A Study On The Motivation Of Rural Primary School Teachers In The Q District Of Quzhou

With the continuous development of society,the issue of stimulating rural primary school teachers has been gradually developed while being valued.This makes the work enthusiasm of rural elementary school teachers increase.However,due to the continuous development of the economy,the gap between urban and rural areas is increasing,and new problems and contradictions in motivating rural primary school teachers have begun to emerge.For example,the increase in teachers' salaries and the inadequacy of related mechanisms have led to a further widening of the income gap between urban and rural teachers;the low level of attention to the needs of rural elementary school teachers has led to a marked setback in teacher work.Therefore,it is of theoretical and practical significance to study the problems of rural primary school teacher motivation and propose strategies to guide teacher motivation.Before proceeding to elaborate,this article understands the relevant arguments in the previous literature,and then carries out the analysis and research.Taking the rural elementary school teachers in Q District of Quzhou as the survey object,through the questionnaire survey,the data obtained are integrated for analysis.Regarding the problems and reasons for the encouragement of rural primary school teachers in Q District of Quzhou City,on this basis,the incentive strategy for rural primary school teachers in this district is proposed.In this paper,the literature method,questionnaire survey and interview survey method are mainly used in the research method.In addition,Maslow's hierarchy of needs theory and two-factor theory are used to study the current status of motivation of rural primary school teachers in Q District of Quzhou City.The rural primary school teachers 'salary,security status,interpersonal relationship status,career development prospect status,career achievement status status,and management level status are analyzed in six aspects to analyze the rural primary school teachers' incentive situation.The survey found that the current status of incentives for rural elementary school teachers in Q District,Quzhou City currently has the following problems.The first is the lack of incentives,mainly due to the unreasonable salary structure of rural elementary school teachers,as well as the significant "unfair" performance wages involved in urban and rural areas.The wages and benefits of the employees vary greatly.Secondly,there is a problem at the working condition level,whether it is in terms of economics,professional accomplishment,security,or teacher psychology.There is also a problem at the level of interpersonal management,and the sense of accomplishment is not high.There are also fewer opportunities to improve oneself.Finally,at the promotion level,it is relatively low and needs to be improved,and the incentive effect is not significant.In addition to this,there are five reasons for the unscientific choice of teachers 'incentive methods and the lack of opportunities for rural elementary school teachers to participate in school management.There are five main reasons for the above status quo.First,the salary structure is unreasonable,and the second is the outside world.Factors negatively catalyze the incentive effect.The third is that the salary system is not equal to the needs of teachers.The fourth is that the management incentive system is unscientific.The fifth is that the feedback system is not perfect.According to the above-mentioned problems and the related reasons,this article mainly analyzes the relevant countermeasures from five aspects when analyzing and researching,one is to ensure that the existing incentive measures are implemented stably to attract excellent teachers,and the second is to implement the teacher rating policy to enhance teachers 'confidence.It is to strengthen the construction of campus culture to create a good environment for teachers.The fourth is to improve the layered incentive health system to meet the needs of teachers.The fifth is to optimize the honor system to improve the enthusiasm of the participants.