Study On The Problems And Measures Of The Motivation Of Humanities And Social Science Teachers

In the age of the knowledge economy, knowledge innovation and talent development become the key to economic growth. As the place where high-quality comprehensive talents meet each other, colleges and universities are on a historical mission to cultivate talents for the country and produce knowledge for the society, and the key to accomplish it lies in the development of talents. Building of the talent team is always the core content and primary issue in the revolution and development of colleges and universities. Different from science and engineering, the quality and reputation of arts and social-science teachers usually stand for the level of those areas’ development in a university. Therefore, how to fully mobilize the enthusiasm and creativity of the arts and social-science teachers through various incentives and create a highly responsible team with sense of historical mission becomes the subject we have to research. For this reason, this thesis focuses on the incentive problems of the arts and social-science teachers in colleges and universities as well as the solutions, which are extended from the following aspects.Firstly, this thesis studied the relevant western incentive theories, combined of the review of domestic and foreign college and university teacher incentive researches, forming the theoretical basis of this research. Secondly, it put forward the incentive factor hypothesis of this research after analyzing the characteristics of demand factors of the arts and social-science teachers in colleges and universities. Based on it, taking Zhejiang University as a case, the empirical research on the incentive effects and influencing factors was carried out with the methodological help of questionnaire survey and in-depth interview method. According to the results of data analysis, a few problems in the existing incentive system were presented:the way of teacher performance assessment is not very reasonable; teachers have a low satisfaction on their salaries and benefits; planning of teachers’ career development is not clear enough; the promotion of faculty title is relatively difficult; the follow-up cultivating of the introduced talents needs to be strengthened etc.. Finally, based on results above, suggestions and expectations were provided from 5 aspects:to improve the assessment system; to improve the remuneration and benefits; to take the planning of career development seriously; to create a relaxed academic atmosphere; to strengthen the construction of campus culture.