Study On Incentive Strategies Of Teachers In D Private High Schools

General Secretary Xi Jinping pointed out: "It is the glory of a school to have good teachers,and it is the hope of a nation that a group of good teachers is constantly emerging." Therefore,as an important part of education,private high schools must be For sustainable development,we must attach importance to the construction of teachers.However,at the same time,there are shortcomings in teacher incentives for private education.For example,the teacher incentive system formulated by the school has not been combined with the actual needs of teachers.There is also a performance salary assessment system and teaching quality award calculation methods for teachers.Reasonable,neglecting humanistic care and career planning for the teaching team,difficulties in the promotion of teacher titles and other issues.As a result,the teaching staff of private schools is very unstable,which ultimately severely affects the teacher level and teaching quality of private schools,and especially has a very adverse impact on the healthy growth of students.Therefore,the research on the motivation of private high school teachers has become an urgent and important issue.To this end,this article takes the two-factor theory,fairness theory and ERG theory as the theoretical basis and research support,takes D private high school as a case,uses the questionnaire research method,and finds and summarizes the main problems in the process of teacher motivation in D private high school,in-depth analysis The reasons for the teachers' incentive problems,and suggestions to optimize the incentive mechanism of D private high school teachers.The study found that the main problems of D private high school teacher incentives are unscientific incentives at the level of survival needs,inadequate incentives at the level of relationship needs,and insufficient incentives at the level of growth needs.The main manifestations are insufficient salary incentives,insufficient welfare guarantees,teachers 'lack of sense of belonging,low social recognition,difficulty in promoting ranks,and difficulties in self-development.Studies have shown that the main reasons for the lack of incentives are the failure of local education authorities to perform their duties,the imperfect school incentive system,and the weak sense of belonging of teachers.The study believes that optimizing the incentive mechanism of D private high school teachers should adhere to the three principles of stratification and overall incentive principles,fairness principles and double incentive principles,and adopt seven measures: D private high school managers should strengthen teachers' motivation awareness;construct scientific and reasonable salary and benefits System;improve social security;improve performance evaluation mechanism;strengthen humanistic management,guide teachers to encourage themselves;establish a long-term mechanism for teacher training;improve teacher career development planning system,etc.Only by perfecting the school-led teacher incentive system with teacher participation and effectively implementing it can we effectively solve the current plight of teacher motivation in D private high schools,and D private high schools can achieve healthy and sustainable development,thereby promoting the development of local private education.