Research On The Incentive Mechanism Of Teachers Of Private Colleges In Guangxi

In the contemporary era of rapid development,higher education plays a decisive role in the development of society and economy.The rapid development of society and economy requires colleges to continuously provide high-quality talents as intellectual support.Therefore,the development of higher education has been attached great importance to by the state.As an important part of higher education,private colleges also share the responsibility of talent training,and their development is also worthy of attention.The key to the sustainable development of private colleges is the quality of education team.The development of private colleges in Guangxi has only lasted for over 20 years,and most private colleges have been established for less than 20 years.Compared with public colleges,private colleges are not competitive enough.This situation has seriously affected the education quality of private colleges and inhibited their healthy and orderly development,and the effective incentive mechanism can help private colleges solve this problem.Therefore,this paper will investigate the incentive situation of private colleges in Guangxi,combined with the case study of Guangxi P vocational college,to conclude the existing problems of private colleges in Guangxi,and analyze the causes of the problems,so as to put forward Suggestions to solve the incentive issue.This paper first investigated the incentive situation of private colleges in Guangxi,and then investigated the incentive implementation situation of P vocational college in Guangxi by means of questionnaire and interview.It found that the incentive mechanism of private colleges in Guangxi could not meet teachers' needs in three aspects:existing needs,relationship needs and growth needs.There are mainly the problems:first,the salary incentive is not perfect,lack of competitiveness,safeguard mechanism is insufficient;Second,teachers' social status is not high,social recognition is low,job responsibilities are not clear,work efficiency is not ideal;Thirdly,the system setting is not reasonable enough,the performance assessment is formalized,the incentive factors are not given full play,and the reward and punishment mechanism is not perfect enough.Fourthly,training incentive cannot meet the needs of teachers and provides little support for their personal development.To solve these problems,according to the theory of ERG and expectancy theory analyzed the Guangxi private teacher incentive problem,the reasons are as follows:first,the government does not give enough support to private colleges,and the incentive mechanism is not fully supported by government;Secondly,private colleges have a single source of funds,which cannot provide financial guarantee for the incentive mechanism.Moreover,the government does not pay enough attention to the management of private colleges,and the policy support is limited.Finally,the school does not have a strong sense in management,the management system is not sound,do not have a fully understanding in the characteristics of the teacher group,do not want to invest in teacher training,lack of educational resources,the lack of guidance for teacher career development planning.Based on the above investigation and analysis,this paper puts forward some suggestions to solve the incentive problem of teachers of private colleges in Guangxi.There are five specific aspects as follows:first,the government needs to increase policy support and improve policy implementation;Secondly,private colleges need to broaden the financing channels and enhance the strength of running schools.Third,improve the salary system,enrich the welfare system,optimize the assessment system,improve teacher training,and establish the talent attraction and retention system;Fourth,to building the system of teacher career development;Fifth,optimize the talent environment and build a harmonious campus culture.