China Teacher Incentive Mechanism

Into the 21st century, inter-university competition for talent, a high level of teachers is becoming increasingly fierce. Only colleges and universities will encourage management theory and practice, the establishment of a scientific, and is conducive to talent training and the use of incentive mechanisms to fully mobilize the enthusiasm of the majority of teachers, give full play to their creativity, improve school quality and efficiency of the school, The development of the school is full of vitality and staying power, the incentive mechanism for university teachers of very important practical significance. The competition between universities is actually the competition of their talents and teaching staff. For universities in Jiangsu province such as Xuzhou Normal University which is in a geographically disadvantaged position and has limited external resources, for the purpose of further deepening the reform of inner management system, it is their urgent task to find ways to strengthen the inner management system, the author of this paper who has long been doing the job of personnel management in university believes that a combination of the theories on motivation and university management will be of great realistic significance for the research of university teachers' motivation mechanism.Adopting the research method of literature review, data collection, questionnaire, interview and so on, this paper analyses the following issues: the effect of motivation measures adopted by Xuzhou Normal University in recent years; the discrepancy of the strata structure of needs and the needs of the different types of teachers among teachers in Xuzhou Normal University; this paper makes an attempt top robe into the building of motivation mechanism in the university by adopting the motivation theory in the behavior science and puts forward the model of motivation mechanism and suggestions for its application. These suggestions include the reform of the present assessment system of the titles of technical posts and the gradual' adoption of the post employment system; the deepening of the distribution system within university, the building of a more flexible rewarding system; thorough understanding of the teachers' needs, the combination of material motivation and spiritual motivation; the building of as scientific and reasonable evaluation system; to provide for each teacher equal opportunity of participating in the competition by optimizing the inner environment. It is believed that these motivating measures will be used as reference and guidance for the university' sinner management reform and management staff, in particular for those working in personnel sectors.