭

本文编号：1992598