Research On The Investigation And Optimization Strategies Of Full-time Teachers' Incentive Mechanism In Private Colleges

Since 1999,the development of China's private colleges can be described as twists and turns in the forward.After nearly 20 years of unremitting efforts,now it becomes an extremely important element of higher education.As the continued development of private colleges,inter-school competition has become increasingly intense.The brutal competition in the education market has brought great pressure and challenges to private colleges' further development.To retain high-quality teachers and constantly motivate them to work for private colleges will become the key to the sustainable development of private colleges in the new period.However,many private colleges have serious problems of teacher loss at present.Therefore,it is necessary to reflect on the drawbacks of the current teachers' incentive mechanism in private colleges and explore the strategies to optimize teachers' incentive mechanism in private colleges.This paper mainly adopts literature method,questionnaire survey method and interview method to carry on the research.First of all,it starts from the theory of full-time teachers' incentive mechanism in private colleges.This thesis is mainly based on the theory of need hierarchy,two-factor theory and teacher empowerment theory.And then selected Dalian University of Finance and Economics as a case study.Do a survey respectively on the situation of teachers' team,the satisfaction of teachers' job and the needs of teachers in Dalian University of Finance and Economics.And then statistical analysis the survey results.Through the investigation,we find that the salary incentive of private college teachers is lack of competitiveness,the incentive of welfare is to be perfected,the training incentive is not satisfied,promotion incentive is modeled and the performance appraisal incentive is formalized.Analyze the reasons for the above problems,mainly because of the lack of external supervisory authority,the lack of external funding,private colleges management philosophy lag,management model curing and teachers lack the sense of belonging to the school.At last,we should put forward the optimization strategies for the above problems.Firstly,we should raise the awareness of teachers' needs in private colleges.Secondly,we should adhere to the“four combination”incentives.Thirdly,we should improve the salarysystem and create a scientific material incentive mechanism.Finally,We should pay attention to the cultivation of teachers and construct a rich spiritual incentive mechanism.Well-running incentive mechanism is not only the system guarantee of retaining talent and developing talent,but also help to attract more outstanding teachers resources into the management and construction of private colleges.In the new period,China's private colleges should re-examine and further optimize teachers' incentive mechanism.This is not only a demand for the development of private colleges,but also a positive and beneficial exploration of teachers' motivation and training in the whole education field.