高校青年教师激励中的问题与对策研究

发布时间：2018-05-13 10:04

本文选题：高校 + 青年教师　；参考：《华中师范大学》2012年硕士论文

【摘要】：近年来,随着高校招生规模的不断扩大,高校教师资源紧缺,为了缓解高校教师资源紧缺问题,大批青年教师(本文界定为35岁以下)被引进高校,使得青年教师在高校师资队伍中的比例越来越大。因而调动青年教师的工作积极性和主动性,发挥他们的创造力,深度挖掘他们的工作潜力,建设一支高水平的青年教师人才队伍,已是摆在每一位高校管理者面前的一项重要课题。而建设一支高水平的青年教师人才队伍最关键的就是对其进行有效激励,因此本文对高校青年教师激励问题与对策的研究具有十分重要的现实意义。文章首先阐述了激励的相关概念及高校青年教师的工作特点和需求特征。其次,对高校青年教师需要怎样的有效激励进行探讨,进而发现高校青年教师激励中存在的问题,并对问题进行了详细的描述和系统的梳理。最后,综合上述研究,尝试提出高校青年教师的激励对策：阐述了有效激励在充分发挥高校青年教师内在潜力,有效提高高校青年教师工作效率,营造良好青年教师竞争环境,增强青年教师的凝聚力中的重要作用。指出了高校青年教师有效激励的总体思路,以实现组织目标为导向,以未被满足的需要为基点,以调动工作积极性为目的,以适当的激励方法为手段。文章提出了高校青年教师有效激励的几点具体措施,一是强化青年教师的自我激励,增强激励的主体性；二是重视青年教师的精神激励,增强激励的全面性；三是确立青年教师的多元评价,增强激励的科学性；四是完善青年教师的激励政策,增强激励的公平性；五是做好青年教师的职业规划,增强激励的发展性。
[Abstract]:In recent years, with the continuous expansion of college enrollment and the shortage of university teachers' resources, a large number of young teachers (defined as below 35 years old in this paper) have been introduced into universities in order to alleviate the shortage of university teachers' resources. Make young teachers in the ranks of teachers in colleges and universities more and more proportion. Therefore, we should mobilize the enthusiasm and initiative of young teachers in their work, bring their creativity into full play, tap their working potential in depth, and build up a contingent of young teachers with a high level of talent. It is an important subject in front of every university administrator. The key to build a high level of young teachers is to encourage them effectively. Therefore, this paper has a very important practical significance in the study of the incentive problems and countermeasures of young teachers in colleges and universities. This paper first expounds the related concepts of motivation and the characteristics of the work and needs of young teachers in colleges and universities. Secondly, this paper discusses how to encourage young teachers in colleges and universities, and then finds out the problems existing in the motivation of young teachers in colleges and universities, and describes the problems in detail and systematically combs them out. Finally, by synthesizing the above research, this paper tries to put forward the incentive countermeasures for young teachers in colleges and universities: it expounds that effective incentives can give full play to the inherent potential of young teachers in colleges and universities, effectively improve the working efficiency of young teachers in colleges and universities, and create a good competitive environment for young teachers. To strengthen the cohesion of young teachers in the important role. This paper points out the overall idea of effective motivation for young teachers in colleges and universities, which is guided by the realization of organizational goals, based on unsatisfied needs, aimed at arousing work enthusiasm, and with appropriate incentive methods as the means. This paper puts forward some concrete measures for effective motivation of young teachers in colleges and universities, one is to strengthen young teachers' self-motivation and the other is to strengthen their subjectivity, the other is to attach importance to the spiritual motivation of young teachers and enhance their comprehensiveness. Third, to establish the multiple evaluation of young teachers, to enhance the scientific nature of incentives; fourth, to improve the incentive policy of young teachers, to enhance the fairness of incentives; fifth, to do a good job of young teachers' career planning, and to enhance the development of incentives.
【学位授予单位】：华中师范大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G645.1

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