The Study Of Incentive Mechanism For Teachers In Secondary Vocational School

Under the policy of encouraging secondary vocational education, the secondary vocational education has got a remarkable progress. Nevertheless, owning to the deficiency of labor force structure and the imbalance between supply and demand in China, the current conception of secondary vocational schools does not fully meet the need the economic development. This status leads to a significant reformation among secondary vocational education school recently. Along with the promotion of reform in depth, there has been a remarkable change in scale and quantity of secondary vocational education school. However, an undeniable gap still exists between the quality and efficiency, especially for society and talents. Considering the inconformity among the conventional mode for faculty, incomes and incentives and the rise of workload and work requirements, we should require teachers to establish a new criterion under a new circumstance. Only by this way can they keep harmony with the developing times. It is indubitably critical for secondary vocational schools to motivate faculties'passion and creativity, enhance the efficiency and cultivate the sense of satisfaction and achievements. This would bring a considerably significant effect on schools'quality, efficiency and sustainable development. Accordingly, it is exigent for secondary vocational schools to broaden their sight and establish an effective incentive mechanism which fits current circumstance.This article is based on former accomplishments and developing direction about the motivational theory and incentive mechanism for teachers. Through the direction of relevant references, we do some investigation on the methods and models of teachers'incentive mechanism.Firstly, reckoning with properties and mental needs of the vocation as a teacher, through investigation and trial, we have formulated"Satisfaction Questionnaire of Vocational Teachers"and carried out empirical research more than 300 vocational teachers in Beijing, Hebei and Jiangxi Province, all of which are based on the motivation theory of Porter-Lawler expectations of incentive model. Secondly, we have got some conclusions using the SPSS software to analyze the results of our survey. Seven factors, including overall evaluation, working environment, salaries and welfares, relationship among colleagues, leaders'management, further education and promotion, working pressure, bring an overriding effect on teachers'attitude and devotion to work in secondary vocational schools. So the former hypothesis proves to be true. Then, according to the factors of influence on the satisfaction, we establish a proper incentive mechanism for teachers in secondary vocational schools, against the problems existed in the current one.Finally, according to the empirical results and research findings, we proposed a series of methods and suggestions for incentive mechanism of vocational teachers. First of all , we should build the incentive mechanism comprehensively and integrally; Second, the incentive mechanism of vocational teachers is a"people-oriented and multi-level"one. The ultimate purpose of establishing such an incentive mechanism is to solve the problems existed in the current one, to improve the teacher's satisfaction and motivation for their job, as well as to enhance the quality and efficiency of the education level of schools. All of the above will foster more and more highly skilled talents for the society.