Study On Teacher Incentive Mechanism Of WL Private High School In Lijiang

In the new development stage,the main social contradictions of unbalanced and insufficient development will still restrict China's construction of a prosperous,strong,democratic,civilized and harmonious modern socialist country at present and for a long time to come.This major social contradiction is reflected in education,which is the gap between urban and rural areas,between the East and the west,and between different classes in educational resources,teachers,supporting facilities,management ability and so on.Lijiang WL private high school is located in Lijiang City,a southwest ethnic minority area.For a long time,subject to the limitations of the overall local economic and social development and the constraints of their own management level,the problem of brain drain of school teachers has become increasingly serious due to the lag of mechanism construction,lack of work motivation,vague role cognition and other reasons.At the intersection of the epidemic in the century and the changes in the century,the global economy continues to decline,and the domestic private economy,including private high schools,is struggling and full of difficulties.Through the promulgation of important laws and regulations such as the law on the promotion of the people and the regulations on the implementation of the law on the promotion of the people,the state has deepened the reform in the field of education,vigorously rectified the educational chaos of "cutting-edge enrollment" and "cross regional enrollment" in some private schools,and orderly standardized the private education market.For Lijiang WL private high school,the previous experience and practice of relatively single,extensive and material incentive are difficult to guide the specific practice and practical needs of the current teacher incentive work.This requires that Lijiang WL private high school should abide by the principle of integrity,innovation,perseverance,actively explore a new path of teacher incentive,and create a new situation of teacher incentive in private high school.This paper takes the hierarchy of needs theory,equity theory,expectation theory,reinforcement theory and Porter Lawler's comprehensive incentive theory as the theoretical basis,takes Lijiang WL private high school as a case,combined with the methods of one-to-one interview and questionnaire survey,summarizes the main problems existing in the teacher incentive work of Lijiang WL private high school,and deeply analyzes the reasons.The author puts forward relevant measures to build the incentive mechanism of Lijiang WL private high school teachers from four dimensions: internal individual factors,external stimulating factors,behavior related factors and restrictive factors,which are important components of the incentive theory.The study found that the main problems of teachers' incentive in Lijiang WL private high school are: weak overall incentive consciousness,lagging construction of performance appraisal system,lack of tracking and supervision of appraisal implementation,imperfect salary and welfare system,vague cognition of teachers' role,lack of sense of professional belonging,imperfect training mechanism and unimpeded career promotion channels.The research shows that the main reasons for the current problems in the school's incentive work are the weak overall incentive consciousness of the school and the imperfection of the incentive system.The construction of the incentive mechanism for teachers of Lijiang WL private high school should achieve the high fit and close consistency between the organizational objectives and personal pursuit,adhere to the principle of fairness,and take six measures: school managers should enhance the incentive consciousness;Improve the performance appraisal system;Actively promote the adjustment of salary structure and enrich material incentive forms;Focus on the construction of role cognition and continuously enhance teachers' sense of belonging;Promote training;School managers should adhere to the concept that talents are the first productive force and earnestly bring the incentive work into the important link of school human resources work.Effectively solve the problems existing in the current teacher incentive,so as to avoid the serious consequences of personnel loss,improve the competitiveness of the school and promote the sustainable and healthy development of the school.