Pay Incentive Effects Of Secondary Vocational School Teachers

Great changes have taken place in china with the majority of changes in theeconomic system, which has amazed the whole world. Over the past30years of reformand opening-up,in order to meet the needs of economic development, China’seducation has kept pace with times to reform the education system and established thestrategy of rejuvenating the country through science and education. While to fulfill thestrategy, it is the based on education, the basis of education is teacher. Without highlyqualified teachers, how do we cultivate highly qualified students? Therefore, creating ateam of highly qualified teachers is the foundation to implement the strategy ofrejuvenating the country through science and education. Compared with developedcountries, our teachers have a general problem: relatively poor work condition and weakinner motivation. The reasons of this phenomenon are various,but no matter fromwhich point of view, salary plays an important role. So, how do we motivate teachersand arouse their work passion? The reform of a better salary system can be a very goodstarting point..At present, based on posting scientific design, many schools link teachers’ salarywith their performance appraisal;,and enlarge the income to fully mobilize teachers’enthusiasm. Seen from the practice of some schools,it not only benefits to optimize theallocation of education resources, but also helps to perfect teacher’s salary system.Consequently, this method encourages good talent and social effects.Combined with the development of salary incentives theory,this dissertationanalyzes the salary incentive, taking the factors which affect the salary incentive effectas moderator variable in the same conceptual model. With this model, to further revealsthe functioning mechanism among composition elements, influencing factors andcompensation incentive effectiveness.The dissertation is incentive oriented to promote and realize the reform ofsecondary vocational school teacher’s salary management system, aiming to realizejustice. In the dissertation, it demonstrates that a teacher’s job performance and unconscious behavior are not only affected by their desire to obtain salary as a normalperson would, but also by the relative effectiveness of the salary. By integration ofvarious methods of payments, viewing post analysis and post evaluation as theprerequisite, fully embodying secondary vocational teacher’s human capital value,perfecting assessment system also establishes a relatively steady, fast marketingoriented salary system, which is based on position payment,affiliated by performancepay.