Full-time Teacher Of Independent Colleges Incentive Mechanism

The twenty-first century, with the surging development of China's market economy, the community significantly increased the demand for higher education, higher education has increased from elite education to mass education change. Independent Colleges is a product of the new situation is better, faster expansion of higher education resources is an effective way. Independent Colleges of full-time teachers are promoting the quality of the core, the key factor is whether the intense competition in the key to victory. Teachers are the foundation of the source of teaching, how to attract, cultivate and retain teachers, increase the cohesion of the school, raise their awareness, enthusiasm, has become a new independent institute gradually to face one of the important issues, the establishment of efficient full-time teacher incentives is an effective way to solve this problem, but also enhance the core competitiveness of Independent Colleges and effective way to achieve long-term development.This thesis research abroad, and college teachers about motivation theory based on the experience incentive to take a comparative analysis of quantitative and qualitative analysis, questionnaire survey, focus interviews, independent faculty status and problems of motivation The root causes of depth of analysis, from the pay system, performance appraisal, training and education, Zhiye career Guifan, corporate culture, conduct satisfaction survey Fangmian design features of the full-time to adapt to the independent Institute of Jiaoshijili mechanism Fangan.This system arrangement: the first part of the introduction, explains the significance of topics. The second part of the literature review, study of modern motivation theory, as this solution provides a theoretical guidance, the third part has summarized the current incentive system for full-time teacher incentive system provides a realistic example, the fourth part of the analysis of the current independent College full-time teacher status and existing incentive reasons, the fifth part of the incentive mechanism proposed by the current full-time teachers in the program.This paper draws the conclusion that the current Independent School of Management no long-term and effective full-time teacher incentives, serious shackles with independent faculty development in Urgent Need of material incentives and the spirit of a combination of incentives Xiang, long-term incentives and short-term incentive phase binding, Ji Xiao assessment and associated salary management, implementation of career planning and training system, to change the management culture of the existing campus comprehensive, multi-level system of incentives.