Research On Incentive Optimization Of Teachers In Sichuan A Private Secondary Vocational Schools Based On Two-Factor Theory

With the rapid development of domestic economy,the number of private secondary vocational schools is increasing day by day.As an important participant in the growth and development of private secondary vocational schools,the development of secondary vocational teachers cannot be ignored.The stability of secondary vocational teachers has a vital impact on the development of secondary vocational schools and secondary vocational education.Therefore,the effective use of incentives and stability of teachers to promote the development of teachers is one of the urgent problems to be solved in many private secondary vocational schools as well as the whole secondary vocational education.This paper takes the teacher incentive of private secondary vocational school A in Sichuan as the research object.Starting from the two factor theory,it conducts incentive questionnaire survey and interview for teachers of private secondary vocational school A in Sichuan,and uses SPSS software to analyze the current situation of teacher incentive,difference analysis,etc.It is found that teachers of private secondary vocational school A in Sichuan are generally low in incentive satisfaction,which is reflected in the lowest salary satisfaction in the health care factor,In the aspect of motivation factors,the satisfaction of development prospects is the lowest,and there are differences in the satisfaction of teachers with different genders,ages,educational backgrounds,professional titles and teaching years.Through investigation and analysis,based on the two factor theory,it is found that there are the following main problems in the teacher incentive of private secondary vocational school A in Sichuan: unscientific incentive policy,unreasonable salary incentive,lack of basic welfare incentive,unreasonable performance evaluation,lack of teacher development planning and management,and training incentive to be improved.In combination with the actual development of private secondary vocational school A in Sichuan,the main reasons for the above problems are analyzed: the formulation of incentive policies is not systematic,the salary and basic welfare incentives do not take into account the actual needs of teachers,the formulation and implementation of performance evaluation standards are insufficient,the demand analysis and satisfaction of teachers’ development are insufficient,and training incentives are not combined with the actual development of teachers.Combined with the comprehensive incentive model,the paper puts forward an optimization scheme that includes incentive objectives,three principles and optimization of safeguard measures.The specific optimization plan is: guided by real istic and feasible incentive goals;Adhere to the three principles of people-oriented,rationality and difference;Optimize the subject and object incentive guarantee,improve the salary and welfare incentive,strengthen the construction and implementation of performance evaluation,establish a teacher development system and effectively implement it,and strengthen the incentive role of training.Through the proposed optimization plan,it is expected to further enrich the teacher incentive theory of private secondary vocational schools,provide effective reference for Sichuan A private secondary vocational schools to scientifically formulate and effectively implement teacher incentive,so as to achieve good incentive effect,promote the development of school human resource management and achieve strategic objectives.