Study On Management Of Volunteer Chinese Teachers

Since China adopted the reform and opening-up policy, the national economy and the comprehensive national strength have developed rapidly. Chinese has played more and more important role in international communication. In recent years, since the world has realized the significant value of Chinese on culture, economy and information, the people who learn Chinese in the world have increased largely. However, there is a serious shortage of Chinese language teachers in almost every foreign country. Therefore, many of them apply to Chinese teachers from China in order to make up for the Chinese language teacher's deficiency. Under these circumstances, as well as for promoting international exchange and cooperation on language, culture and education among China and other counties, the Office of Chinese Language Council International (Hanban), under the authorization of Chinese Ministry of Education, has implemented the"Volunteer Chinese Teacher Program"since 2004. Hanban began to recruit, select, train volunteer Chinese teachers in China and dispatched them to other countries.It is used documentation, interview and comparison method to research on management of volunteer Chinese teachers. According to the relevant documents and the interview with many volunteer Chinese teachers, there are some problems and deficiency in management of volunteer Chinese teachers. These problems and deficiency focus on recruiting, selecting, training, dispatching and motivating. Since the applicants are limited strictly about the qualification on age and major, lots of talented people lose their opportunity to apply for being volunteer Chinese teachers. Then, since there lacks the uniform criteria in preliminary examination, lacks the high validity and reliability in psychological test, and the interviewers pay much more attention on theoretical knowledge of the applicants than practical abilities of them, which caused the appropriate and competent volunteer Chinese teachers could not be selected eventually. Besides, the training contents can not fit for the practical task of volunteer Chinese teachers, the training methods could not be used scientifically and flexibly by the trainer, and the training evaluation also lacks a reasonable and integrated appraisal indicator system, which leads that the effect of training fails to achieve the anticipated result. What's more, the managers attach much importance to the task management for volunteer Chinese teachers while they teach abroad. The supervisors also neglect to offer volunteer Chinese teachers the proper psychological service. Since overlooking the principle position of volunteer Chinese teachers in evaluating their work, which contributes that the consequence of evaluation is unfair and imperfect. In addition, managers seldom take on-site inspection and hardly have face-to-face communication with volunteer Chinese teachers, which results that the managers can not know the real situation of them exactly and can not find the potential problems in time, either. Last but not the least, because the motivation to volunteer Chinese teachers can not satisfy their higher demands, the means of incentive is too simple, the frequency and the intensity of incentive are too limited. So volunteer Chinese teachers can not be inspired and stimulated their enthusiasm and capability at work.In order to attract and select the most talented applicants, to train them scientifically and effectively, to manage the volunteer Chinese teachers more reasonably and successfully, also, to fulfill them the higher needs for work and to inspire their enthusiasm and capability for promoting the level of management, several useful suggestions should be propounded as followed. Firstly, the conception of people-oriented should be established and utilized in management of volunteer Chinese teachers. Managers should understand, care, respect and trust volunteer Chinese teachers. They should have a sense of service on volunteer Chinese teachers, as well as they should improve the democracy construction. Secondly, various rules and regulations on recruiting, selecting, training, dispatching, motivating and safeguarding should be established and advanced. Lastly, scientific and effective measures should be adopted in management. it should be used programmed management during recruiting, participant management during training, management by objective during dispatching abroad. Also many useful methods should be used in motivation. By these means, the management of volunteer Chinese teachers will become more and more scientific, successful and perfect.