Study On The Teacher Turnover Problems Of W Tutorial Institution

With the rapid development of economy,the demand for knowledge and technology is higher and higher.The pressure from competition forces parents to pay more and more emphasis on children′s education,thus,leading to the rapid development of extracurricular tutoring organization after school.As a result,all kinds of extracurricular tutoring organizations after school spring up like mushrooms.As we all know,there is XRS、 EF、one-to-one education 、small –class tutorial assistance and so on.However,what is the competing force of the countless organizations? No doubt that the teaching quality is the key factor against competition.To possess a stable teacher group of high qualification is the fundamental basis that the Organization depends on to exist.But the essence of various non-degree extracurricular counselling organizations differ greatly from public schools,and the teachers originated from them are a new type of job.Although they are called teachers,which are different from those in schools.The working content、working environment 、career development and achievement assessment are all different.In addition to promoting their teaching technique,they have to react with parents,sell themselves and deal with complaint,which will surely demand more independence from teachers.What’s more,the majority of Organizations are short of awareness of teachers’ management.Therefore,as for an organization,teachers’ frequent resign is a serious and tough problem,where teachers’ resign is similar to brain drain.Brain drain means the phenomenon that in an organization the important employees come up with resigning the job against the organizations ’will or lose the passion for working.There are two kinds of brain Drain including the Explicit and Implicit.The former means that for some reasons,the excellent staff quit the current job to seek for other jobs,causing trouble to the Human Resources.As a result,the development of organizations is influenced.The latter one means that the staff lose the enthusiasm because of lack of motivation or other reasons,which makes them fail to display their talent,affecting the development of the organization.By applying the theory to the teacher turnover problem of W Extracurricular Counselling Organizations,it means the phenomenon that in the organization the important teachers come up with resigning the job against the organizations ’will.The flow of excellent teachers is sure to cause great loss from many aspects,which will result in the increase of running cost and thought fluctuation to colleagues or negative attitude on others.Besides,the vitality and cohesion of the organization is dampened.In the end,frequent change of teachers will lead to parents’ dissatisfaction、trust loss in the Organization﹑difficulty in adaption to the new teachers﹑fee withdraw and even customers loss carried away by teachers.However,As for an organization,students means all,who provide all the necessities.The loss of students and teachers will surely cause unimaginable damage and even threaten the existence the organization.Consequently,how to decrease the rate of teacher turnover is an urgent problem to solve.Based on lessons from previous works and research on turnover problems of staff home and abroad,this essay will take W extracurricular tutoring organization as a target example and combine the precious experience with the actual situation of W organization.In order to carry out the further research on reasons for teacher turnover,the essay will relate questionnaire and interview to analyze the causes of teacher turnover problems through the period from the foundation of W organization to the present situation,from teachers staff constitution,and the present situation of resign including common characters,influences and reasons.It mainly deal with three aspects including the W organization itself ﹑ teachers group and social environment,which provides the basis for the following chapter to put forward the efficient strategy.The essay also holds the opinion that as the last step of HR,the management of staff resign is the most difficult to cope with.Consequently,precautions against it should be taken in advance and the administration of teachers should be penetrated into every process of management to keep the stabilization and optimization of teacher staff.In the first place,begin with the culture and management of W Organization.At first,the statue of teachers is to be promoted and try to make the Teacher Management Policy perfect.The respect towards teachers must be put into practice,through which these teachers will be esteemed as well as teachers in normal schools.Besides,The Organization should try best to offer the promoting opportunity to realize the teachers’ personal value.In the end,it would be appreciated if flexible timetable is established to relieve the concentrated working time and high strength workload in a day.Secondly,attractive salary and welfare(including performance appraisal﹑ salary﹑welfare﹑ bonus and humanistic concern)must be offered to retain and appeal excellent staff.Besides,the social attitudes towards teachers in the Organization should be improved to eliminate their disagreement and even prejudice.Thirdly,teachers themselves should take an active action to intervene the sense of professional wearing and idleness to promote the happiness index of working.Last but not least,the follow-up work should be done well if the teacher is determined to leave.The related measures should be taken to reduce the pessimistic effect,of which the most important is to promote students’ trust and dependence on the organization in case of losing the students resource.