On The Study Of Improving Effectiveness Of Teachers's Incentives In Comprehensive Institutions Formed Through Mergering And Upgrading

Since the 1990s, in compliance with the promotion of economic and political reform, the country has made the second large-scale restructuring and reform to higher education after the founding of new China, and the higher education has transited from the elite education to the popular education. And then, the management system and the structure of higher education has undergone enormous changes and the higher education market has gradually shaped, in which market regulation and competition have gradually become two key concepts for the surviving and development of institutions of higher learning. Under the circumstance, in order to survive, a group of Normal Colleges are forced to merge with Education Institutes and upgrade to a comprehensive teaching-oriented institutions.The omprehensive institutions formed through mergering and upgrading are facing numerous difficulties, the exterior pressures of which are student source, employment and finance and the interior one is faculty building. Y College is a new provincial comprehensive teaching-oriented institution formed after the mergering and upgrading six years ago, which passed the Undergraduate Teaching Assessment of the Ministry of National Education in December 2006. Taking Y Institute as a case, through interviews, questionnaires, documents and other inspection methods, on the basis of analyzing traditional and modern theories of incentives, the author conducted a preliminary exploration on improving the effectiveness of teachers' incentives in the college of this kind, and put forward some reality-targeted and workable incentive strategies.This study is divided into three parts. Firstly, from the case study of Y College, the author surveyed and analyzed the status quo of teachers' incentives in a comprehensive institution fromed through mergering and upgrading, on the basis of which the author revealed the existing problems of teachers' incentives, such as the lack of breadth and depth in teachers' incentives, the serious shortage of material and spiritual incentives, various problems in teachers employment, the difficult of making teachers assessment best for both sides. Secondly, from the three levels of community, schools and teachers, the author analyzed the causes of above problems: the lack of supporting government policies, the serious shortage of financial investment, the vague school location and ineffective monitoring, the outdated concepts and low quality of some teachers. At last, based on these issues and causes, tha author made a further analysis of the basic theorical points and principles of improving the effectiveness of teachers' incentives in a comprehensive institution fromed through mergering and upgrading. To improve the effectiveness of teachers' incentives in this kind of school, it is a must to adhere the basic principles of combining together the incentive mechanism and restraint mechanism, the spiritual incentives and material incentives, public administration and academic freedom, strict examination and humanistic care. In terms of the specific initiatives, the school should concentrate on the following strategies to improve teachers' incentives: a reasonable location for the goal of the school; people-orientation and achieving a high degree of integration; building and perfecting incentive mechanism and restraint mechanism; reforming title appointment and evaluation system, effectively implementating teaching post appointment system; establishing and improving the performance inspection system, continuing to deepen the reform of the distribution system; strengthening the sense of democracy and optimizing the democratic management.