Research On The Incentive Tactics Of Private University Teachers

With the advent of the popular education era,higher education has achieved rapid development.Non-governmental higher education,as an integral part of higher education,has gradually developed into an important part of the higher education system by virtue of its marketization advantages.It plays an important role in cultivating practical talents with Chinese characteristics.With the expansion of the scale of higher education,Private colleges and universities are now faced with increasingly severe competition.Therefore,they must constantly improve their overall strength in order to remain invincible in the fierce competition.The teaching staff plays a vital role in the long-term healthy development of private colleges and universities.To a certain extent,it determines the school quality.Therefore,private colleges and universities must attach great importance to the construction of the teaching staff,and constantly strengthen their own teaching quality and comprehensive influence.However,at present,the teachers in the private colleges are unstable for the following reasons:the lack of policy guarantees,the development bottleneck of private colleges and universities,and the poor quality of students.There are also problems of "big at both ends but small in the middle",lack of enthusiasm,and drain of teacher resources,etc.In this context,the study of incentives for teachers in private colleges and universities has important guiding significance for the construction of private colleges and universities.This article is based on relevant theoretical analysis of domestic and foreign related literature,including content-based incentive theory,process-based incentive theory and other human resource incentives.Taking the private colleges and universities in Shandong Province as the specific research object,a case study was conducted.Through the questionnaire survey,we analyzed the basic situation of teachers in private colleges and universities,the status of salary and benefits incentives,the status of incentives for training and promotion,the conditions of work environment incentives,and the status quo of incentives in other areas.On this basis,it is found that there are several problems in the incentive strategies of private colleges and universities that are lack of macroeconomic policies,low income of overall teacher salary and benefits,lack of fairness and pertinence of incentive mechanisms,and imperfect management systems.Then we propose suggestions for improving the incentive strategies of private college teachers,including strengthening the guidance and support of government policies,improving the salary and welfare system,paying attention to the needs of teachers at different levels,establishing a fair and democratic management mechanism,paying attention to external environmental incentives,and strengthening teacher self-motivation.The aim is to provide a certain reference for the development of more scientific and reasonable teacher incentive strategies for privately-owned colleges and universities,and to promote the long-term development of private universities in China.