激励理论在我国公安管理实践中的应用

Incentive Mechanism for Police Administration in China

针对当前我国公安部门行政效率低下、公安民警普遍出现中、高度职业倦怠的问题,如何加强警察管理,提高公安工作效能显得愈加重要。而如何提高公安工作效能的关键在于怎样最大限度地调动民警工作的积极性。近年来,我国公安管理层在管理实践中大力创新改革管理机制,但由于警察职业的特殊性,激励理论并未在实践中发挥出应有的作用。文章从管理心理学角度,以马斯洛的层次需要理论为基础,提出从优待警、从严待警、完善薪酬制度、构建考核机制和推广榜样等具体可行的激励手段,建构一种合理高效的公安队伍激励机制,实现公安工作效能最大化。

In view of the low administrative efficiency of our public security departments as well as the widespread job burnout of police officers, how to strengthen the police management and improve the public security work efficiency is becoming more and more important. In fact, whether we can improve the efficiency of police work successfully depends on how we can mobilize the enthusiasm of police work to the maximum extent. In recent years, China’s public security management has made great efforts to innovate management mechanism in the management practice, however, because of the specificity of the police profession, the incentive theory has not played its due role in practice. Therefore, based on Maslow’s hierarchy of needs theory, this article will talk about some solving strategies from the perspective of management psychology, including treating the police preferentially as well as demanding the police strictly, improving the salary system, establishing the evaluation mechanism, deepening the influence of model demonstration effect and other feasible countermeasures. Only by this, can we construct a reasonable and efficient public security team incentive mechanism and achieve the maximum efficiency of public security work further.