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題 名 | 澳門公務員管理中的激勵研究=The Factor of "Motivation" in the Management of Civil Servants in Macao |
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作 者 | 王晉澄; 林發欽; | 書刊名 | 一國兩制研究 |
卷 期 | 51 2024.04[民113.04] |
頁 次 | 頁68-79 |
分類號 | 572.4 |
關鍵詞 | 官僚制; 績效管理; 公務員制度改革; 激勵措施; Bureaucracy system; Performance management; Civil service reform; Incentive measures; |
語 文 | 中文(Chinese) |
中文摘要 | 澳門回歸前,葡萄牙派大批人員進入澳門行政系統,佔據了各部門全部最高職位,佔澳門人口97%以上的當地華人被排斥在管治架構之外。由於澳葡政府官僚作風嚴重,加上當時公務員管理制度仍不健全,一直影響澳葡政府的施政。澳門特別行政區成立後,特區政府持續推進公共行政改革,完善公務員管理制度,當中包括將“激勵”的元素引入到公務員管理改革中。未來,特區政府需從按專業轉移公務員工作崗位、實施差額晉級制度、提升領導和主管職位的吸引力、評核人改由部門領導及主管團隊出任、加強領導和主管的“激勵管理”培訓五個方面,不斷完善公務員管理中的激勵措施,以發揮公務員個人潛能,充分調動公務員的工作主動性和積極性,共同營造和諧高效的工作氛圍,助力特區政府提升施政效能。 |
英文摘要 | Before the handover of Macao to China, the positions of senior civil servants were mainly filled by friends or close relatives arranged by the Macao Governor from Portugal. During that time, the civil servant’s management system was also imbalance, resulting in low efficiency, bureaucracy and other corruption problems within the Portuguese Macao government. After the establishment of the Macao SAR on 20th December 1999, the MSAR Government began to carry out a series of civil service reform, with the focus on combining “incentives measures” as the main elements. In the future, it is necessary to continue to improve the incentive measures for civil servants in Macao. This fully motivates employees at work, improving their potential in career development will help to build a strong and professional team, and create a harmonious working environment. Specifically, there are five different ways that can be done: first, the civil servants can transfer their job positions according to their specialization; second, implement a differential promotion system for different levels of civil servants; third, enhance the attractiveness of leadership and supervisory positions; fourth, change the evaluators to a group of leaders and supervisors within the departments; fifth is to strengthen the “incentive management” training for leaders and supervisors. |
本系統中英文摘要資訊取自各篇刊載內容。