On The Study Of Incentiveness To The University Teacher

At the ages of the knowledge-based economy, the growth of theeconomy is increasingly decided by the knowledge innovation and thetalent quality. The human resource has already been of great importanceto develop a nation's economy. The instructors are the key to thedevelopment of talent quality, which is directly determined by theeducation quality. The instructors' important roles in the higher educationsystem also determines the importance for them to study incentivemeasures. In the study, it is the major task to build up the new incentivemechanism in the university, which will be actively adaptive to marketeconomy mechanism, further strengthen the reform of the insidemanagement mechanism, and surely make for the instructors andresearchers' positiveness in the teaching reform, for the university's moreenergy and for the university's adaptation and competition.However, as the intellectuals, the instructors have theirspecialities different from the general enterprise employees: pursue theworking independence, pay attention to the working contributions,demand the working diversities and complexities, emphasize the workingprogress and so on. Therefore,the enterprise incentive pattern can't beused for the instructors. The instructors' characters must be analyzedbefore the incentive measures are systematically studied.At present, the research of instructors' incentiveness is under theway in our internal learning field without the systematism. With littlechanges, more enterprise theories are copied; with few theoryconstructions, more experiential results are made. Especially lacking inthe systematic study and the new methods, a great conclusion has beenmade by data collection and personal experience.Up to now, for few people have made the evidence research of theinstructors' incentiveness, the research results lack scientific elements.From the angle of the human resource management, the paper takes thestudy of the instructors' incentiveness as a systematic process, in whichits narrow sense and the salary system will not be demonstrated, but the supporting system of the human resource management starting from itsorganizational strategies should be demonstrated.With the university instructors and researchers as research objects,the paper analyzes the group's general structures, its quality and itsincentiveness, A comprehensive analysis is made of its limitations in thetheories and practices. Based on studying psychology, managementeconomics and capital theory, the growth and its main thoughts of thehuman resource incentiveness are induced; relating to social environmentfaced by the university and the instructors' features, some practicalproblems are discussed by levels. Besides, if the system is regarded asgray, the instructors' incentive system can be studied in the gray systemtheory. By the analytical methods of questionnaires and gray relevancy,the evidence analysis is made of the instructors' incentive factors. Bytheir different personalities, professional titles and ages, the instructors'incentive differences and their favors are explored to confirm the primaryand secondary relations to incentive factors and to try to make a framestudy round the theories and examples so that the realisticallyinstructional conclusions can be drawn of our university human resourcemanagement.Divided into two parts, the paper studies the university incentivemeasures. The first part refers to the retrospection and innovation of therelevant theories including Chapter one to Chapter five. The introductionpresented in Chapter one provides you with the paper's theoreticalvalues and realistic significance. Chapter two to Chapter three focuses onthe review and summary of the production and development about theincentive theory of the west world originating from management andpsychology, about bound profit theory from management economics andabout our incentive theory from Confucian cultures. On its basis, theinstructors' incentiveness are deducted and innovated. Chapter fourfocuses on the analysis of instructors' incentive factors by questionnairesand by the evidence study of instructors' positive factors influenced bygray relevancy. Adopting the system analytical methods, Chapter fivefuther studies the main input elements inspiring instructors' potentials and the effects on incentive mechanism, pointed carries on theimprovements and recreation of the university incentive mechanism andremedies the incentive theory of the west world about individual input,that is, the lack of studying work payment. Furthermore, it is presentedthat" individual input potentials are the basis and guarantee to exert theincentive roles" and that "the incentiveness is flexible and leads todifferent effects on people with different input reasons".In the second part, according to the above-mentioned theory,Chaptersix to Chapter nine will teach you four parts about the universitymanagement changes and the instructors' innovation incentiveness,about its stipend system and the instructors' profit incentiveness, aboutefficient groups and the group's incentiveness, about professionalmanagement and the instructors' promotion incentiveness, which arebased on instructors' personalities more intense and more complicatedthan the university's current human resources in the way of creativeneeds, accomplished needs, valued needs and self-projecting needs.The new ideas presented in the paper provide you with (1)the firstgray relevancy used to analyze instructors' incentiveness and to do someevidence studies; (2)The critical incentive theory and the systematicincentive theory based on bound profit theory are presented in the paper.And it presents the incentiveness to the subject company managementand the technicians' share right, that is, intelligence property right system.(3)the game theory used to construct instructors' cohesion model, theirachievement appraise game model and the incentive game model of theirindividuals and groups.