Study On The Optimization Of The Incentive Mechanism For Teachers Of Elementary Education In A School

In the current economic and social context of our country,strengthening the construction and management of the teaching team,improving the overall quality of the teaching team,and comprehensively promoting the reform of basic education are the fundamental guarantee for achieving high-level,high-quality,and sustainable development of education.Take A school as an example.In recent years,the teaching quality of A school has also improved significantly compared with previous years.However,there are still some teachers who are not motivated to work,innovative,and some teachers are tired.In order to mobilize teachers' enthusiasm for work,A school has taken some attempts to motivate teachers,which has achieved certain results.However,due to the limitations of incentive measures,it still cannot really promote the enthusiasm of the teaching team.Therefore,the construction of a scientific and effective elementary education teacher incentive mechanism is the main issue that needs to be solved urgently in A school.Under the guidance of two-factor motivation theory,this paper uses research methods such as social surveys,questionnaire interviews,and literature analysis to discuss the composition of teachers in school A and the current incentive mechanism,combined with the professional needs and satisfaction surveys of teachers in school A,and put forward The problem of teacher motivation in School A is mainly manifested in the insufficient performance of salary and welfare incentives,insufficient matching of performance appraisal and teacher positions,teacher promotion incentives mainly relying on management channels,and teacher professional training not included in the incentive category.The reasons are from In terms of health care factors,it is mainly due to insufficient optimization of teacher salary structure in School A,relatively weak teacher welfare guarantee,and teachers' working environment needs to be improved;from the perspective of incentive factors,it is mainly due to performance management concepts and execution that need to be strengthened,and teachers' professional promotion channels are not designed.Science,education,training and incentive management are not in place.Based on this,this article takes the dual-factor incentive theory as the main line,combined with the teacher incentive problem orientation and development orientation of A school,and proposes specific optimization countermeasures and corresponding implementation guarantee measures,namely: from the health factor,the teacher salary structure system should be further optimized.Continue to standardize and flexibly design wages and benefits,and build a good working environment for teachers.In terms of motivation factors,it is necessary to construct the performance appraisal system,good channels for career promotion,and continue to strengthen the motivational efficiency in teacher training to promote Teachers in School A produce good motivational effects.