The Research On The Incentive Mechnism For Young College Teacher In Underdeveloped Regions

Practice of the development of colleges and universities shows that level of a university depends on the level of subjects, and the level of subjects is reflected through the level of teachers. As long as colleges and universities attract and build first-class faculty, the subject of research and academic base will be developed from small to large and from weak to strong. Therefore, the core of competition between different universities is the high-level team of teachers which is be established and developed. Namely, the establishment of a good incentive mechanism for attracting outstanding teachers, and strengthening and improving the overall quality of teachers in order to create high-level team of teacher are sustainable for each university, it is the key to gain competitive advantages.At present, in the increasingly competition of the market the gap of academic and managing level is widened between the Universities and Colleges of underdeveloped regions and the Universities and Colleges of developed regions. The main problem lies in salaries system of the Universities and Colleges of underdeveloped regions, which is the salaries incentive mechanism of teachers. Due to historical accumulation of talent gap, the Universities and Colleges of underdeveloped regions establish an effective incentive mechanism for attracting excellent teachers to enhance the teaching force personnel to access to the advantage in the increasingly fierce competition between different colleges, which has become imminent.Referring from the modern corporate incentiving system, this paper put forward the assembling beneficial system for young teachers in the Universities and Colleges of underdeveloped regions. On this basis, this paper refers to the "certainty equivalent" pricing model which is created by Richard Lamber who is renowned scholar of U.S., this paper designs the pricing model and the right price to the optimal model of assembling beneficial system, constructing the salaries system as the core, and improving enviroment of school and performance appraisal system and well-being system and the personnel system.The full text is divided into three parts.The first part is composed of the first chapter and the second chapter. Main topics are the background and significance of the literature and research methods, the general theoretical foundation framework of encouraging organizations, performance evaluation, remuneration system and the personnel system are also discussed.The second part is composed of the third chapter and the fourth chapter. This part discusses the general framework of incentive mechanisms and the identity of teachers of university. On this basis, this part focuses on incentive mechanism of young teachers and specific content of incentive mechanism. Compared investigations about incentive mechanism between underdeveloped areas and developed area are also be discussed.The third part is composed of the fifth Chapter. According to the analysis of the second part, this part puts forword improving plans of enviroment and performance appraisal system and salary incentive system and well-being system and the personnel system.