Research On The Incentive Mechanism Of Teachers In Xinjiang University

Teachers have an important impact on the national talent training,especially university teachers are closely related to the output of qualified personnel through higher education.Teachers in Colleges and universities directly affect the educational achievements of colleges and universities,and bear the great responsibility of society and the state.The level of teachers in Colleges and universities is directly affected by the incentive mechanism.How to bring the value of teachers into full play requires an effective incentive mechanism.On the basis of respecting teachers’subjectivity,the incentive mechanism of university teachers aims at satisfying their legitimate needs through various incentives,thus activating teachers’ internal drive and maintaining teachers’positive behavior.At the same time,the incentive mechanism of university teachers can ensure that university teachers complete their work and realize the value of University teachers.To become social and national expectations.An efficient incentive mechanism for university teachers can not only mobilize the initiative of the productivity of University teachers,but also restrict the teachers in the system,so as to ensure the basic productivity of teachers and enhance the educational level of the country as a whole.How to establish an incentive mechanism to maximize the subjective will of university teachers and improve the productivity of university teachers has always been a topic of concern and discussion in Colleges and universities.This paper studies the problems and Countermeasures of incentive mechanism for university teachers.On the basis of literature review and questionnaire survey,this paper takes Xinjiang University as an example to explain the structure and theoretical basis of the incentive mechanism for University teachers.The theoretical basis of incentive theory summarizes the content-based incentive theory,process-based incentive theory,state-based incentive theory and comprehensive incentive theory.In the questionnaire design,the demand level theory in the content-based incentive theory is the important basis.It is found that in terms of incentive measures,the incentive effect of competitive pressure faced by teachers in Xinjiang University has not been fully tapped,academic power is not guaranteed properly,diversified words and individualized attention to teachers’needs are insufficient,and environmental incentives are neglected.At the same time,there are unreasonable phenomena in the distribution system,and the standard of performance evaluation is not scientific enough.In view of the existing problems,it is found from the experience of developed countries that the salary system,performance appraisal system and tenure system of American university teachers are worth pondering and learning.The traditional lecture system of German university teachers gives more academic freedom and responsibility to professors in Xinjiang University and even in the whole country.An example of learning in universities across the country.Combining with the experience of Chinese universities in exploring the incentive mechanism for University teachers,the paper finally puts forward some countermeasures and suggestions to solve this problem,namely,giving priority to safeguarding the rights of University teachers,clarifying the contractual relationship between universities and teachers,optimizing the assessment system,attaching importance to the promotion and development of teachers,and clarifying the division of responsibilities and safeguards of teachers.Academic purity,from two aspects of rights and obligations,motivate university teachers.Finally,this paper puts forward the incentive measures for university teachers in Xinjiang University.Firstly,Xinjiang University should establish and improve an effective personality incentive mechanism,which covers more demand factors that teachers pay attention to,and improve the incentive system from the aspects of material,achievement,campus culture,honor,education and training,respect and promotion.It is also necessary to improve the incentive mechanism of salary distribution.We should implement a diversified distribution mechanism with post salary as the main body,and a dynamic distribution mechanism with performance salary as the main body.The distribution mode should also change according to the actual needs.In addition,we should establish and improve a scientific teacher performance appraisal system,scientific assessment standards,open assessment process,and linked assessment results.At the same time,we should pay attention to the system of University teachers’career development,from the appointment of positions to the mid-term training and the promotion system of follow-up positions need to be improved and improved.Among them,the appointment of posts should be based on demand,introduce competition mechanism,ensure the fairness of the whole recruitment process,and clarify the contract relationship.The medium-term training system should be established to build learning-oriented organizations;market-oriented education and training management should be gradually introduced,and competition mechanism should be introduced;academic seminars and seminars should be held regularly;and the role of foreign students’pioneering parks and post-doctoral workstations should be further developed.In the system of post promotion,first of all,we should make clear the reward target and promotion conditions;the process of promotion evaluation should be strictly demanded and treated fairly;and teachers,especially professors,should be given more autonomy in scientific research.In addition,we should pay attention to creating a good environment to stimulate the independent creativity of University teachers,including the establishment of a good academic environment,institutional environment,interpersonal environment and material environment.