Teachers Awarding Merit Pay Incentive Effect Research

At the end of December 2008, Ministry of human resources and social security, the Ministry of Finance and the Ministry of Education jointly released“the implementation guidance of performance salary in compulsory education school”, deciding that the reform of performance pay system in compulsory education school would be conducted since January 1,2009 in china.From the incentive angle, the implementation effects of performance pay plan made by schools were investigated by applying the methods of questionnaire and interview, case analysis etc. The thesis mainly consists of four parts.The first part introduced the reform of performance pay system in compulsory education school, analyzed the implementation plan of incentive performance pay which was included in the teacher performance pay policy, and discussed the incentive target of the incentive performance pay made by the school.The second part, taking the teacher incentive performance pay in F primary school in Beijing and Y middle school in Shandong as a case, was related to the incentive achievements of teacher incentive pay for performance based on the statistical data, and the analysis of incentive predicament. Research showed that,62.9% of the respondents achieved an increase in their income after the implement of performance pay, but only 21.6% of the teachers thought that their work enthusiasm were improved. The main problems are resulted from the motivation of goal setting, fairness, competition and special issues on teachers working.The third part analyzed the possible reasons for the problems during the implementation of incentive performance pay by using the management theory of motivation. The main reasons were that the teachers’governor was not clear enough for the teachers’vocational requirements, did not obtain the real factors influencing teachers’enthusiasm. Besides, not both of the teacher and the school’s common development were taken into account in the goal setting, so that the teachers lacked a sense of fairness, would affect the working enthusiasm, and ignored the complexity leading to the simplicity of the incentive way.The fourth part, put forward proposals and strategies to promote the accomplishment of teachers’incentive salary objectives, and pointed out that teachers’work had its own particularity. A clear assessment standard is to promote teachers’working enthusiasm, but the work of imparting knowledge and educating people could not be fully defined by standards. Therefore, excessive competition should be avoided in the evaluation process.