本文選題：大專院校 + 激勵機制�。� 參考：《西南交通大學(xué)》2012年碩士論文

【摘要】：隨著21世紀的到來,我國實施普及大眾教育,“科教興國”這一概念也越發(fā)深入人心。學(xué)校作為知識的策源地、人才培養(yǎng)的開發(fā)地,應(yīng)該具備一套完善的激勵機制以使得學(xué)校的管理規(guī)范化。如何合理利用激勵機制來穩(wěn)定學(xué)校師資隊伍的建設(shè)也成了各大高校的必修課。 本文在查閱和分析國內(nèi)外有關(guān)教師激勵機制研究的文獻的基礎(chǔ)上,對我國大專院校教師激勵機制的現(xiàn)狀和存在問題進行了分析。同時又結(jié)合基本理論設(shè)計出訪談提綱和問卷,通過實地訪談和問卷調(diào)查對現(xiàn)在大專院校教師的需求進行研究和辨析。辨析結(jié)果為：目前高校教師比較重視的三大激勵需求分別是經(jīng)濟保障需求、職業(yè)發(fā)展需求、環(huán)境和諧需求。并根據(jù)調(diào)查結(jié)果總結(jié)出在進行方案設(shè)計時應(yīng)注意的方面而以此為參考設(shè)置設(shè)計時應(yīng)當(dāng)遵循的原則。最后找出激勵機制有效運行的激勵載體即薪酬制度、績效考核制度、培訓(xùn)制度和溝通協(xié)調(diào)機制。從而對教師的薪酬制度進行構(gòu)建,將教師的薪酬制度劃分為三個部分：一、針對大多數(shù)教師采用的一般薪酬制度——復(fù)式薪酬制度。復(fù)式薪酬制度是結(jié)合雙因素理論所設(shè)計的由內(nèi)在激勵和外在激勵共同組成的復(fù)式薪酬激勵制度；二、針對學(xué)校有意吸引的高技術(shù)型人才采用的年薪制薪酬制度；三、針對學(xué)校有意吸引和保留的優(yōu)秀教師所采用的協(xié)議工資制度。從這三方面入手對教師進行物質(zhì)上的激勵。同時也對績效考核制度進行了闡述,將績效考核分為定量考核和定性考核兩個部分。對教師教學(xué)和科研兩部分內(nèi)容進行質(zhì)量和數(shù)量上的考核,由此來斷定教師的培養(yǎng)、晉職、晉級和解聘。當(dāng)然在績效考核的時候還應(yīng)該注意教師的差異性,明確不同科目、不同職務(wù)的教師任務(wù),區(qū)分權(quán)重,進行考核。最后,還應(yīng)規(guī)定考核的期限。文中還對培訓(xùn)制度和溝通協(xié)調(diào)機制進行了歸納,也是針對不同職務(wù)對教師進行不同形式的培訓(xùn),并建立一個合理的溝通協(xié)商機制以促成學(xué)校跟教師的溝通,上下級之間的即時溝通以及教師之間的相互溝通從而擴大教師的民主管理權(quán)利。
[Abstract]:With the coming of the 21st century, the concept of popularizing mass education has been carried out in our country, and the concept of "rejuvenating the country through science and education" has become more and more popular. School as the source of knowledge, the development of talent training, should have a set of perfect incentive mechanism to make the school management standardized. How to make rational use of the incentive mechanism to stabilize the construction of the teaching staff has also become a compulsory course in the major colleges and universities. Based on the reference and analysis of the literature on the research of the teachers' incentive mechanism at home and abroad, This paper analyzes the current situation and existing problems of teachers' incentive mechanism in colleges and universities in China. At the same time, combining with the basic theory, the author designs the interview outline and questionnaire, through the field interviews and questionnaires, the needs of teachers in colleges and universities are studied and analyzed. The results are as follows: at present, college teachers pay more attention to the needs of economic security, professional development and environmental harmony. According to the results of the investigation, the paper summarizes the aspects that should be paid attention to in the design of the scheme, and takes this as the reference to the principles to be followed when setting up the design. Finally, we find out the incentive carriers of effective operation of incentive mechanism, that is, salary system, performance appraisal system, training system and communication coordination mechanism. Thus the teacher's salary system is constructed, and the teacher's salary system is divided into three parts: first, aiming at the general salary system-duplex salary system adopted by most teachers. Duplex salary system is a duplex salary incentive system, which is designed by combining the theory of two factors; second, the annual salary system is adopted for the high-technology talents that the school intends to attract; third, An agreed wage system for qualified teachers who are intended to be attracted and retained by schools. Starting from these three aspects, teachers are encouraged materially. At the same time, the performance appraisal system is expounded, the performance appraisal is divided into two parts: quantitative assessment and qualitative evaluation. The quality and quantity of teachers' teaching and scientific research are evaluated, and the training, promotion, promotion and dismissal of teachers are determined. Of course, we should pay attention to the differences of teachers in performance appraisal, define the tasks of teachers in different subjects and different positions, distinguish the weights and assess. Finally, the time limit for assessment should also be specified. It also summarizes the training system and communication coordination mechanism. It also aims at different kinds of training for teachers in different positions, and establishes a reasonable communication and consultation mechanism to facilitate the communication between schools and teachers. Instant communication between superiors and subordinates and mutual communication between teachers to expand teachers' rights to democratic management.
【學(xué)位授予單位】：西南交通大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：G645.1

【參考文獻】

相關(guān)期刊論文 前10條

1 向祖強;;我國教師激勵機制的缺失及設(shè)計[J];教師教育研究;2008年04期

2 劉宗南;;對“高等教育管理學(xué)”體系建構(gòu)與整合的思考[J];高等教育研究學(xué)報;2003年03期

3 劉敏;杜治平;;構(gòu)建新型的高校教師薪酬激勵機制[J];管理科學(xué)文摘;2007年04期

4 林娜;人力資源開發(fā)與高校師資隊伍建設(shè)[J];廣西大學(xué)學(xué)報(哲學(xué)社會科學(xué)版);2003年06期

5 趙世超,田建榮;創(chuàng)建合理有序的高校人才流動機制[J];高等教育研究;2003年04期

6 彭湃;;大學(xué)、政府與市場:高等教育三角關(guān)系模式探析——一個歷史與比較的視角[J];高等教育研究;2006年09期

7 徐娜;加強高校師資培訓(xùn)工作的幾點建議[J];黑龍江高教研究;2003年03期

8 陳浩,薛聲家;教育投入對中國區(qū)域經(jīng)濟增長貢獻的計量分析[J];經(jīng)濟與管理;2004年10期

9 陳銀娥;激勵契約理論評述[J];經(jīng)濟學(xué)動態(tài);2003年09期

10 蘇宇紅;肖江淑;;高校教師激勵機制創(chuàng)新研究[J];湖南科技學(xué)院學(xué)報;2006年08期

相關(guān)博士學(xué)位論文 前1條

1 王勇明;中國高校教師激勵機制實證研究[D];南京農(nóng)業(yè)大學(xué);2007年

，

本文編號：1999362