Research On The Incentive-mechanism Of Primary And Secondary Teachers In Yangpu

Education is the foundation of a long-term plan.The prosperity of a country cannot do without education,especially basic education.As the direct disseminator of basic education,teachers in primary and secondary play are very important in education.Since the reform and opening up,a variety of private enterprises have been set up.Enterprises use various incentive means to motivate employees to promote their own development.Teachers also need to be encouraged to work hard to teach well by the administration.A perfect teacher incentive mechanism is conducive to the stability of the teaching staff which can stimulate the enthusiasm of teachers in teaching,which will improve the quality of basic education in return.Therefore,how to motivate teachers to work hard and teach students well is a very valuable topic.In this paper,the author put forward and analyzes the problems existing in the incentive of primary and secondary school teachers in Yangpu Economic Development Zone with the help of incentive theory and the current situation of the primary and secondary school teachers in Yangpu Economic Development Zone.Afterwards,the author puts forward the corresponding countermeasures on this basis.The theoretical basis of this study is Maslow's demand theory,two factor theory and equity theory.This study analyzes the current situation of teachers' motivation in Yangpu Economic Development Zone from five aspects: Teachers' workload,teachers' treatment,teachers' promotion,teachers' evaluation and teachers' training.Through the relevant research and investigation,the author found that the problems of teacher incentive in Yangpu Economic Development Zone are: the teachers' burden is too heavy,the salary of teachers is not reasonable,the promotion system is not scientific,the evaluation mechanism is not reasonable,and the training mechanism is not perfect.Then the author analyzes the causes of the relevant problems,these reasons are: low status of schools and teachers,rigid training system,school staffing management system,the disadvantages of quantitative assessment and the influence of social culture and bureaucracy.According to these problems,the corresponding countermeasures are put forward.These countermeasures include: to improve the status both of primary and secondary school teachers and the status of primary and secondary schools;to broaden the promotion path of teachers so that the promotion path is no longer single;to optimize the evaluation system of teachers;to optimize in-service training to improve the quality of in-service training of teachers;to formulate relevant laws and strictly implement them;to provide differentiated incentives for teachers and reduce the burden on schools and teachers.