Research On Optimization Of Incentive Mechanism For Full-time Teachers In YN College Of Management

With the steady growth of China's economy,the demand for students in private colleges and universities is increasing year by year.As an effective supplement to public higher education,private higher education has made great contributions to the development of higher education in China.As practitioners of private higher education,teachers'enthusiasm and sense of identity and belonging to the organization will greatly affect the stability of teachers.How to effectively motivate teachers in private colleges and universities,stimulate their intrinsic motivation,enhance their sense of identity and belonging to the organization,and be willing to stay to serve private colleges and universities,at the same time,attract more high-quality and high-level talents to serve private colleges and universities,so as to ensure the sustainable development of private colleges and universities and higher education in China,is a project worthy of study.However,at the present stage,many private colleges and universities have a serious loss of teachers,so it is necessary to reflect on the problems existing in their current incentive mechanism and put forward optimization strategies.Based on the content-based incentive theory,process-based incentive theory,behavioral transformation-based incentive theory and comprehensive incentive theory,this paper investigates the current situation and problems of full-time teachers' incentive mechanism in YN College of Management by means of literature research,questionnaire survey and field interviews,tries to find out the causes of the problems,and puts forward targeted optimization strategies according to the actual investigation.Through the investigation,it is found that the full-time teachers' incentive mechanism in YN College of Management has problems as follows,The standard of incentive mechanism is not scientific and reasonable enough;There are many negative incentives in the assessment criteria,but relatively few positive incentives;Incentives are difficult to meet the diversified needs of full-time teachers;The effectiveness of incentive results is not attractive;The assessment process is subjective and unfair;Positive and negative incentives are difficult to produce lasting incentives.On the basis of questionnaire survey,through field interviews,the causes of the problems are clarified.Combining with the actual situation of YN College of Management,propose the optimization strategies as follows,Involve full-time teachers'representatives in the formulation of incentive mechanism;Fully authorizes to strengthen trust in full-time teachers;To meet the needs of different levels of full-time teachers;Increase the effectiveness value of incentive results to enhance attractiveness;Strengthen the mechanism design to improve the effectiveness and pertinence of incentives.Through the above optimization strategies,we hope to improve the incentive mechanism of full-time teachers of YN College of Management to full-time teachers,and also hope to provide some reference for other similar institutions that are carrying out incentive mechanism reform.Provide reference for the construction of teachers' incentive mechanism for education authorities and managers of private colleges and universities.