本文選題：涉外經(jīng)濟職業(yè)學院　切入點：民辦高校教師　出處：《安徽大學》2012年碩士論文　論文類型：學位論文

【摘要】：從上個世紀80年代國家出臺政策鼓勵社會力量舉辦高等教育以來,我國民辦高校呈現(xiàn)快速發(fā)展的勢頭。近三十年的發(fā)展,民辦高校已經(jīng)成為我國高等教育事業(yè)的重要組成部分。隨著競爭的加劇,民辦高校在發(fā)展中遇到各種各樣的問題,其中一個比較突出的問題就是教師流失大,很難有一支穩(wěn)定的高素質(zhì)教師隊伍。教師隊伍的質(zhì)量直接影響著民辦高校的發(fā)展后勁,如何有效地引入激勵,有效管理,培養(yǎng)民辦高校教師成為民辦高校目前最首要的問題。 本文采用問卷調(diào)查、個別訪談等方法,對民辦高校安徽涉外經(jīng)濟職業(yè)學院教師激勵情況進行研究,結(jié)合激勵的需求層次理論、雙因素理論和公平理論,理論聯(lián)系實際,在調(diào)查問卷的基礎(chǔ)上分析安徽涉外經(jīng)濟職業(yè)學院教師激勵現(xiàn)狀,找出安徽涉外經(jīng)濟職業(yè)學院教師現(xiàn)有激勵的問題,探究問題背后的原因,依照民辦高校教師的需求特點和安徽涉外經(jīng)濟職業(yè)學院的發(fā)展現(xiàn)狀,設(shè)計出適合安徽涉外經(jīng)濟職業(yè)學院教師的激勵方案。 本文的教師激勵方案設(shè)計嘗試把物質(zhì)激勵和非物質(zhì)激勵有機結(jié)合,借鑒企業(yè)對知識型員工激勵的方法,加大了物質(zhì)激勵的力度,用浮動薪酬和期權(quán)津貼把短期和長期激勵結(jié)合起來；用崗位聘任把民辦高校職稱評定的弱勢轉(zhuǎn)變?yōu)閮?yōu)勢；豐富了非物質(zhì)激勵的內(nèi)容,把培訓、文化、晉升、精神都變成激勵的方法,真正調(diào)動出民辦高校教師的積極性和創(chuàng)造性。用激勵留住人才,激發(fā)教師無限潛力,提高教師隊伍的質(zhì)量,優(yōu)化教師的配置,從而提高安徽涉外經(jīng)濟職業(yè)學院的教學質(zhì)量,增強安徽涉外經(jīng)濟職業(yè)學院的核心競爭力。
[Abstract]:Since -20s, when the state issued policies to encourage social forces to organize higher education, private colleges and universities in China have shown a momentum of rapid development. Non-governmental colleges and universities have become an important part of higher education in China. With the intensification of competition, private colleges and universities have encountered various problems in their development, one of which is the loss of teachers. It is very difficult to have a stable team of high-quality teachers, whose quality directly affects the development of private colleges and universities. How to effectively introduce incentives, effective management, and cultivate private university teachers has become the most important problem. By means of questionnaire investigation and individual interview, this paper studies the teachers' incentive situation of Anhui Foreign Economic Vocational College in private colleges and universities, combining the theory of demand level of incentive, the theory of two factors and the theory of fairness, combining theory with practice. On the basis of the questionnaire, this paper analyzes the current situation of teachers' motivation in Anhui Foreign Economics Vocational College, finds out the problems of teachers' motivation in Anhui Foreign Economic Vocational College, and explores the reasons behind the problems. According to the demand characteristics of teachers in private colleges and the present situation of the development of Anhui Foreign Economic Vocational College, an incentive scheme is designed for the teachers of Anhui Foreign Economic Vocational College. This paper tries to combine the material incentive and the non-material incentive organically, draw lessons from the enterprise's method of encouraging the knowledge worker, and increase the strength of the material incentive. Floating salary and option allowance are used to combine short-term and long-term incentive; post employment is used to transform the weakness of professional title evaluation of private colleges and universities into an advantage; it enriches the content of non-material incentives and promotes training, culture, and promotion. The spirit has become the method of encouragement, the enthusiasm and creativity of the teachers in the private colleges and universities are really aroused, the talents are retained with encouragement, the infinite potential of the teachers is stimulated, the quality of the teachers is improved, and the allocation of teachers is optimized. In order to improve the teaching quality of Anhui Foreign Economics Vocational College, enhance the core competitiveness of Anhui Foreign Economics Vocational College.
【學位授予單位】：安徽大學
【學位級別】：碩士
【學位授予年份】：2012
【分類號】：G715.1

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