Research On The Incentive Mechanism Of China's College Teachers' Pay Management

At present,university teachers are not enthusiastic about their work.One of the main reasons is that the current pay system does not fully reflect the characteristics of the teaching profession and their labor,but put too much emphasis on the awareness of the dedication of teachers neglecting the basic needs of teachers.Incentive pay does not give full play to the role.This article focuses on the deficiencies of the existing system of colleges and universities pay system.And based on these points,it will draw on the advanced experience of foreign universities, trying to build a new type of pay incentives in our country.The basic idea is:all regions of China's college teachers'pay should be based income level on the local knowledge-intensive industries,That is to say,set the salaries of teachers at a high level,which can be called the basic salary;and in accordance with the efforts of teachers we can implement a certain degree,which is incentive compensation awards.It will work with the performance of teachers in order to stimulate the motivation of teachers.In addition,based on the diversity and level of the needs of university teachers,the design of incentive pay should include not only the short-term incentives,but also focusing on long-term incentive.It is necessary to consider the economic factors of the incentives(material incentives),but also non-economic factors of the incentives(the spirit of incentives),it must be a combination of a comprehensive reward system,the implementation of a comprehensive compensation strategy;strive to achieve individual and team incentives combined with the goal of team-based incentive system; Colleges and universities should design a wide range welfare projects in accordance with organizational goals and need of teachers,such as the supplementary old-age insurance,and more forms of health insurance,teacher housing plan,academic leave from the Education Fund, on-the-job training.When incentive system is set up,pay special attention to the process of motivation,the systems and procedures of incentives,and the level and objectives of management,so that teachers feel that the objectives,procedures and process are scientific,reasonable,equitable,thus teachers will improve confidence in the results,and the effectiveness of incentives will be ensured..To this end,based on the analysis of elements of teachers'pay in colleges and universities,combined with characteristics of needs of college teachers' vocational and professional in China,with reference to Porter's - Lawler integrated incentive model,this paper presents a model of university teachers incentive pay,the model defines the relationship between performance,reward,and satisfaction.The model proposed,is a perfect mechanism to give full play to the incentive function to the current pay systemOf course,to implement the mechanism of teachers' incentive pay,we need many different conditions.Both the government and universities should make appropriate reforms,creating a reasonable atmosphere for the implementation of new pay incentives among the teachers in colleges and universities.The government should safeguard the authority of the education laws and regulations,increase input in education,improve the remuneration of the existing mechanisms;At the same time,the mechanism of college teachers pay incentives needs schools to implement a reasonable and effective performance appraisal system so as to reward excellent teachers.Appropriate methods can be adopted to the failure of performance appraisal of teachers, such as criticism,punishment,demotion,dismissal,etc.,It can not only reduce the cost of organizational incentives,but also give teachers an invisible pressure,such pressure will make teachers show their potential,thus mobilizing the enthusiasm of teachers for the growth of talent as soon as possible.It will provide a good environment for talented teachers to work harder and give full play to their abilities.