High School Teachers Incentive Mechanism Research Under The Perspective Of Job Satisfaction

Our society has been paying much more attentions to how the teachers’ teamis established and how to improve the quality of education. However, each schoolhas its unique system to incentive teachers to work towards a better performance, itdoesn’t verify if the system, which drives teachers to contribute themselves intoteaching, can reach its goals and effects or not from different perspectives.Incentive is not only an important method in management, but also one ofsignificant factors for the schools to achieve their purpose in education.“Invigorating the country through science, technology and education” is one ofChina’s national strategies and this implies, education plays an irreplaceable role inthe development of our country and society. Therefore, managing and incentiveteachers in schools becomes a necessary topic in education sector. Havingdiscovered how the incentive system in schools is executed, there are several issueswe must work on: school management weights more on dominating andpunishment instead of encouraging; a scientific and systematic rating system forreviewing our teachers’ performance has not been developed; incentive methodsare not built upon objectives and fairness; management team of school somehowinjects their subjective in reviewing their employees’ work; lack of diversity ofreviewing methods; etc. The above mentioned issues in school management mustbe eliminated, as they contradict the current management requirements.Based on the fundamental concept of incentive and the example from Guangzhou S Middle School, this article analyzes the details of its incentive plan,verifies effectiveness of the incentive system using the working satisfactions fromthe teachers, finds out the existing issues from the system and offers suggestionsfor improvement in order to motivate teachers to increase their enthusiasm andquality in teaching. The suggested solutions in this article propose a set of teacherevaluation system, a human-oriented management system and performance salarydistribution, these generate a great number of advantages in enhancing teachermanagement when providing quality education. In additions, this article becomes areference that benefits all primary schools and middle schools in Guangzhou tomotivate their teachers.