The Format Criterion Of Master Degree Thesis Of LZJTU

This article aiming at the present situation for A university teacher incentive mechanism, using questionnaires, seminars and other methods, combined with a variety of incentive theory, by means of the successful experience incentive mechanism of colleges and universities at home and abroad, based on the deep analysis of the teachers in A college and their current situation of motivation, this paper builds a motivate system for A college. The present situation of teacher’s in A college is: the proportion of business and academic backbone is low, and the distribution is uneven; lack the ability of research and innovation; the overall teacher troop’s quality is not high, it lacks the train of education background and added education; human use and imperfect training mechanisim of enthusiasm is not enough; and so on. The incentive mechanism of A college teachers includes: the salary system of A college is not scientific and reasonable; the teacher traing system is imperfect, the training content is not practical, the training system is not sound; not pay more attention to the spiritual incentive; performance appraisal system is not scientific and perfect; career development is not clear, and so on. Problems and analysis include: the objective reason is that the social environment of positioning the role of teachers in a relatively awkward level is teachers incentive mechanism could not effectively implement, subjective cognizance of teachers should be contented in poverty and devoted to things spiritual, and ignore the teacher’s objective material needs; lack the perfect teacher employment system, that means employment remain positioned according to the people, the situation of demand is fuzzy, lead to the so-called teacher competition incentive mechanism and update the flow mechanism become invalid; teacher evaluation system lacks consummate, the examination of the current ways can not use quantitative measures, only use excellent, good, qualified and unqualified four assessment results to evaluate the teachers’ teaching performance, even for the evaluation of outstanding class limit proportion, it makes the assessment results lack the objectivity; salary system should reflect the better of the performance, be more reasonable and flexible. Mainly reflected in A college that is no clear distinction on wage levels and lack of march payment currency. Poor communication makes the incentives in a way; ignore the professional demand of teachers, title evaluation, scientific research environment and subject construction has become the main factors restricting the construction of teachers. Inadequate enforcement of the existing system, lack of corresponding supervision, constraints, and punishment mechanism. Lack of democratic atmosphere in the managemant environment, the existing management can hear sounds basic requirements, the phenomenon such as basic problems that cannot be feedback timely; lack the spiritual motivation.This article aiming at the present situation for A university teacher incentive mechanism, using questionnaires, seminars and other methods, combined with a variety of incentive theory, by means of the successful experience incentive mechanism of colleges and universities at home and abroad, based on the deep analysis of the teachers in A college and their current situation of motivation, this paper builds a motivate system for A college. These incentives includes: Conbine the compensation system with the organic combination of performance management, improve the system of performance appraisal, reflect the principle of priority to efficiency and due consideration to fairness and build a reasonable salary welfare system; Pay more attention to teachers’ professional development planning, establish a reasonable and effective training system, focus on the demand of teachers’ training, as far as possible to meet different disciplines of professional teachers’ needs and pay attention to the improvement of teachers’ information technology innovation of learning; Establish young teachers incentive mechanism, embody in the value system of young teachers reform, change the incentive mechanism and self protection, and so on; Consummate the school of social security system; Improve the working environment, strengthen the appeal of school, and improve the efficiency of teachers’ work, this is mainly embodied in the harmonious interpersonal atmosphere, relax work environment; Attaches great importance to the spirit of incentive. On this basis, it also need to build a reasonable performance evaluation system, let the performance appraisal process more open, more fair and more transparent, and effective use the assessment results, so use the incentive, supervision and implementation system will have the effect of the application.