The Research On Equity Incentive Towards Executive Teachers With The Model Of Personal Studio In Changsha New Oriental Corporation

In the epoch of knowledge economy, the competition among privates training enterprises becomes increasingly draconian. To decrease the high turnover rate of executive teachers, myriad of private enterprises choose to stimulate them with equity incentive. However, the unreasonable design of incentive mechanism renders companies'effort in vain. Based on the distinct personal needs of executive teachers and referring the theory and method of managerial incentive,this paper proposes a creative solution by formulating an equity incentive mechanism with the model of personal studio. Research on this mechanism not only can help the enterprise in case to stabilize the executive teachers, thus enhancing the effect of equity incentive, but also provides indication to other counterparts in similar industry to improve their core teachers'equity incentive, promoting the long-term development of private training industry in the end. Accordingly, the study of equity incentive in private enterprises towards executive teachers in the model of personal studiohas great significance.Firstly, based in the case of Changsha New Oriental Corporation, this paper distinguished the concept of knowledge employees in knowledge enterprises and executive teachers in private enterprises, as well as branch model and personal studio model and thenconcluded the general model and demerits of equity incentive towards executives afterreviewing literature about the knowledge capital in knowledge enterprise and equity incentive of executives in knowledge corporations; then, with the instruction of managerial incentive theory, principal agent theory and the theory of essential factor of production in knowledge corporations, this paper summarized those theories'influence on equity incentive towards executives and individuals; furthermore, according to the problems existed in the current equity incentive towards executive teachers in Changsha New Oriental Corporation, this paper found the ineffectiveness of this mechanism mainly resulted from the corporate ignorance of distinct personal needs of executive teachers; therefore, this paper proposes to formulate an equity incentive mechanism towards executive teachers with the model of personal studio from the perspective of incentive objects, amounts and vesting methods; finally, based on the data from questionnaire, this paper examined the possibility andrationality of the proposal mentioned above, and suggested to establish an independent and standard policymaking machinery of equity incentive and the clear information disclosure mechanism of personal studio to ensure the effect of the new equity incentive mechanism.The innovation of this paper is to help Changsha New Oriental Corporation establish an individualized equity incentive mechanism toward executive teachers and thus stabilize the indispensable executive teachers. This proposal can also serve as a reference for other similar private enterprises in education industry to improve their equity incentive mechanism towards executive teachers.