Research On The Problems And Countermeasures Of Teachers' Incentive In Private Universities

With the continuous reform and development of higher education in our country,private universities run by private investment have become a very important part of the higher education system.The main body of the school is students and teachers,and the teacher as one of the main bodies is the key element of the school's quality of running a school.A perfect teaching staff can improve the teaching quality and efficiency of the school.The introduction of professional and high-quality talents in private colleges and universities to fully mobilize teachers' enthusiasm for work has become an important issue that private colleges and universities must face.Establishing a scientific,reasonable and effective incentive mechanism is an effective way to solve this problem,and it is also the core strategy for the long-term development of privately-run principal Gao.To establish an effective incentive mechanism,an accurate grasp of the current incentive status becomes the key.Therefore,this paper selects a senior private university as the research object,and explores its current teacher motivation status.Contribute to the improvement of the construction of the incentive mechanism for teachers in private universities.Based on the theoretical results of previous researches,this paper selects a set of maturity scales suitable for the research of this paper,and makes subtle and strict adjustments.With the teachers of S College as the research object,the investigation and research of relevant incentive status are carried out;Based on the conclusions obtained from the preliminary investigation results,an in-depth interview outline was designed and an in-depth interview was conducted.The five dimensions of the maturity scale are used for research,namely,salary and welfare system incentives;sense of belonging establishment incentives;training promotion system incentives;performance appraisal system incentives;individualized incentives.Teachers are also subdivided into different categories,and they are studied from four aspects: age,professional title,education background,and time to school.Through descriptive statistical analysis,it is concluded that the current situation of teacher motivation is mainly recognized for personalized motivation,that is,teachers ' humanistic care and personalized service in the school,the combination of school and teacher developmentplanning,teachers can give full play to their professional talents,And constantly improve oneself and self-improvement in the work,the working hours are flexible,the working place is not restricted,and the working atmosphere is harmonious and other incentive measures are recognized.Compared with other incentives,they are basically recognized.There is a difference in this point.Based on previous research.But at the same time there are the following problems: teachers lack a sense of belonging,the performance appraisal system is not perfect,the salary and welfare system is not reasonable enough,and the training promotion system is not sound enough.The reform of the salary and welfare system of private colleges and universities needs to be resolved.And from the government level,the social level,the school level and the teacher level,the specific reasons for the problems in the motivation of private college teachers.Finally,based on the results of the questionnaire survey,this article puts forward the idea of incentive measures for teachers in private colleges and universities;and proposes to formulate personalized incentive measures,enhance the sense of belonging of teachers in private colleges,improve the performance evaluation system,rationally design the salary and welfare system,and improve the title promotion system.Measures.Combining the above issues,a constructive self-service "benefit package" salary system is proposed.Make effective use of teachers' personalized incentives,and try to meet the individual needs of teachers at different levels.