Research On Incentive Mechanism Of Teacher In Z Preschool Education Group

With the development of social economy,the quality of requirement of basic eduction is also improved.The existing number of public kindergartens has been unable to meet the educational needs,and many investors of early childhood education groups have seized this opportunity to increase the capital investment for the establishment of private kindergartens,and the number of private kindergartens has gradually increased.While the number of private kindergartens is increasing,the number of public kindergartens is also increasing,which makes the competition pressure in this industry more and more intense.How to attract a large number of students through excellent teachers is a livelihood issue of concern to the preschool education industry and even the society.For Z Preschool Education Group,if it wants to survive and develop,a team of teachers with high level,quality and stability is the guarantee.The current teacher incentive mechanism of the group has some unreasonable places,so it is necessary to analyze the problems of the current incentive mechanism and put forward a useful optimization scheme for the group.In this paper,the methods of literature analysis,questionnaire survey and interview are used in the previous research,and the analytic hierarchy process is used in the data processing for scientific calculation.According to the results of data processing,the problems existing in the current teacher incentive mechanism are analyzed and studied.Based on the theory of hierarchy of needs,this paper takes two private kindergartens of Z preschool education group as the research object,and carries out the corresponding problem analysis by investigating the basic situation of the group’s teachers and the satisfaction of the incentive mechanism currently used.Through the research,it is found that teachers are more satisfied with the basic salary and department management,but there are also the following specific problems: Firstly,unscientific performance pay and extra income;Secondly,employees’ promotion is hindered and lack of promotion space;Thirdly,the kindergarten lacks enterprise culture;Fourthly,the communication between leaders and employees is less.Finally,in view of the problems found,this paper plans the structure of teachers under the principle of smart,and combined with the actual situation of the group,puts forward specific,scientific and reasonable measures and suggestions for optimizing the incentive mechanism from three aspects: formulating a scientific and reasonable performance incentive mechanism,improving the teacher career development system,and paying attention to the construction of enterprise culture.Finally,a brief summary of the research results of the paper is given,and the prospect of the future is also given.