Study On The Application Of Motivation Theory In The Management Of University Teachers

As the base of personnel training, colleges and universities are important guarantees for implementation of the strategy of developing the country by relying on science and education and building up the strength of the country with talented people. Colleges and universities train professionals in all aspects of industries or comprehensive human resources for the community, and this is very important to the social progress and national development. Higher Education is responsible for the personnel training, scientific research and social services, and the most important and basic task is to train high quality talent. In order to meet the requirements of the development of national education, using the Motivate Mechanism theory in the human resource development and management of colleges and universities, not only can actively adapt to the requirements of market economy, but also be able to deepen the reform of the internal university. Meanwhile, as the dynamic and open system, the necessary management trend of colleges and universities is changing from mandatory hard management to motivation soft management. Teachers are the main part of the innovation education process, so it is essential that whether pass the Motivate Mechanism or not, to develop the human resource of teachers effectively, to attract and retain qualified talent, and to stimulate the work enthusiasm and creativity of teachers.The motivate mechanisms of managing colleges and universities teachers should be adapted to the current socio-economic development and the need of developing their own higher education. A scientific application of motivate mechanisms theory on the theory base of motivate mechanism and all this laid a solid theoretical basis for the analysis in the report. In the part of application on the motivate mechanism in the management of colleges and universities teachers at home and abroad, it explores the application on the motivate mechanism in the management of colleges and universities teachers in the United States, Japan, Korea, Canada and other countries. For example, as the United States is a federal system of government, its education system carries out decentralization, that state governments, local governments and communities have the right to manage the education and the teachers, therefore the U.S. colleges and universities all consider their own actual situation to formulate the criteria for teachers'work and assessment and the relevant mechanisms and measures to promote teachers'professional development. The management of colleges and universities teachers in Canada gives priority to motivation, such as adjustment of salary, extension of teaching, academic leave, creation of more opportunities to attend academic conference, providing publication opportunities, agreement to lifetime employment and so on. All these actions not only can make teachers to strengthen their self-restraint mechanism, but also can mobilize their enthusiasms to consciously improve their own work and devotion to duty. This report explores the inspiration by these successful experiences, based on the results of the questionnaires conducted in Jilin Teachers'Institute of Engineering and Technology, drawing on the contents of the organizational behavior model, the process-based theory of motivation, from a psychological point of view, analyzes the current problems of the management of university teachers, mainly include low overall salary level, the lack of scientific and rational allocation criteria, the lack of effective competition mechanism and a scientific and rational evaluation system, different degrees of psychological burnout by teachers, a strong achievement motivation being not met, the lack of analysis on the psychological needs and effective motivate method, ignoring the teacher's self-evaluation and so on. The report based on the above analysis, illustrates the demand characteristics of university teachers, and proposes the application responses by motivate mechanism theory in the management of college and university teachers, which mainly includes: (1) To establish a scientific and reasonable remuneration strategy: Adams equity theory thought that fairness is the base for salary system to play its role effectively, and when people believe that rewards are fair they will be satisfied and gain motivation. Therefore, remuneration determines teachers'job satisfaction and work motivation, and the establishment of reasonable remuneration could fully mobilize the enthusiasm and creativity of teachers, and enhance teachers'group cohesion; (2) To establish a scientific and comprehensive evaluation system: Whether the performance evaluation of university teachers is scientific and rational is directly related to the whole reform of university education and teaching. Colleges and universities should establish motivate mechanism to attract and steady talented people, to give an accurate evaluation of each teacher's job performance, and thus to stimulate teachers'enthusiasm, creativity and potential ability to work; (3) To grasp the characteristics of the psychological needs of teachers: Employers in the different positions and age levels must have different needs. University administrators should persevere in the development, combining with the school's current own situation and the characteristics of teachers'needs, carry out different motivate actions and take timely reforms and adjustment on the motivate mechanism, in order to stimulate teachers more enthusiasm for teaching and continuously improving the quality of school teaching, promoting a faster realization of organizational goals; (4) To optimize the internal environment and to create a fair opportunity to compete: The school should start with the problems which teachers are most concerned, and reform the aspects not scientific and reasonable, build up a variety of rules and regulations to create a fair competitive environment; (5) To reflect the human spirit and to implement human-based motivation: University management should be people oriented, fully embody the human spirit, implement human-based motivation and put the teachers on the proper main position; (6) To organic combine the material motivation and mental motivation while focusing on the spirit of inspiration; (7) To alleviate teachers'psychology burnout; (8) To motivate on demand: In the management of university teachers, the need is the starting point of motivation, the school administrators should take appropriate motivate responses to meet the needs of different levels and to guide and control the behavior of teachers.