Survey On Incentive System Of Teachers In Private Colleges

With the deepening of China's reform of higher education,non-governmental universities have mushroomed in China.But in recent years because of the enlarged enrollment in public universities and the entry of foreign institutions,they are facing increasingly intense competition.In such institution,the flow of teacher is very frequent.This problem has been troubling the managers of private universities.How to stimulate teacher matters great to the survival and development of private universities.The survey in these schools shows that high turnover of teacher is the primary problem faced by the private universities which relates closely to the imperfect mechanism of inciting teacher.As regards to XX college,for the purpose of establishing multi-course private colleges,it is practically significant to set up an incentive mechanism which contributes to cultivating and utilizing talents,so as to decrease the high turnover of the teacher,increase the staff's satisfaction,help bring their initiatives and creativity to full play,improve the teaching and researching quality and the managerial efficiency,thus to ensure both vigorous and sustainable development of the university. Meanwhile the author hopes the analyses of this XX college case may help to sort out the general problems concerning private college faculty motivation so that other private colleges,especially the peers of XX college,may benefit during the passage of their seeking survival and development.The author adopts the following methods in his research to analyze the effectiveness of the motivation mechanisms recently implemented by XX college: literature review,questionnaire,personal interview,following-up survey,etc.On the basis of aforesaid analyses,the author figures out a practical design on motivation system by means of applying all kinds of motivation theories,referring to successful experience from universities both home and abroad.By designing XX college's motivation mechanism on faculty,the author has remedied the following defects in the prevailing mechanism:imperfect faculty recruiting system;less scientific assessment of faculty performance;inadequate understanding of the need for teacher,inelastic reward regulation and so on. Particularly,in this paper the author tries to apply EVA equity incentive mechanism to private colleges,which is previously adopted only in listed companies.The article hopes to be of some reference to the fast development of joint-stock private colleges.