| Under the social background in nowadays,the whole society concentrates on the supply-side reform.Which requires companies to provide high-quality products to the society.Education,as we know,can train and send more professionals to the society.Therefore,the supply-side reform in education should also be carried out.How to guarantee high-quality troop of talented teachers and improve the economic income and social status of teachers in primary and secondary schools in general,which have been the most important part in solving the above problems.At the end of 2008,the country decided to implement a performance-based wage system in compulsory education schools nationwide,coming in to operation next year.This move has caused the public's strong concerns.The implementation of the performance-based wage system in primary and secondary schools is an important measure for innovation of distribution system in institutions,as well as a bright spot of educational reform and innovation.According to the documents issued by relevant departments,the aim of carrying out this reform of the wage system is to optimize the existing salary structure,increase the economic income of teachers in primary and secondary schools,and establish a sound teacher incentive mechanism,so as to promote further reform of education through performance management,improve teaching quality in general and create a fair and just environment for domestic education.So far,the reform of performance-based wage system for domestic teachers has been carried out for more than eight years.As a whole,teachers' salaries have been generally increased and their social status has also been improved.However,the incentive targets of teachers' wage system have not yet been reached,especially in the aspect of inspiration,where the effect is not obvious.In fact,from design of the system to its implementation,different participants have interpreted them with different attitudes and tactics,resulting in deviations from the implementation of the system and its original purpose.Through investigation,it can be seen that the inspiring effect of the performance-based wage system on teachers doesn't have a valid role to play.Generally,the incentive effect is relatively poor.This article adopts literature,questionnaire,and interview in the course of discussion.It is subdivided into five chapters.The first chapter introduces the cause of the problem,the purpose of the study and the significance of the research.Based on domestic and overseas research results in this area,it defines the meaning of performance-based pay and teacher inspiration.The second chapter analyzes existing foundation of performance-based pay for compulsory education teachers.Based on the understanding and knowledge of the current social environment and related content,it deeply analyzes the incentive content involved in the system.The third chapter mainly carries out researches on the actual problems of primary and secondary school teachers,and then analyzes the research data.The final purpose of the questionnaire is to fully understand the implementation of teachers' performance-based salary system in primary and secondary schools and the incentive situation of teachers.Then,it deeply analyzes various drawbacks and problems in the implementation of the system combining with the interview.The fourth chapter analyzes the reasons why the performance-based pay system has weaker incentive effects on teachers according to the problems discovered during researches.First,the system design does not emphasize its noumenal function.Second,There are deviations during implementation of the performance-based wage distribution program.Third,there is an imbalance between the implementation of external systems and internal psychological demands.The fifth chapter is to optimize the performance-based wage system from multiple perspectives,such as the optimization of institutional design,reform of management methods,definite incentive orientation,sconsolidation of psychological construction and so on. |
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