本文選題：高校 + 青年教師　； 參考：《華中師范大學(xué)》2012年碩士論文

【摘要】：近年來(lái),隨著高校招生規(guī)模的不斷擴(kuò)大,高校教師資源緊缺,為了緩解高校教師資源緊缺問(wèn)題,大批青年教師(本文界定為35歲以下)被引進(jìn)高校,使得青年教師在高校師資隊(duì)伍中的比例越來(lái)越大。因而調(diào)動(dòng)青年教師的工作積極性和主動(dòng)性,發(fā)揮他們的創(chuàng)造力,深度挖掘他們的工作潛力,建設(shè)一支高水平的青年教師人才隊(duì)伍,已是擺在每一位高校管理者面前的一項(xiàng)重要課題。而建設(shè)一支高水平的青年教師人才隊(duì)伍最關(guān)鍵的就是對(duì)其進(jìn)行有效激勵(lì),因此本文對(duì)高校青年教師激勵(lì)問(wèn)題與對(duì)策的研究具有十分重要的現(xiàn)實(shí)意義。 文章首先闡述了激勵(lì)的相關(guān)概念及高校青年教師的工作特點(diǎn)和需求特征。其次,對(duì)高校青年教師需要怎樣的有效激勵(lì)進(jìn)行探討,進(jìn)而發(fā)現(xiàn)高校青年教師激勵(lì)中存在的問(wèn)題,并對(duì)問(wèn)題進(jìn)行了詳細(xì)的描述和系統(tǒng)的梳理。最后,綜合上述研究,嘗試提出高校青年教師的激勵(lì)對(duì)策：闡述了有效激勵(lì)在充分發(fā)揮高校青年教師內(nèi)在潛力,有效提高高校青年教師工作效率,營(yíng)造良好青年教師競(jìng)爭(zhēng)環(huán)境,增強(qiáng)青年教師的凝聚力中的重要作用。指出了高校青年教師有效激勵(lì)的總體思路,以實(shí)現(xiàn)組織目標(biāo)為導(dǎo)向,以未被滿足的需要為基點(diǎn),以調(diào)動(dòng)工作積極性為目的,以適當(dāng)?shù)募?lì)方法為手段。 文章提出了高校青年教師有效激勵(lì)的幾點(diǎn)具體措施,一是強(qiáng)化青年教師的自我激勵(lì),增強(qiáng)激勵(lì)的主體性；二是重視青年教師的精神激勵(lì),增強(qiáng)激勵(lì)的全面性；三是確立青年教師的多元評(píng)價(jià),增強(qiáng)激勵(lì)的科學(xué)性；四是完善青年教師的激勵(lì)政策,增強(qiáng)激勵(lì)的公平性；五是做好青年教師的職業(yè)規(guī)劃,增強(qiáng)激勵(lì)的發(fā)展性。
[Abstract]:In recent years, with the continuous expansion of college enrollment and the shortage of university teachers' resources, a large number of young teachers (defined as below 35 years old in this paper) have been introduced into universities in order to alleviate the shortage of university teachers' resources. Make young teachers in the ranks of teachers in colleges and universities more and more proportion. Therefore, we should mobilize the enthusiasm and initiative of young teachers in their work, bring their creativity into full play, tap their working potential in depth, and build up a contingent of young teachers with a high level of talent. It is an important subject in front of every university administrator. The key to build a high level of young teachers is to encourage them effectively. Therefore, this paper has a very important practical significance in the study of the incentive problems and countermeasures of young teachers in colleges and universities. This paper first expounds the related concepts of motivation and the characteristics of the work and needs of young teachers in colleges and universities. Secondly, this paper discusses how to encourage young teachers in colleges and universities, and then finds out the problems existing in the motivation of young teachers in colleges and universities, and describes the problems in detail and systematically combs them out. Finally, by synthesizing the above research, this paper tries to put forward the incentive countermeasures for young teachers in colleges and universities: it expounds that effective incentives can give full play to the inherent potential of young teachers in colleges and universities, effectively improve the working efficiency of young teachers in colleges and universities, and create a good competitive environment for young teachers. To strengthen the cohesion of young teachers in the important role. This paper points out the overall idea of effective motivation for young teachers in colleges and universities, which is guided by the realization of organizational goals, based on unsatisfied needs, aimed at arousing work enthusiasm, and with appropriate incentive methods as the means. This paper puts forward some concrete measures for effective motivation of young teachers in colleges and universities, one is to strengthen young teachers' self-motivation and the other is to strengthen their subjectivity, the other is to attach importance to the spiritual motivation of young teachers and enhance their comprehensiveness. Third, to establish the multiple evaluation of young teachers, to enhance the scientific nature of incentives; fourth, to improve the incentive policy of young teachers, to enhance the fairness of incentives; fifth, to do a good job of young teachers' career planning, and to enhance the development of incentives.
【學(xué)位授予單位】：華中師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：G645.1

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