Ushered in an era of widespread flattening within the system?
Civil servants' earnings are at the bottom of the system.
With the deepening of the reform of civil servants' income, the income of civil servants has dropped sharply in recent years. In many areas, grassroots civil servants are already suffering. It has to be said that income is one of the important factors that affect people's attitude towards work. If the income is insufficient, the motivation and enthusiasm for work will decrease. Therefore, the sharp decline in income is the choice of grassroots civil servants"Go to bed"One of the important reasons.
In addition, the decline in civil servants' incomes has also forced some junior civil servants to take other part-time jobs to support their families. In order to cope with the stress of life, they have to go out to work or do some small part-time jobs. Under such circumstances, their time and energy are scattered, and they are unable to devote themselves wholeheartedly to their work, thus affecting their work quality.
It is worth mentioning that the income problem of grassroots civil servants has also led to their dilemma in career development. Due to their low income levels, it is difficult for them to have sufficient financial basis to receive continuing training aimed at improving their professional level and skills. This means that they gradually lose the competitiveness to advance their careers, further exacerbating theirs"Lie down"Mentality.
It is difficult for grassroots civil servants in the system to be promoted.
The issue of promotion is also a common problem faced by civil servants at the grassroots level within the system. Although the promotion channels of grassroots civil servants have been repeatedly adjusted and increased, the actual possibility of promotion is not as good as the policy hopes. The diversity of promotion channels and the existence of personal relationships make some people feel that promotion is not enough based on personal ability, and it is also necessary to maintain relationships with relevant personnel.
In the process of promotion at the grassroots level, there are often some unfair phenomena, such as abuse of power, interpersonal relationships, etc. It also leaves despair and disappointment to civil servants who wish to be promoted through their own efforts. When they see that those who are hiding, colluding with the leadership, or even doing wrong things have the opportunity to be promoted, but their efforts are not rewarded, the motivation for civil servants to be promoted will be greatly reduced, and they will choose to lie down and try their courage.
The risk of hospital admission increases gradually.
As a civil servant within the system, it is inevitable to face various social problems and contradictions. However, the risks of working are also increasing. Urban management law enforcement, traffic police anti-law enforcement, and violence against government affairs center staff all make civil servants bear greater pressure and risks in their work.
On the one hand, civil servants may encounter conflicts and attacks in the course of performing their duties, which increases the high risk of the civil service profession. On the other hand, civil servants may encounter some problems that increase the difficulty and stress of their work. In this case, lying in the office or taking time off is a safe option as it avoids direct exposure to risks and conflicts.
Conclusion: The phenomenon of collective withdrawal of grassroots civil servants in the system is the result of a combination of multiple reasons. Income problems, difficulties in promotion, and increased career risks are important reasons why civil servants no longer like to work and choose to retire. These problems need to be thoroughly addressed in order to reawaken the enthusiasm and enthusiasm of civil servants and promote reform and development within the system. At the same time, it is also necessary to improve the remuneration and career development space of civil servants through policy reform and system building, so as to provide civil servants with a better working environment and development opportunities. Only in this way can we truly solve the problem of inaction of civil servants within the system, so that they can better perform their duties and make greater contributions to social development.