Research On Perfecting The Incentive Mechanism Of Middle-Aged Backbone Teachers In Colleges And Universities

Higher education schools undertake functions such as personnel training,scientific research,and social services.At the same time,they also shoulder the major task of cultivating the socialist cause builders and successors for the country and society to develop in an all-round way.The foundation of education lies in cultivating people with morality,which is not only the central link of colleges and universities,but also the core mission of college teachers.The realization of all functions in colleges and universities depends on the teacher group.Middle-aged backbone teachers are an important part of the university teacher group.Mobilizing their enthusiasm for work is of great significance to strengthening the construction of the teaching team.However,the existing incentive mechanism of colleges and universities is not obvious.This research investigates and analyzes the current situation of the motivation mechanism of middle-aged backbone teachers in colleges and universities,and explores measures to improve the motivation mechanism of middle-aged backbone teachers.Middle-aged backbone teachers,as part of the university teacher group,are not only the backbone of university teaching,but also the backbone of scientific research.They are the main force to promote the further development of Chinese universities into world-class universities and first-class disciplines.Specific to this study,middle-aged backbone teachers refer to the group of teachers aged 41-55 years,with titles of associate professors and below,who are teaching and researching.They have rich teaching experience,and they have certain pressure in teaching,scientific research,social services,etc.Some middle-aged backbone teachers have a certain phenomenon of job burnout.Taking Z universities as an example,this study sorted out the current incentive mechanism of middle-aged backbone teachers in Z universities from the aspects of post employment and employment period assessment,performance assessment,promotion of professional title,salary and welfare,and further study and training.The purpose of this study is to explore how to optimize the incentive mechanism of middle-aged backbone teachers in colleges and universities,encourage middle-aged backbone teachers to take the initiative,and improve their efforts and work performance.Based on Maslow’s hierarchy of needs theory and Herzberg’s two-factor theory,it’s found that there are prominent problems in the incentive mechanism of middle-aged backbone teachers,which are mainly manifested in the following aspects.First,the employment system of middle-aged backbone teachers is not reasonable;second,the means of performance appraisal is not scientific;third,the promotion of professional title is not reasonable;fourth,the salary and welfare structure is not comprehensive;fifth,the training and refresher mechanism is not reasonable and comprehensive.The causes of these problems are various,mainly including the following aspects: the first is the backward management concept,the second is the administration of colleges and universities,the third is the imperfect management system,the fourth is the backward basic management methods.In view of the existing problems and influencing factors in the incentive mechanism of middle-aged backbone teachers in Z university,countermeasures and suggestions are proposed in this study.Under the guidance of maximizing the utility of human capital and making the goal of middle-aged backbone teachers consistent with the goal of the school,we should follow these principles: Take teacher as the foundation,combine material incentive with spirit incentive,pay attention to efficiency,fairness and difference.What’s more,we should further improve the employment system,optimize the performance appraisal system,expand the promotion channels,improve the salary distribution system,and improve the training and development system.