The Research Of Compensation Incentive Mechanism In The College Of Liaoning Province

College is a major manufacturing center and concentration areas for talents. For the development of universities, it is an actual problem to establish and perfect university teachers’ salary incentive mechanism. It is not only the requirement of the strategy of reinvigorating China through human resource development but also the embodiment of seeking the higher education development. Meanwhile it is one of the important measures to put the strategy of reinvigorating colleges through human resource development into effect. With the development of social productivity and the continuous improvement of material life level, the spiritual needs have also been improved. As a consequence, people pay much more attention to the profession of teachers especially college teachers and their salaries. In spite of the salary assignment plan revolution, some salary assignment plans are still in the disguise of balancing fairness to implement the way of equalitarianism. It goes against the motivated at work if college teachers’ income of the distribution are unfair. As a result, how to ameliorate salary incentive mechanism in universities is the key issues.The paper, first of all, studies the salary factor which influences the theory of motivation for college teachers by means of questionnaire survey, literature research method, comparative approach and some informal interviews. At the same time, the essay analyzes the salary incentive mechanism according to the specific conditions abroad. It will provide the significance of experience and revelation. Last but not least, the thesis can make a contribution to putting forward reasonable advice and measures in salary incentive mechanism.In the author’s opinion, there are problems in China’s salary incentive mechanism by analyzing some related materials and researching some colleges. To begin with, the idea of equalitarianism and seniority-based system stops the development of scientific research and teaching level. Secondly, less encouragement and utilitarian teaching activities restrict teachers’ potential exertion. Thirdly, the employment mechanism can hardly play a role in that the salary incentive mechanism does not match the employment mechanism. Then one of the reasons is imbalance pay structure and the less sense of competitive. Last, the salary incentive mechanism could not work a long time. In the process of analyzing the materials, the writer considers that some reasons lead to the problems above. These causes are ideas, managers, the contents of the salary incentive mechanism, less information gathering and less information feedback.In allusion to the problems mentioned above, the writer presents his own advice, unique understanding and feasibility analysis after consulting relative information in the domestic and overseas and doing some informal interviews in college. The advice includes improving principles, notes and concrete proposal of the salary incentive mechanism. He hopes that what he did is of helpfulness to improve the salary incentive mechanism.