Teacher incentive mechanism

Introduction: This incentive mechanism is not only a guarantee for school development, but also an urgent requirement to improve school teaching quality, and is also a need for teachers’ own development.

American psychologist William James has a famous saying: The most profound principle of human nature is to hope that others will appreciate you. ?He also found that: a person who has not been motivated can only exert 20-30% of his ability, and when he is motivated, his ability is 3-4 times that before the incentive. Teachers are the main force that promotes school development and guide students to become talents. They are the core, most critical, most active and most fundamental factor in school teaching and management, and the decisive factor that restricts the overall work of the school. Therefore, establishing an incentive mechanism for teacher growth will help improve the overall quality of teachers, give full play to the role of teachers, and maximize the enthusiasm of teachers for their work.

This incentive mechanism is not only a guarantee for school development, but also an urgent requirement to improve school teaching quality, and is also a need for teachers’ own development. From the perspective of psychological development, motivation is a psychological process that scientifically uses certain external stimulation methods to stimulate people's motivation based on people's needs, so that people can always remain excited and act actively toward the desired goal. In the process of mobilizing inner potential to achieve organizational goals, motivation plays an important role. Motivation is the most critical and difficult function in human resource management.

1. The concept of teacher incentive mechanism? Establish a new management concept of "people-oriented"

1. The essence of "people-oriented" management thinking is to respect people, trust people, and understand people

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This is the starting point of modern human resources management and the basic starting point for motivating all faculty and staff. The foundation of this concept is to regard people management as the core of school management and use correct employment strategies so that everyone can creatively participate in the school's educational reform and development based on their own conditions. This includes leaders who know people well and can mobilize the enthusiasm of all employees; understand the different needs of faculty and staff and provide targeted incentives in a timely manner; optimize the school's natural and social environment and enhance cohesion; give full play to each person's expertise and characteristics use. Quantitative management of the school is essential, but it must also reflect people-oriented management ideas, including the establishment of indicators that reflect incentives and respect for faculty and staff; and embody the spirit of equality that treats faculty and staff equally.

2. Implementing the "people-oriented" educational idea is the most important driving force for school development

The humanistic concept tells us: the core of management is active people, and the driving force of management is people. initiative and positivity. Teachers' ideological work is the central link of the ideological work of the entire teaching team. School administrators must not only respect, trust, understand, care for, and care for people, but also adopt a democratic, equal, and harmonious management model to create a harmonious school microclimate so that every teacher can work hard and make progress. Work hard and forge ahead to gain synergy for the overall innovation and development of the school's work.

2. Principles and methods of teacher incentive mechanism? Combination of material incentives and spiritual incentives

Material incentives refer to encouraging employees to work through material stimulation. Material needs are human beings The first need is the foundation and foundation of innovation incentives. Spiritual stimulation refers to creating a good and harmonious school management system and working atmosphere, allowing teachers to devote themselves to the work of the school with a master's attitude and a highly responsible spirit, breathing the same destiny with the development needs of the school, and strengthening teachers' ethics. The construction of teacher ethics is the main means of spiritual stimulation.

The contents of material incentives include: (1) Strengthening the construction of school hardware; (2) Strengthening the construction of campus environment beautification; (3) Improving teachers’ working conditions; (4) Improving teachers’ welfare benefits.

The contents of spiritual motivation include: (1) Goal motivation to meet teachers’ need to be proactive in their work. (2) Emotional stimulation satisfies teachers’ needs for care and attention.

This refers to the motivating effect of leaders' positive emotions and attitudes on teachers. (3) Evaluation incentives, establishing a scientific evaluation system, and giving full play to the enthusiasm of teachers in their work. (4) Participation incentives. Practical experience and research in modern human resources management show that modern teachers have requirements and desires to participate in management. Creating and providing every opportunity for teachers to participate in management is an effective way to mobilize their enthusiasm. (5) Training incentives, establishing a training system suitable for teachers’ professional development, and motivating teachers to improve their business.

In short, teacher human resources are strategic resources for school development and the most critical factor for the survival and development of schools, and motivation is an important part of human resources. The most fundamental purpose of the school's incentive mechanism is to correctly induce the work motivation of school employees, so that they can realize their own needs while achieving organizational goals, and increase their satisfaction, thereby increasing their enthusiasm and Creativity continues to be maintained and developed. It can be said that the quality of teacher incentive mechanism is to a certain extent an important factor in determining the rise and fall of schools. How to make good use of the teacher incentive mechanism has become a very important issue faced by schools. In many ethnic minority areas in my country, because the development of education is restricted by historical conditions and objective factors, making full use of and developing teacher human resources and establishing and applying teacher incentive mechanisms are indispensable and important ways to develop and improve the quality of ethnic minority schools. . ;