The Study Of Countermeasures Of The Corresponding Problems Of Professors' Performance Appraisal In China

Scholars in developed countries which provide high quality higher education, such as American and England, call teachers in university "academic workforces" or "knowledge workers". They think "the most important challenge" in 21 century "will be how to improve knowledge workers' production efficiency ". But "the study to knowledge workers' production efficiency just begins. Now, in 2000A.D. the study to knowledge workers' production efficiency is as less as the study to manual workers' production efficiency one century ago". In order to improve performance, universities in our country reformed personnel systems, brought into system of employment based a contract and carried out assorted performance appraisal. Although different types of universities practiced different modes of performance appraisal, the existing research shows that motivate effect of performance appraisal isn't distinctive, especially in professors' aspect.Professors play decisive roles in culturing students, supporting young teachers, creating new research findings. So the fame of "professor" makes them have more social affairs, undertake more research tasks. Compared to other teachers in university who are motivated by professional title review, salary raise and so on, professors have the highest status in scholarship, social respect and welfare in their university. Thus the motivated effect of performance appraisal is more important to professors' work. Professors' performance appraisal carried on now just has unobvious difference with other teachers', except for the guide line. And after performance appraisal, administrators usually communicate with young teachers who have problems in their work, ignore the communication with Professors. Compared to Professors' performance appraisal in American, the work did in our country is not enough. The influence to the motivated effect of performance appraisal maybe lie in traditional aspect, systems or management logos aspect, but this study just begins form a microcosmic point of view, examiner and examinee may have distinct views on one problem. First, review the history of professors' performance appraisal, hackle the modes and drawbacks of professors' performance appraisal, and state its significance. Second, combined some theories on management and psychology with characteristics of professors' to analyze performance appraisal's influence to professors' work. Third, interview academic teaching staffs' and administrators' views on professors' performance appraisal, and then analyze interrelated factors why this advanced method can't bring about expectant effect to professors' work. Fourth, introduce professors' performance appraisal in American. Through analysis, hope can think out some useful reference to our country. Last, post some useful proposal countermeasures.