The number of retirements has surged, and the outlook is worrying!
Introduction: In recent years, there has been a general lack of motivation, commitment, and passion in the work of civil servants in our system. Many have even chosen to retire, leading to a growing trend of attrition. This phenomenon is worrying, and the reasons for this are not unrelated to the evolution of people's professional values. In the past, people valued themselves by advocating dedication, dedication and supporting national construction. Nowadays, under the influence of Western capitalism, personal interests are more prominent, and the mentality of selfishness is more common. However, fundamentally, this is not the real cause of the problem. The fundamental reason why civil servants in the system lose enthusiasm for their work is that the positive feedback of the work itself is insufficient, and the value of the work is gradually decreasing. As a result, many civil servants do not have the pleasure and fulfillment of their work and doubt their own worth. In order to change this situation, it is necessary to be down-to-earth, not to seek fame, to provide the masses with real help, and to meet the needs of the masses, so as to enhance their sense of accomplishment and self-esteem in their work and better serve the people.
The change in values is not the main reason.
In fact, the problem of declining motivation of civil servants in the system is not only due to the change in people's values. In today's society,"Laughing at poverty and not laughing at prostitutes"The concept of prevalence and the ridicule of actors and Internet celebrities is indeed a reflection of the change in social values. However, this is not the main reason for the loss of enthusiasm for work among civil servants in the system. The key is the lack of positive returns for labor and the decline in the value of work.
To solve this problem, we need to understand the reasons for the low motivation of civil servants. Let's take the example of a graduate student who is hired as a civil servant in a sub-district office. If a graduate student, with a high degree and a lot of reading, accepts a job that even a primary school student is qualified for, his psychological state will inevitably be unhappy. What's more, the work that many thoughtful and passionate civil servants do on a daily basis is nothing more than formalized postures, paperwork, and a lot of paper handling checks. In the long run, can they feel a sense of accomplishment?In addition, many civil servants are busy doing thoughtful and meticulous work for the masses, but they often do not receive the understanding and approval of the masses. This leads them to doubt the work they do and question the meaning of self-giving. It is for these reasons that civil servants in the system have lost their passion for work and are eager to retire early.
To change this situation, we must proceed from reality, earnestly help the masses, and satisfy the masses. Only in this way can civil servants become aware of their self-esteem and feel fulfilled in their work, so as to better serve the masses.
The value of labor is gradually declining.
In today's society, more and more people recognize the importance of work, but the value of work itself is gradually decreasing. One of the reasons is that the work is monotonous and repetitive, lacking novelty and challenges. For a long time, many civil servants have been engaged in mechanized and repetitive work, such as collecting documents, summarizing records, etc., which is not challenging and diverse enough to stimulate the enthusiasm and creativity of civil servants.
In addition, some local ** departments do not have a clear plan for the development of civil servant promotion paths. Many civil servants feel that their future is bleak, they cannot see the long-term development of their work, and they have lost their passion and motivation for work. Without a working environment and promotion mechanism with room for development, it is difficult for civil servants to develop vitality and long-term enthusiasm for their work.
In addition, the treatment of civil servants in some local administrations is unreasonable. While the workload has increased, wages and social benefits have not increased commensurately, leaving civil servants feeling that the value of their work is not fully recognized and rewarded. In such a situation, it is difficult for civil servants to maintain their enthusiasm and dedication to their work, and the phenomenon of waiting for retirement inevitably arises.
To change this situation, it is necessary to strengthen the training and capacity-building of civil servants to equip them with higher professionalism and skills, thereby adding value and challenge to their work. At the same time, the department should establish a scientific promotion mechanism and salary and welfare system to motivate civil servants to improve the quality and efficiency of their work, and further stimulate the enthusiasm and enthusiasm of civil servants.
Enhance the power and autonomy of civil servants.
In order to better arouse the enthusiasm of civil servants for their work, we should also grant them greater power and autonomy. At present, many public servants are constrained by complicated procedures and policies in the performance of their duties, and it is difficult for them to give full play to their initiative and creativity. To change this situation, we should give civil servants more autonomy in decision-making and action, so that they can better adapt to different work environments and challenges.
In addition, it is also necessary to strengthen the supervision and evaluation mechanism for civil servants to ensure that the work of civil servants is effectively supervised and evaluated. The establishment of a scientific performance appraisal system and a comprehensive, objective and fair evaluation of the work of civil servants can motivate civil servants to improve the quality and efficiency of their work and provide more opportunities and space for civil servants to develop.
Conclusion. In short, the phenomenon of low motivation and waiting for retirement of civil servants in the system is not only a change in values. The root cause is that the work does not receive positive feedback, the value of the work gradually declines, the work is monotonous and repetitive, and the lack of development opportunities is the root cause. To solve this problem, we need to proceed from reality, provide practical help to the masses, meet their needs, and enhance their sense of accomplishment and self-esteem in their work. At the same time, it is also necessary to strengthen the training and capacity building of civil servants, give them more power and autonomy, establish a scientific promotion mechanism and a salary and welfare system, and stimulate their enthusiasm and enthusiasm for work. Only in this way can we change the existing problems, enable civil servants within the system to better serve the broad masses of the people, and promote social progress and development.