Research On The Key Teacher Incentive Mechanism Of Small And Medium K12 Education And Training Institutions

With the increasing attention and demand for children's education,the educational and teaching resources in public schools can not meet the needs of parents and students,objective for the private K12 education and training industry to provide a development opportunity.In this industry,most of the small and medium-sized K12 education and training institutions,however,small and medium-sized K12 education and training institutions also face problems such as high turnover rate of key teachers,limited growth of key teachers,and lack of implementation of corporate culture,seriously affects the enthusiasm of key teachers in small and medium-sized K12 education and training institutions,thus affecting the further improvement of teaching quality and reducing the competitiveness of the industry,one of the reasons for these problems is that the incentive mechanism is imperfect.At present,the competition among small and medium-sized K12 education training institutions is in the final analysis the competition of human resources,and the key teachers are the most important human resources of Education Training Institutions.Therefore,the effective key teachers incentive mechanism can play a spur effect,mobilize the key teachers enthusiasm,improve the stability of key teachers,reduce the turnover rate,so that they better serve the organization.Based on this background,this paper takes A education and training institution as an example to carry out A research on the incentive mechanism of key teachers in A education and training institution.Firstly,this paper reviews Herzberg's two-factor theory,Victor Vroom's expectation theory and the related theories of occupational well-being,and studies the theoretical research results at home and abroad,finally,it establishes the theoretical basis of the incentive mechanism of a education and training institutions.Secondly,on the basis of theoretical research,carry out investigation.First,through interviews,we know the scope of key teachers,the main contents of incentive mechanism,the attitude to current incentive mechanism and the intensity of occupational well-being.Second,through the electronic questionnaire,master the key teachers on the current incentive mechanism,professional well-being of the status quo.Third,the importance of incentive factors survey,so as to sort out the existing incentive mechanism problems,and the reasons for the problems were analyzed.Finally,Based on the practice of a education and training institution,this paper puts forward some measures to improve the incentive mechanism,which provides a new idea for a education and training institution to encourage key teachers,to improve the management efficiency of the organization,to implement the corporate culture,to improve the performance of key teachers,to help key teachers to display their strengths and realize their personal values,and to improve their work enthusiasm and professional well-being,thus the goal of the organization and the key teacher personal goal unification,promotes a education training organization's Profession Competitive Power.A education and training institutions is a miniature of small and medium-sized education and training institutions,with a small and medium-sized K12 education and training institutions many common problems,a education and training institutions to improve the incentive mechanism for key teachers,it also provides a reference for the small and medium-sized K12 education and training industry to solve the incentive problem of key teachers,which is beneficial to the development of the industry.