Study On Incentive Problem And Countermeasure Of College Counselor

School counselor, specialized refers a group of supervisor in the university and college, are the backbone of ideological and political education in universities. They are the guide, director and bosom friends of undergraduates. On campus, they shoulder the responsibility of ideological and political education, improving students’ political minds, helping students establish correct view of world, life and value and cultivating constructor and successor of socialist tasks. With the revolution of economic system in China, change of structure in society and adjustment of profits pattern, new features appear in higher education, which presents more requests to political instructors. Though the school counselor team construction has been highly valued by Chines leaders, its incentive mechanism needs improving due to various factors. The school counselor face many problems listed as follows:First, they are under great pressure without being paid properly. Second, they have less motivation to improve their work. Third, their further self-development of career development is restricted Therefore, effective incentive mechanism means a lot to improve their enthusiasm, capability and standard and it is also good for instructor construction, higher education improvement and talents cultivation quality and quantity development. The thesis, beginning from the background of instructor incentiveness, analyzed incentive mechanism of intructors and suggested measures.The thesis is mainly divided into three parts judging from the idea of raising questions, analyzing questions, solving question.The first chapter introduces the research background and connotation of counselor incentive. With its focus on instructor construction, China issued Instructor Construction Regulations in2006to highlight its importance. The current problems which school counselors suffer are as follows:First. they are under great pressure without being paid properly. Second, they have less motivation to improve their work. Third, their further self-development of career development is restricted. Therefore, it is important to fulfill school counselors’ inner demand and establish incentive mechanism. According to the thesis, school counselor incentive, based on respect for intructors, should satisfy instructors’ proper demands to activiate their enthusiasm and maintain it. It is characterised by complication of incentive means, multi-point ideological factors, equality of incentive ways and soft and multiple requests rather than incentive of system. It is good for activiating instructors’ enthusiasm, combining instructors’own goals and universities’ aims, keeping talents back and improvin instructors’quality.The second chapter is mainly about the school counselor incentive achievement and deficiencies. With50-year history, school counselor system has achieved a lot. At present, school counselors’quality improvement ensures undergraduates’growth. At the same time the school incentive has developed rapidly with the support of the government and the rapid development of our society. Meanwhile, there are still problems:School instructors are paid low without much promotion and they have limitation in career development; The evaluation system, bonus-penalty system and cultivation system for school counselor still not scientific and reasonable. Problems are not good for the team’s stability and enthusiasm. The thesis, based on equality theory by Adams and hierarchy of needs theory by Maslow, analysed the reason why the problems existent:firstly, universities focus on teaching and research much which makes school counselors busy with loaf of work. The low-earning, so called unsuccessful professionals make them lose a sense of their own identity. Secondly, due to shortages in selection and cultivation, school counselors’sense of occupation identity drops; Thirdly; unscientific management, old management concept and imperfect management means handicap the growth and development of instructors.Chapter three focuses on current problems and promotes solutions. Tactics and measures to promote school counselors’ work should not rely on traditional method but proper incentive mechanism. To fulfill individual’s demand while activating its enthusiasm, building a good atmosphere and exploring the potential can make the university better use talents, cultivate talents and keep talents back. Firstly, the concerned departments should not only promote understanding of school counselors’incentive including respect for instructors, security system for incentive mechanism but also explore and apply incentive mechanism theoretically. Secondly, school counselors’ incentive should stick to correct principles including the idea of people foremost, combination of scientificity and systematicness, material incentive and spiritual incentive, timely incentive and proper amount incentive and plus incentive and minus incentive. Moreover, incentive mechanism should be both inside and outside which means it should ensure the development and cultivation of instructors by improving their salary and welfare. Finally, Under the guidance of scientific development view, managment ideas should be updated; systems should be improved and ways should be refined to scientifically manage the team and solve superstructure problems for instructors’growth and development.Conclusions:Integrating the analysis of the whole thesis, establishment and improvement of school counselors’ incentive need the effort of both the society and school counselor themselves.