W Research On Teacher Incentive System In Private Colleges

After tortuous and arduous development,private colleges have become an important part of higher education in China.With the development of China’s market economy,the number of privately-run colleges in China continues to grow,and the pressure of competition between each other is also increasing.In this case,high-quality teachers become the core competitiveness of the development of privately-run colleges,and constantly encouraging them to make efforts to serve the privately-run colleges has become a top priority.However,it is a common phenomenon that excellent teachers resign and leave the country one after another.Therefore,private colleges need to reflect on the current situation of teacher incentive and consider how to improve the current situation of teacher incentive.In this paper,W Private College is selected as the research object,and three methods of questionnaire survey,literature research and interview are adopted to conduct the research.Firstly,this paper analyzes Maslow’s hierarchy of needs theory,Herzberg’s two-factor theory and Alderfer’s ERG theory,and on this basis,establishes the incentive theory of full-time teachers in private colleges.Secondly,by issuing questionnaires,this paper analyzes the job satisfaction and demand status of the teachers in W Private College.Through the investigation,it is found that the salary incentive of the teachers in W Private College is not competitive,the welfare incentive needs to be improved,the training incentive is not satisfied,the promotion incentive is modalized,and the performance appraisal incentive is formalized.Analyzing the causes of the above problems,the main reasons are the lack of external supervision and management institutions,lack of external funding,the lagging management concept of private colleges,the solidified management model,and the lack of teachers’ sense of belonging to the school.Finally,in view of the above problems,optimization strategies are put forward: to perfect the salary system,create a scientific material incentive mechanism,pay attention to teacher training,and build a rich spiritual incentive mechanism.