Research On The Effectiveness Of College Teacher Motivation

Colleges teacher incentive is an important part of college management, and is an important part of university teachers management. In order to provide useful suggestions for improving the effectiveness of colleges teacher incentive, to strengthen the study of effectiveness of colleges teacher incentive, and to know fully colleges teacher incentive connotation and significance of the study, the standard of the effectiveness of colleges teacher incentive is judged and grasped accurately, the problems of the effectiveness of colleges teacher incentive and the reason of problems are analyzed specifically. The article consists of the following parts:The first part: introduction. In this part, the thesis shows the background and the selected topic significance and the domestic and foreign research review and research ideas and research methods as well as the importance and difficulties to research and innovation.The second part: the significance and the theoretical ground of the effectiveness of colleges teacher incentive. This part is mainly about the significance of the effectiveness of colleges teacher incentive and the theory basis.The significance of strengthening the effectiveness of colleges teacher incentive is firstly, to improve the efficiency and capacity of teachers; secondly, to improve teachers’ irrational factors; thirdly, to motivate managers to transform ideas and improve motivation skills; fourthly, to help universities internal management system reform. The effectiveness of colleges teacher incentive is based on people-oriented theory, community theory, system theory and benefit theory.The third part: the effectiveness of colleges teacher incentive connotation. This part describes the concept of the effectiveness of colleges teacher incentive, the principle of the effectiveness of colleges teacher incentive, the standards of the effectiveness of colleges teacher incentive, and the approach of the effectiveness of colleges teacher incentive.The incentive effectiveness of college teachers refers to such an activity that college administrators follow reasonable organizational goals and obey the discipline, avoiding too much input of human resources、material resources、financial resources to get more incentive effect and get better incentive effectiveness, so as to satisfy teachers’ development. The principles of college teacher incentive effectiveness include: target principle, fairness principle, competition principle, distinction principle, overall principle, effectiveness principle and emotion principle. The standard of college teacher incentive effectiveness includes teachers oriented, maintaining the interest of college community, planning from the overall situation, getting incentive effectiveness. The four aspects supplement each other to promote the realization of college teacher effective stimulation. The manner of college teacher incentive effectiveness includes: authorized incentive, participation incentive, training incentive, role incentive, rewards and punishment incentive, example incentive, economic incentive and honor incentive.The fourth part: the existing problems in college teacher incentive effectiveness. This part mainly analyses the problems in college teacher incentive effectiveness. It prepares for correctly analyzing the reasons of the problems. It’s the important premise to raise the incentive effectiveness of college teachers.The problems in college teacher incentive effectiveness mainly performs in such aspects:First of all, the requirement can’t be satisfied. The phenomenon of material incentive excessiveness and mental incentive excessiveness are prominent, thinking highly of the social value of the teachers but ignoring personal value. Incentive manners lack hierarchy and pertinence. Secondly, the interest of community can’t be protected. The inside competition is too intense, and interest complication continues. The talent standard to the faculty which belongs to the school is different from faculty of outside. Excessively control the teachers and lack personal freedom. The systematic effect of incentive system can’t be exerted. Communication system, salary system and the teacher training system are imperfect. Fourthly, arousal effect isn’t good enough and the efficiency is low. Incentive goal is unreasonable, and the feasibility is insufficient. The incentive process is unscientific. Pursuing short period efficiency and ignoring long term social efficiency, the goal setting is not reasonable, hindering the realization of incentive efficiency. Fifthly, teachers’ sense of belonging and sense of identity is low. Administrative intervention is too much and college administrators play double roles. The incentive manners are too quantifiable.The fourth part is the existing problems in college teacher incentive effectiveness. This part mainly analyses the problems in college teacher incentive effectiveness. It prepares for correctly analyzing the reasons of the problems. It’s the important premise to raise the incentive effectiveness of college teachers.The problems in college teacher incentive effectiveness mainly performs in such aspects:First of all, the requirement can’t be satisfied. The phenomenon of material incentive excessiveness and mental incentive excessiveness are prominent, thinking highly of the social value of the teachers but ignoring personal value. Incentive manners lack hierarchy and pertinence. Secondly, the interest of community can’t be protected. The inside competition is too intense, and interest complication continues. The talent standard to the faculty which belongs to the school is different from faculty of outside. Excessively control the teachers and lack personal freedom. The systematic effect of incentive system can’t be exerted. Communication system, salary system and the teacher training system are imperfect. Fourthly, arousal effect isn’t good enough and the efficiency is low. Incentive goal is unreasonable, and the feasibility is insufficient. The incentive process is unscientific. Pursuing short period efficiency and ignoring long term social efficiency, the goal setting is not reasonable, hindering the realization of incentive efficiency. Fifthly, teachers’ sense of belonging and sense of identity is low. Administrative intervention is too much and college administrators play double roles. The incentive manners are too quantifiable.The fifth part is the reason analysis of college teacher incentive effectiveness. This part mainly explores the reasons aiming the existing problems, and provides reference to the improvement of incentive effectiveness of college teachers in the future.The reasons mainly include: in the first place, the idea of people oriented is deficiency, so the requirement of the teachers can’t be satisfied. Material incentive and mental incentive separate. Social value and personal value separate; incentive manners can’t reflect distinctiveness. Secondly, inner interest conflicts, and common interest can’t be protected. College administrators lack clear cognition of themselves, the college teachers and the talents. Administrators reject the college teachers to participate college administration. In the third place, Incentive system is imperfect, and the systematic effect can’t be developed. College teacher incentive system lacks instrument rationality and value rationality. The subjectivity loses in the system, and the system needs to be further improved. Fourthly, false beneficial connotation leads to the low efficiency of arousal effect. College administrators deviate the goal setting of college teacher incentive effective. The false beneficial connotation is hold by the administrators. Administrators can’t combine teachers’ further development with college organizational goal. Fifthly, ignored college organization environmental construction and causing the low sense of self belonging and self identifying. Administerization brings negative influence of college administrators. Utilitarianism influences the administrators and ignores the particularity of college teachers.The sixth part is recommendations to improve the effectiveness of university teachers incentive. This part puts forward a series of measures from aspects of the implementation of the "people-oriented", in order to meet the different needs of teachers; the maintenance of common interests, regulating and constraining the power of administrators; proper construction systems to enhance the systematicness of incentives; emphasis on efficiency and effectiveness, and efficiency incentives; building harmonious democratic organizational climate, enhancing teachers’ sense of belonging and identity, which is also an important manifestation of the reality of the value of this article. The five aspects of meeting the needs of teachers, maintaining the interests of the community, a reasonable construction of the system, improving the effectiveness of incentives to enhance teachers’ sense of belonging and identity cover all aspects of university teachers incentives comprehensively. The five aspects are interconnected and influence each other and promote each other, which is an organic whole, better reflecting the characteristics of college teachers such as the comprehensive, difference, targeted incentives.The seventh part: research conclusion and reflection. This part mainly includes research conclusion, research limitation and research reflection. The research conclusion mainly summarizes and teases related conclusion. The research limitation mainly describes the weakness and limitation through the research. The research reflection mainly describes the thinking related to the paper in the research process.