Research On The Teacher Incentive Mechanism Of DS Vocational Training Institutions Under The Two-factor Theor

As the country pays more and more attention to vocational education,more and more enterprises join the attraction of vocational training track,and vocational training institutions(enterprises)are popular.As a heavy human light asset enterprise,vocational training institutions rely on teachers with teaching ability and teaching experience to improve students ’ examination pass rate,build institutional reputation and achieve long-term profitability.It can be said that teachers are the most formal human resources of vocational training institutions and the most valuable assets of enterprises.Strengthening the incentive of teachers can effectively improve the enthusiasm of teachers,improve the level of teaching and research,and ensure higher training pass rate,thus shortening the training cycle,reducing training costs and creating greater profits.At present,there are few studies on teacher incentive in vocational training institutions,and there are differences in specific research objects and incentive theories.This paper selects the teaching staff of small and medium-sized DS training institutions with certain representativeness in scale as the research object.Based on Herzberg ’s two-factor theory,this paper adopts literature research method and questionnaire survey method to investigate the satisfaction of incentive mechanism of current teaching staff.The statistical analysis method is used to determine the dimension of low satisfaction of institutional teachers,and some teachers are selected for demand interviews.Based on the results of questionnaire survey and demand interview,this paper analyzes the problems and causes of the current DS institutional teachers in incentive factors and health care factors,and puts forward optimization suggestions.The research shows that DS vocational training institutions should combine their own development reality,realize the win-win situation between institutions and teachers,build a community of interests as the starting point,and ensure the satisfaction of teachers with health care factors,such as improving the salary system,adjusting salary and treatment in time,ensuring relative fairness,standardizing salary standards,promoting income diversification,improving office conditions,and optimizing institutional management.On this basis,the incentive effect of incentive factors should be strengthened.By establishing flexible working system,strengthening mutual trust between institutions and teachers,creating more sense of achievement,and strengthening psychological pressure counseling,teachers ’satisfaction with the work itself can be improved and teachers ’ enthusiasm for teaching can be stimulated.At the same time,we will help teachers achieve better self-improvement,improve the training system,establish a fault-tolerant mechanism,enable teachers to create more stable and sustainable value in institutions,increase the stickiness between excellent teachers and institutions,and promote greater human efficiency.Finally,institutions must establish the concept of sustainable development,and must establish and improve the feedback and supervision mechanism of teachers,so as to ensure that the optimization of incentive mechanism can be implemented and truly effective.This study can not only solve the problem of teacher incentive mechanism in DS vocational training institutions,improve the satisfaction of teachers in DS institutions,help the healthy,sustainable and stable development of the institutions,and enhance market competitiveness,but also form a certain reference for the optimization of employee incentive mechanism in other similar vocational training institutions.