Survey Of Incentive System For Counselors In Higher Educational Institution Study And Reflection On One Program

The core of college education is to cultivate talents available for the socialist modernization, while the base of talents development is the moral education. So, college assistants, who not only work for college students' management but also for their moral education, play an important role in college education. How to develop college assistants with high quality and strengthen their construction is a significant issue, which directly influences college education's main responsibility of bringing out more talents eligible for good moral and skills. With ten-year effort, the system of college political assistants of Shanghai University has gradually established with its own features, and a lot of valuable experiences on college assistants' construction are accumulated. However, some non-harmonic issues also occur in the system along with the increasing social development. In this article, the author puts forward some theoretic suggestions on how to build up an efficient incentive mechanism of the college assistants' construction.In Part I, the author firstly shows issues which college assistants are confronted with. Through a detailed study of issues and related policies and academic documents, he raises a point that it is an important significant problem for the college assistants' construction to establish an efficient incentive mechanism, which aims for developing college assistants with high quality and strengthen construction. Meanwhile, the author also gives the definition of college assistant. Secondly, the author describes the statistical data collected from investigation questionnaires, and brings forward five main factors which influence college assistants' initiative in their work: bad sense of identity on profession, uncertainty of profession position, lack of scientific evaluation, lower salary and benefits, and monotonic training mode. At last, the author makes a detailed study of problems, which exist in the college assistants and are revealed from the investigation questionnaires.Part II is the core of the article. Firstly, the author takes the concept of "incentive mechanism" which is raised by Management Psychology as the theoretic support in the article, and puts forward the general guidelines, key links and basic principles for designing an incentive mechanism of collegestudents' construction. Meantime, "incentive", "mechanism" and "incentive mechanism" are respectively defined. Secondly, according to the general designing idea, the author brings out five aspects in the incentive mechanism of college students' construction: employment, two-year terms, five-rank position, post allowance, and training & appointment. At last, the incentive mechanism with a multiple and multilevel comprehensive incentive mode is theoretically established, and the author also concludes three characteristics of the incentive mode.In Part III, the author put the emphasis on technical issues that would occur when practically establishing the incentive mechanism. Firstly, he takes investigation questionnaires as the study method, and, he penetrates the investigation results through a large number of charts. From those issues revealed from investigation questionnaire, the current situation of college assistants' construction is displayed before the readers. Then, the author discusses the difference of the acceptable level to the incentive mechanism between college faculty and college assistants. And two main factors that result in remarkable different acceptable levels are found out: one is the influence of traditional college management; the other is the conflict between the urgent demand of more college assistants with high quality and insufficient supports available from colleges.In the last section, Part IV, restricted to theory, the author reviews the whole process of establishing the incentive mechanism of the college assistants' construction, and puts forward that when designing and establishing the incentive mechanism, the target should be the "efficiency" of the incentive mechanism, the prior condition should be college assistants' practical needs and profession characteristics, and the sound relationship between college assistants' performance and reward should be the core of an efficient incentive mechanism. In the end of the section, holding with related researches, the author, from the point of human nature, makes a discussion of how to bring out a sound soft environment for operating an "learning and incentive" mechanism.