Middle-aged And Young Teachers Effective Incentive Researching Of DZ Technicians Institute Of Jilin Province

Technician institute is an important cultivate base to cultivate high skill leveltechnicians and skilled workers. At present, the technician institute is facing neweducation situation: enterprises engaged in practical training, with high skill level ofreal a line operation workers, fulfill the country the talent of high technical abilitytraining project proposed national technician institute in three years cultivate fivehundred thousand mechanic task. In view of this new historical mission, technicianinstitute how to strengthen internal management, strengthen their own teachers teamconstruction, especially young and middle-aged backbone construction of teachers’team, according to the young and middle-aged teacher’s leading demand characteristic,construct and perfect the set of scientific, appropriate incentives, fully mobilize theenthusiasm of the whole work of teachers’ team, in the work to their fullest potential,promote technician institute continuous, healthy and stable development, become thetechnician institute discuss problems.In this paper, the domestic and foreign relevant incentive theory to studyliterature review, on the basis of Jilin province DZ technician institute in young andmiddle-aged teacher inspiring the problem of the system, and comprehensive analysis,according to the technician institute young and middle-aged teacher’s leading demandcharacteristics and the features of teaching in college itself puts forward someeffective incentive measures. Jilin DZ technician institute at present incentivemeasures do not consider the young and middle-aged teacher’s actual need, lead toyoung teachers to salary system not satisfied, contusing badly they work enthusiasm, in the work hindered the subjective activity, the incentive effect of young teachers notideal. College leaders have gradually realized the middle-aged and young teachers inthe incentive of the seriousness of this problem, but have not form a specificimprovement measures, only to find that the Jilin province DZ technician instituteyoung teachers in the incentive mechanism, there are some problems, such as collegenot form a specific goal programming, and makes the young teachers lack of targetmotivation, personal achievement is not strong; At present to the rules and regulationsof the institute is too formalist, too tough, failed to take into account the particularityof teachers’ professional personnel; Young teachers have strong knowledge of demand,not in time to meet the institute; The college to young teachers didn’t care enoughabout, the professional development of the lack of necessary guidance; Collegeassessment system and salary system enough scientific and reasonable, make youngteachers feel not fair, thus a direct influence on the work initiative, resulting in thewhole institute work efficiency is not high.This thesis mainly adopts literature review and satisfaction survey, individualinterview the method of combining the Jilin province DZ technician institute near theincentive measures being taken a concrete analysis; To the material incentive andspirit of different incentives incentive in the middle-aged teacher role of tradeoff;Influenced the young teachers work enthusiasm and the main cause of job satisfaction,and then based on the now of the existing research results, the use of domestic andforeign relevant incentive theory, design the Jilin province DZ technician institute ofyoung teachers effective incentive measures. The concrete measures include: collegeshould help the young teachers to recognize technician institute mission, make itpersonal development goals and the integral goal of college combination, and achievecommon development; Scientific understanding of the individual character of youngteachers demand characteristic, in view of the main demand characteristics to takecorresponding measures for the motivation; Build a fair and reasonable salary system, realize the internal distribution technician institute of fair, plays the role of materialincentive; Combined with scientific and perfect the performance appraisal system,supervise and urge the middle-aged teacher strict demands on themselves, and rapidgrowth of the development of the institute for the pillars of society. This thesis DZtechnician institute of Jilin province practical problems, and put forward the concretemeasures for the motivation, in hopes of Jilin province DZ technician institute help,and to other technician institute in teachers make reference to stimulation.