Study On The Incentive Management Of Teachers In Rural Junior Middle Schools From The Perspective Of Two-factor Theory

With the implementation of the national rural revitalization strategy,the level of rural education has made a qualitative leap.The improvement of the quality of rural education is inseparable from the state's support for the development of rural education and the selfless dedication of the vast number of rural teachers.Rural junior middle school teachers are an important part of the rural teacher team and play an important role in the revitalization of rural education.Therefore,how to comprehensively improve the incentive management level of rural junior middle school teachers,and then effectively stimulate work enthusiasm,so that they can teach safely,enjoy and be good at teaching,is of great significance for establishing a new era of rural teachers,running rural education,and realizing rural revitalization.This article selects Gaotang County rural junior middle school teachers as the research object.Based on relevant domestic and foreign literature,through questionnaires and interviews,this paper investigates the current situation of teacher incentive management in Gaotang County rural junior middle schools,summarizes the existing problems and analyzes them.the reason.Combining with the educational reality of rural junior high schools and based on the existing common problems,this paper proposes the universal principle of improving the incentive management of rural junior high school teachers,and proposes solutions from the perspective of two-factor theory.This research provides reference suggestions for the study of teacher incentive management in rural junior middle schools in my country,and aims to improve the level of incentive management of rural junior middle school teachers in order to promote the high-quality development of rural education.The innovation of this research is from the perspective of health care factors: raising awareness,perfecting teacher incentive management policies;preferential labor and preferential compensation,giving play to the positive incentive role of salary;optimizing the environment and steadily increasing teacher satisfaction.From the perspective of motivating factors,it is proposed: reforming the professional title evaluation model,strengthening the construction of the teaching team;optimizing the professional development system to help teachers grow quickly;focusing on the effectiveness of honor incentives and enhancing teachers' professional sense of honor.