高校輔導(dǎo)員激勵問題及對策研究
發(fā)布時(shí)間：2018-07-27 19:21
【摘要】：輔導(dǎo)員是大學(xué)生思想政治教育工作的骨干力量,是大學(xué)生健康成長的指導(dǎo)者、引路人和知心朋友,肩負(fù)著加強(qiáng)對大學(xué)生進(jìn)行思想政治教育,提高他們的思想政治覺悟,幫助和引導(dǎo)他們樹立正確的世界觀、人生觀、價(jià)值觀,培養(yǎng)社會主義事業(yè)的建設(shè)者和接班人的重要任務(wù)。隨著我國社會經(jīng)濟(jì)體制深刻變革、社會結(jié)構(gòu)深刻變動、利益格局深刻調(diào)整,高等教育也呈現(xiàn)出新的特點(diǎn),這對從事學(xué)生工作的高校輔導(dǎo)員提出了更高的工作要求。黨和國家高度重視高校輔導(dǎo)員隊(duì)伍建設(shè),但由于多方面原因,我國高校輔導(dǎo)員的激勵機(jī)制仍欠完善。高校輔導(dǎo)員面臨著工作任務(wù)重、薪酬待遇較差、人員積極性不高、職業(yè)發(fā)展困擾較多等諸多問題。對輔導(dǎo)員進(jìn)行有效的激勵,提高其工作積極性、能力和水平,對于高校輔導(dǎo)員隊(duì)伍建設(shè),尤其是輔導(dǎo)員職業(yè)化、專業(yè)化和專家化具有重要意義,也能夠進(jìn)一步提升高等教育的質(zhì)量和水平,提高人才培養(yǎng)的素質(zhì)和質(zhì)量。本文從高校輔導(dǎo)員激勵的時(shí)代背景、問題根源入手,層層深入,對高校輔導(dǎo)員激勵機(jī)制進(jìn)行分析,并提出相應(yīng)的對策。 全文共分三個部分,按照提出問題、分析問題、解決問題的基本思路進(jìn)行研究和行文的架構(gòu)。 第一章：主要論述高校輔導(dǎo)員激勵的時(shí)代背景及其內(nèi)涵。黨和國家十分重視高校輔導(dǎo)員隊(duì)伍建設(shè),并于2006年頒布實(shí)施了《普通高校輔導(dǎo)員隊(duì)伍建設(shè)規(guī)定》,重申其重要性。而目前高校輔導(dǎo)員隊(duì)伍面臨著工作任務(wù)重、薪酬待遇較差、人員積極性不高、職業(yè)發(fā)展困擾較多等現(xiàn)狀。在此背景下,滿足高校輔導(dǎo)員的內(nèi)在精神需求,構(gòu)建激勵機(jī)制顯得極為必要。本文認(rèn)為,高校輔導(dǎo)員激勵就是指在尊重輔導(dǎo)員主體性的基礎(chǔ)上,通過多種外部因素滿足他們的正當(dāng)需要,從而激活其內(nèi)驅(qū)力和維持其積極性的過程。其特點(diǎn)在于激勵手段更趨復(fù)雜化、激勵目的多指向思想因素、激勵方式呈現(xiàn)平等化和多樣化訴求、柔性激勵優(yōu)于制度激勵。其對于激發(fā)和調(diào)動輔導(dǎo)員的工作積極性,實(shí)現(xiàn)輔導(dǎo)員個人目標(biāo)與學(xué)校愿景的統(tǒng)一,留住優(yōu)秀人才,提升隊(duì)伍素質(zhì)等具有積極作用。 第二章：主要閘明了高校輔導(dǎo)員激勵所取得的成效、存在的問題,并進(jìn)行了原因分析。我國高校輔導(dǎo)員制度已有50多年的發(fā)展歷史,這其中也取得了不少成績。目前,高校輔導(dǎo)員自身素質(zhì)不斷提高、隊(duì)伍建設(shè)明顯加強(qiáng)、大學(xué)生成長成才得以保證、激勵機(jī)制基本成形并發(fā)揮積極作用等是多年來我國高校輔導(dǎo)員激勵方面所取得的成效,全社會對輔導(dǎo)員的重視程度正不斷提高,輔導(dǎo)員的隊(duì)伍建設(shè)也日漸增強(qiáng),這些都與我國長期對輔導(dǎo)員的激勵有著密切關(guān)聯(lián)。但與此同時(shí),輔導(dǎo)員激勵方面還存在著薪酬水平相對較低、晉升發(fā)展空間較窄、考核評價(jià)不夠科學(xué)、獎懲措施力度不恰當(dāng)、培養(yǎng)機(jī)制不完善等問題。問題的客觀存在一定程度上不利于輔導(dǎo)員的隊(duì)伍穩(wěn)定性和工作積極性。本章綜合借鑒了亞當(dāng)斯公平理論和馬斯洛需要層次理論,并從心理學(xué)、管理學(xué)等角度指出問題的主要原因在于：其一是在教學(xué)是中心,科研為龍頭的高校,從事思想政治教育的輔導(dǎo)員任務(wù)繁重、工作成就不高,導(dǎo)致其職業(yè)認(rèn)同感較低；其二是高校深化改革中對輔導(dǎo)員的選擇和培養(yǎng)方面存在政策短缺,從而帶來輔導(dǎo)員職業(yè)歸屬感降低等不利影響；其三是輔導(dǎo)員管理部門科學(xué)管理水平不高,管理理念滯后,管理主體不明確,管理制度不健全,管理方式待改進(jìn)等,不利于輔導(dǎo)員的自身成長和工作開展。 第三章：主要針對目前我國高校輔導(dǎo)員激勵中存在的問題提出相應(yīng)的對策。高校輔導(dǎo)員的激勵對策和措施不能依賴于傳統(tǒng)的激勵方法,而需要構(gòu)建起切合這一群體特點(diǎn)的激勵機(jī)制,在滿足個體需求時(shí)充分調(diào)動其工作積極性,創(chuàng)造高質(zhì)量的工作環(huán)境,最大程度地發(fā)掘其潛力,從而達(dá)到輔導(dǎo)員工作中的用才、育才、留才目的,同時(shí)需要調(diào)動各方面、各要素形成合力,構(gòu)建并完善輔導(dǎo)員激勵長效機(jī)制,方能形成激勵與成效的雙向發(fā)展。首先要從多個方面提高對高校輔導(dǎo)員激勵的重要性的認(rèn)識,包括營造尊重輔導(dǎo)員的良好氛圍,建立輔導(dǎo)員激勵機(jī)制的保障體系,并在理論研究上對輔導(dǎo)員激勵機(jī)制建設(shè)進(jìn)行探索和運(yùn)用等。其次要在輔導(dǎo)員激勵上把握正確的原則,主要包括堅(jiān)持以人為本、科學(xué)性與系統(tǒng)性相結(jié)合、物質(zhì)激勵與精神激勵相結(jié)合、適時(shí)激勵與適量激勵相結(jié)合、正激勵與負(fù)激勵相結(jié)合等原則。再者要形成內(nèi)外兼修的高校輔導(dǎo)員激勵機(jī)制,主要是完善和提高選聘、薪酬、福利等外在激勵性因素水平,加大激勵力度,同時(shí)從職業(yè)認(rèn)同感、發(fā)展空間、培養(yǎng)機(jī)制等方面進(jìn)一步完善內(nèi)在激勵性因素,保證長期激勵。最后要以科學(xué)發(fā)展觀為指導(dǎo),從更新管理理念、明確管理主體、健全管理制度、改進(jìn)管理方式等方面加強(qiáng)輔導(dǎo)員隊(duì)伍的科學(xué)管理,為輔導(dǎo)員的成長與隊(duì)伍發(fā)展解決好上層建筑層面的問題。 結(jié)語：綜合全文得出基本的結(jié)論,并指出高校輔導(dǎo)員激勵機(jī)制的建立健全需要全社會上下齊心協(xié)力,同時(shí)也離不開輔導(dǎo)員自身的努力。
[Abstract]:The instructor is the backbone of the ideological and political education of college students. It is the guide of the healthy growth of the college students, the guide and the intimate friends. It is shouldering the ideological and political education of the college students, improving their ideological and political consciousness, helping and guiding them to set up the correct world outlook, outlook on life, values and the socialist cause. The important tasks of the builders and successors. With the profound changes in the social and economic system in China, the profound changes in the social structure, the profound adjustment of the pattern of interests and the new characteristics of the higher education, the higher requirements for the college counselors engaged in the student work have been put forward. The party and the state attach great importance to the construction of the college counselors, but Because of many reasons, the incentive mechanism of College Counselors in China is still imperfect. College counselors are faced with many problems, such as heavy work tasks, poor remuneration, low enthusiasm for personnel, and many difficulties in career development. In particular, the professionalization, specialization and expert of the counselor is of great significance, and it can further improve the quality and level of higher education and improve the quality and quality of the training of talents. This paper, starting with the background of the encouragement of college counselors, starts with the root of the problem, analyzes the incentive mechanism of college counselors, and puts forward the situation. Countermeasures should be taken.
The full text is divided into three parts. According to the basic train of thought, the basic idea of asking questions, analyzing problems and solving problems, we will study and write the framework.
The first chapter mainly discusses the background and connotation of the incentive of college counselors. The party and the state attach great importance to the construction of the team of college counselors, and in 2006 promulgated and implemented the regulations of the construction of the team of college counselors, reaffirming their importance. At present, the team of College Counselors is faced with heavy work tasks, poor remuneration and personnel. In this context, in this context, it is very necessary to meet the inner spiritual needs of college counselors and to build an incentive mechanism. This paper holds that the incentive of college counselors is to meet their legitimate needs through a variety of external factors on the basis of respecting the subjectivity of the counselors and activate their internal drive. The process of making and maintaining its enthusiasm is that the incentive means more complex, the incentive aims to point to the ideological factors, the incentive methods present the equality and diversification appeal, and the flexible incentive is better than the system incentive. Excellent talent, improve the quality of the team has a positive role.
The second chapter: the main purpose of this paper is to clarify the achievements of college counselor incentive, the existing problems, and the cause analysis. The college counselor system in China has been developed for more than 50 years, which has also achieved a lot of achievements. At present, the quality of college counselors has been improved, the team construction is obviously strengthened, and the growth of college students is able to grow up. It is guaranteed that the incentive mechanism has been formed and played a positive role in promoting the encouragement of College Counselors in our country for many years. The attention of the whole society to the counselors is increasing and the team building of the counselors is increasing. These are closely related to the long-term incentive to the counselors in our country. There are still a relatively low salary level, narrow promotion and development space, inadequate assessment and evaluation, inadequate rewards and punishment measures, imperfect training mechanism and so on. The objective existence of the problem is not conducive to the stability of the counselors and the work product polarity to some extent. This chapter is a comprehensive reference to Adams's fair theory and the theory of fairness. Maslow needs the theory of hierarchy, and points out the main reasons for the problems from the perspectives of psychology and management. The first is that in the teaching is the center, the scientific research is the leading university, the counselor engaged in the ideological and political education is heavy, the work achievement is not high, and the professional identity is low, and the second is the counselor in the deepening reform of the University. There is a shortage of policy in the selection and training, which brings the negative influence of the sense of professional belonging of the counselor, and third, the scientific management level of the counselor management department is not high, the management concept is lagging, the management subject is not clear, the management system is not sound, the management mode is improved and so on, which is not conducive to the self-development and work of the counselors.
The third chapter: the corresponding countermeasures are put forward in view of the existing problems in the encouragement of College Counselors in our country. The incentive countermeasures and measures of the college counselors should not rely on the traditional incentive methods, but the incentive mechanism should be built to meet the characteristics of the group so as to fully mobilize their enthusiasm and create high quality in meeting the needs of the individual. At the same time, it is necessary to mobilize all aspects, all the elements to form a joint force, build and improve the incentive mechanism of the instructor, so as to form a two-way development of incentive and effectiveness. The understanding of the importance of encouragement includes building a good atmosphere of respecting the counselors, establishing a guarantee system for the incentive mechanism of counselors, and exploring and applying the incentive mechanism construction of counselors in theoretical research. Secondly, we should grasp the correct principles in the encouragement of counselors, including adhering to the people-oriented, scientific and systematic nature. Combination, the combination of material incentives and spiritual incentives, timely incentives and appropriate incentives combined, positive incentives and negative incentives, and other principles. In addition, the formation of both internal and external college counselors incentive mechanism, mainly to improve and improve the selection, salary, welfare, and other incentives, and increase motivation, and from the sense of professional identity, and hair. In the direction of Scientific Outlook on Development as the guidance, we should strengthen the scientific management of the counselor team from the aspects of renewing the concept of management, defining the main body of management, perfecting the management system, improving the management mode, and solving the upper class for the counselors' growth and team development. The problem of the building level.
Conclusion: the comprehensive full text draws the basic conclusions, and points out that the establishment and improvement of the incentive mechanism of college counselors needs the whole society to work together and together, at the same time, it is inseparable from the efforts of the counselors themselves.
【學(xué)位授予單位】：西南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：G641
本文編號：2148892
[Abstract]:The instructor is the backbone of the ideological and political education of college students. It is the guide of the healthy growth of the college students, the guide and the intimate friends. It is shouldering the ideological and political education of the college students, improving their ideological and political consciousness, helping and guiding them to set up the correct world outlook, outlook on life, values and the socialist cause. The important tasks of the builders and successors. With the profound changes in the social and economic system in China, the profound changes in the social structure, the profound adjustment of the pattern of interests and the new characteristics of the higher education, the higher requirements for the college counselors engaged in the student work have been put forward. The party and the state attach great importance to the construction of the college counselors, but Because of many reasons, the incentive mechanism of College Counselors in China is still imperfect. College counselors are faced with many problems, such as heavy work tasks, poor remuneration, low enthusiasm for personnel, and many difficulties in career development. In particular, the professionalization, specialization and expert of the counselor is of great significance, and it can further improve the quality and level of higher education and improve the quality and quality of the training of talents. This paper, starting with the background of the encouragement of college counselors, starts with the root of the problem, analyzes the incentive mechanism of college counselors, and puts forward the situation. Countermeasures should be taken.
The full text is divided into three parts. According to the basic train of thought, the basic idea of asking questions, analyzing problems and solving problems, we will study and write the framework.
The first chapter mainly discusses the background and connotation of the incentive of college counselors. The party and the state attach great importance to the construction of the team of college counselors, and in 2006 promulgated and implemented the regulations of the construction of the team of college counselors, reaffirming their importance. At present, the team of College Counselors is faced with heavy work tasks, poor remuneration and personnel. In this context, in this context, it is very necessary to meet the inner spiritual needs of college counselors and to build an incentive mechanism. This paper holds that the incentive of college counselors is to meet their legitimate needs through a variety of external factors on the basis of respecting the subjectivity of the counselors and activate their internal drive. The process of making and maintaining its enthusiasm is that the incentive means more complex, the incentive aims to point to the ideological factors, the incentive methods present the equality and diversification appeal, and the flexible incentive is better than the system incentive. Excellent talent, improve the quality of the team has a positive role.
The second chapter: the main purpose of this paper is to clarify the achievements of college counselor incentive, the existing problems, and the cause analysis. The college counselor system in China has been developed for more than 50 years, which has also achieved a lot of achievements. At present, the quality of college counselors has been improved, the team construction is obviously strengthened, and the growth of college students is able to grow up. It is guaranteed that the incentive mechanism has been formed and played a positive role in promoting the encouragement of College Counselors in our country for many years. The attention of the whole society to the counselors is increasing and the team building of the counselors is increasing. These are closely related to the long-term incentive to the counselors in our country. There are still a relatively low salary level, narrow promotion and development space, inadequate assessment and evaluation, inadequate rewards and punishment measures, imperfect training mechanism and so on. The objective existence of the problem is not conducive to the stability of the counselors and the work product polarity to some extent. This chapter is a comprehensive reference to Adams's fair theory and the theory of fairness. Maslow needs the theory of hierarchy, and points out the main reasons for the problems from the perspectives of psychology and management. The first is that in the teaching is the center, the scientific research is the leading university, the counselor engaged in the ideological and political education is heavy, the work achievement is not high, and the professional identity is low, and the second is the counselor in the deepening reform of the University. There is a shortage of policy in the selection and training, which brings the negative influence of the sense of professional belonging of the counselor, and third, the scientific management level of the counselor management department is not high, the management concept is lagging, the management subject is not clear, the management system is not sound, the management mode is improved and so on, which is not conducive to the self-development and work of the counselors.
The third chapter: the corresponding countermeasures are put forward in view of the existing problems in the encouragement of College Counselors in our country. The incentive countermeasures and measures of the college counselors should not rely on the traditional incentive methods, but the incentive mechanism should be built to meet the characteristics of the group so as to fully mobilize their enthusiasm and create high quality in meeting the needs of the individual. At the same time, it is necessary to mobilize all aspects, all the elements to form a joint force, build and improve the incentive mechanism of the instructor, so as to form a two-way development of incentive and effectiveness. The understanding of the importance of encouragement includes building a good atmosphere of respecting the counselors, establishing a guarantee system for the incentive mechanism of counselors, and exploring and applying the incentive mechanism construction of counselors in theoretical research. Secondly, we should grasp the correct principles in the encouragement of counselors, including adhering to the people-oriented, scientific and systematic nature. Combination, the combination of material incentives and spiritual incentives, timely incentives and appropriate incentives combined, positive incentives and negative incentives, and other principles. In addition, the formation of both internal and external college counselors incentive mechanism, mainly to improve and improve the selection, salary, welfare, and other incentives, and increase motivation, and from the sense of professional identity, and hair. In the direction of Scientific Outlook on Development as the guidance, we should strengthen the scientific management of the counselor team from the aspects of renewing the concept of management, defining the main body of management, perfecting the management system, improving the management mode, and solving the upper class for the counselors' growth and team development. The problem of the building level.
Conclusion: the comprehensive full text draws the basic conclusions, and points out that the establishment and improvement of the incentive mechanism of college counselors needs the whole society to work together and together, at the same time, it is inseparable from the efforts of the counselors themselves.
【學(xué)位授予單位】：西南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：G641
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