Research On Teacher Incentive Mechanism Of College Of MNLG

The purpose of this thesis is to help MNLG College to improve its incentivemechanism. Firstly, introduced the general situation of the incentive mechanism ofMNLG college, followed by the Institute’s current incentives facing four majorproblems: one is meeting the needs of teachers at all levels is not very good, in termsof teachers’ physiological, safety levels need and in terms of teachers’ social respect,knowledge and self-realization need. The second is the lack of good academicorganizational culture, neither the specific organizational goals nor a clearorganizational value system, also the lack of the propaganda of organizational value.The third, the performance appraisal system efficiency is not high, mainly to setunreasonable assessment index system and assessment process is not good.Thefourth is the degree of interaction between teacher incentives and teacher is notenough. Reasons for these problems, the analysis found that the reasons includeinternal and external causes. The external cause is the monopoly nature of theChinese higher education and the department in charge of colleges and universitieslack the assessment of the positive aspects of teachers’ work. The internal factors aremainly the Institute in the early stages of development, as well as the human resourcedepartments of the university is relatively weak. Analyze the reasons, the authorspropose two types of recommendations, the first category, to create good conditionsfor the incentive mechanism, and advised the College to devote more funding andpolicy resources, and human resource departments should step up the introduction ofqualified personnel. The second type is a specific implementation of therecommendations, including meeting the teachers’ all kind of need, buildingoutstanding academic organizational culture, to improve teacher performanceappraisal mechanism, and to increase the interaction between incentives mechanismand teachers.