Incentive Compatibility: A Research Into Policies For Invalid Management

In any school exists the phenomena of invalid management, which means that school leaders can not obtain the expected goals in the use of resources or the orientation of the goals is wrong. and it usually refers to the management deviated from the target and the result. Such phenomena is often neglected and then felt helpless by the school leaders and the teachers. So what is the cause of invalid management? And how to avoid it effectively? These questions are worth consideration.The surveys of the phenomena of invalid management in M middle school illustrate that the types of it fall into two main categories: ineffective management and negative management. The two categories are differentiated and correlated, which are formulated according to the four fundamental principles-educative policy and law, educative management science, virtues and ethics in education and all-around development of teachers and students. No matter what type of invalid management it is, the malady of it lies in the incentive incompatibility mechanisms. Specifically it refers to the separation of right from responsibility on the part of individuals and the inharmonious interest allocation between the individual and the staff. In a school, the inconsistency of the incentive mechanisms is due to two factors: internal and external. On the one hand, the internal factors lies as the teachers' work that shows complicated, professional, creative with vague consequences and the leaders 'work that is confined to old traditions. One the other hand, the external factors are multi-leaders for schoolsand unclear property right and responsibility.So the key measure to get rid of invalid management is to establish compatible incentive mechanisms, which means that school leaders manage to make staff acquire their individual interests while reaching expected goals of the organization. In practice there are some models to follow, which are as Qianhuang Model, Bencha Model, Yangsi Model and Haimen Model. Among the four models each has its own advantages and disadvantages. Qianhuang Model emphasizes scientific management that make use of quantitative criterion while easily leading to strife over trivials; Bencha Model emphasizes team incentive that helps to form a harmonious atmosphere while easily leading to egalitarianism; Yangsi Model emphasizes the validity that helps to reduce the supervision cost while easily leading to eagerness for instant success; Haimen Model emphasizes incentive power that helps motivate staff while easily leading to condemnation in law and ethics. The four models however, are rooted in their corresponding circumstances and have gained the relative advantages and reduced the relative disadvantages. Any model of incentive compatibility must relate to the corresponding school culture or there will be trouble. So an ideal state of incentive compatibility for M middle school should be based on its specific conditions and on the advantages of the four models above. Only in these incentive compatibility mechanisms, can the phenomena of invalid management be avoided. Such incentive compatibility mechanisms require the three parts to do as follows: the educational administrators should strengthen communication between different departments and try to establish the contemporary school system; the teachers should have sense of reflection, right and devotion; school leaders should raise their own capability and integrate the incentive compatibility mechanisms.In conclusion, the pursuit of valid management such as the establishment of incentive compatibility mechanisms can not be a permanent solution; it is a continuous, repeated and long-term process during which it will be adjusted over and over according to the specific space and time.