我国民办高校教师激励机制的研究.doc

我国民办高校教师激励机制的研究
摘要
随着市场经济的迅猛发展,我国高等教育进入了蓬勃发展时期,作为高等教育重要组成部分的民办高校,其生存和发展也越来越受到社会各界的关注。但由于民办高校发展历史较短,社会声望较低,民办高校学生就业压力大等因素的影响,民办高校在与公办高校竞争中的优势不明显。如何能在如此激烈的高校竞争中脱颖而出,成为民办高校乃至整个社会都关注的问题。
原哈佛大学校长柯南特曾经说过:“大学的荣誉不在于它的校舍和人数,而在于它一代又一代的教师质量,一个学校要站得住,教师一定要出名。”这句话充分说明了教师队伍对学校发展的至关重要性。这对公办高校的师资队伍建设适用,对民办高校的师资队伍建设同样也适用。民办高校的生存发展依靠良好的师资队伍,良好的师资能够促进民办高校的快速发展,师资建设是民办高校生存和发展的基础。
师资建设对民办高校如此重要,但当前民办高校教师的教师激励机制却存在很多不足之处,其在运行过程中受到各方面的阻碍,包括民办高校自身的、社会的、以及法律保障不全面所产生的。这些给民办高校教师的工作和生活造成了困扰,削弱了民办高校教师的积极性,甚至成为民办高校教师高流动率的元凶。民办高校教师的高流动率对民办高校的稳定和发展造成了消极影响,甚至会影响到我国整个高等教育系统的长治久安。
本文通过对已有研究文献的整理及思考,找出民办高校教师工作受阻的症结所在。运用激励理论,通过对民办高校教师权利保障制度、职业声望、社会认可度的研究,提出应充分发挥民办高校具有很强的办学自主性这一优势,建立一种短期激励(获取薪酬、绩效激励工资制、科研激励)与长期激励(股权激励、终身教授制等)相结合、物质激励与精神激励兼顾的管理机制,吸引、培养、留住优秀教师。
关键词:民办高等教育;教师激励;激励机制;激励措施
The research of Chinese Private University teachers’ incentive mechanism research
Abstract
With the rapid development of market-directed economy, the higher education in our country is heading for a ing period. Private colleges, as an essential part of our higher education system, are getting more and more attention about their existence and development. But owing to various reasons such as short history, lack of social recognition, students being unpopular on the job market, etc. private colleges are now at a big peting with the state-owned ones, the whole society is concerned about how to help them grow strong and essful.
Former Harvard University President Conant once said: "the honor of the university is not in its school buildings and number, but is the teachers' quality, what is the most important to a school, the teacher must be famous." This sentence fully explains the important of the school teachers to the development of a school. It is applicable for the teacher of the public school and is also applicable for the teacher of the private universities. The survival and development of private universities rely on the good teachers’ team, good teachers can promote the rapid development of private universit