高校辅导员激励问题及对策研究

发布时间：2018-07-27 19:21

【摘要】：辅导员是大学生思想政治教育工作的骨干力量,是大学生健康成长的指导者、引路人和知心朋友,肩负着加强对大学生进行思想政治教育,提高他们的思想政治觉悟,帮助和引导他们树立正确的世界观、人生观、价值观,培养社会主义事业的建设者和接班人的重要任务。随着我国社会经济体制深刻变革、社会结构深刻变动、利益格局深刻调整,高等教育也呈现出新的特点,这对从事学生工作的高校辅导员提出了更高的工作要求。党和国家高度重视高校辅导员队伍建设,但由于多方面原因,我国高校辅导员的激励机制仍欠完善。高校辅导员面临着工作任务重、薪酬待遇较差、人员积极性不高、职业发展困扰较多等诸多问题。对辅导员进行有效的激励,提高其工作积极性、能力和水平,对于高校辅导员队伍建设,尤其是辅导员职业化、专业化和专家化具有重要意义,也能够进一步提升高等教育的质量和水平,提高人才培养的素质和质量。本文从高校辅导员激励的时代背景、问题根源入手,层层深入,对高校辅导员激励机制进行分析,并提出相应的对策。全文共分三个部分,按照提出问题、分析问题、解决问题的基本思路进行研究和行文的架构。第一章：主要论述高校辅导员激励的时代背景及其内涵。党和国家十分重视高校辅导员队伍建设,并于2006年颁布实施了《普通高校辅导员队伍建设规定》,重申其重要性。而目前高校辅导员队伍面临着工作任务重、薪酬待遇较差、人员积极性不高、职业发展困扰较多等现状。在此背景下,满足高校辅导员的内在精神需求,构建激励机制显得极为必要。本文认为,高校辅导员激励就是指在尊重辅导员主体性的基础上,通过多种外部因素满足他们的正当需要,从而激活其内驱力和维持其积极性的过程。其特点在于激励手段更趋复杂化、激励目的多指向思想因素、激励方式呈现平等化和多样化诉求、柔性激励优于制度激励。其对于激发和调动辅导员的工作积极性,实现辅导员个人目标与学校愿景的统一,留住优秀人才,提升队伍素质等具有积极作用。第二章：主要闸明了高校辅导员激励所取得的成效、存在的问题,并进行了原因分析。我国高校辅导员制度已有50多年的发展历史,这其中也取得了不少成绩。目前,高校辅导员自身素质不断提高、队伍建设明显加强、大学生成长成才得以保证、激励机制基本成形并发挥积极作用等是多年来我国高校辅导员激励方面所取得的成效,全社会对辅导员的重视程度正不断提高,辅导员的队伍建设也日渐增强,这些都与我国长期对辅导员的激励有着密切关联。但与此同时,辅导员激励方面还存在着薪酬水平相对较低、晋升发展空间较窄、考核评价不够科学、奖惩措施力度不恰当、培养机制不完善等问题。问题的客观存在一定程度上不利于辅导员的队伍稳定性和工作积极性。本章综合借鉴了亚当斯公平理论和马斯洛需要层次理论,并从心理学、管理学等角度指出问题的主要原因在于：其一是在教学是中心,科研为龙头的高校,从事思想政治教育的辅导员任务繁重、工作成就不高,导致其职业认同感较低；其二是高校深化改革中对辅导员的选择和培养方面存在政策短缺,从而带来辅导员职业归属感降低等不利影响；其三是辅导员管理部门科学管理水平不高,管理理念滞后,管理主体不明确,管理制度不健全,管理方式待改进等,不利于辅导员的自身成长和工作开展。第三章：主要针对目前我国高校辅导员激励中存在的问题提出相应的对策。高校辅导员的激励对策和措施不能依赖于传统的激励方法,而需要构建起切合这一群体特点的激励机制,在满足个体需求时充分调动其工作积极性,创造高质量的工作环境,最大程度地发掘其潜力,从而达到辅导员工作中的用才、育才、留才目的,同时需要调动各方面、各要素形成合力,构建并完善辅导员激励长效机制,方能形成激励与成效的双向发展。首先要从多个方面提高对高校辅导员激励的重要性的认识,包括营造尊重辅导员的良好氛围,建立辅导员激励机制的保障体系,并在理论研究上对辅导员激励机制建设进行探索和运用等。其次要在辅导员激励上把握正确的原则,主要包括坚持以人为本、科学性与系统性相结合、物质激励与精神激励相结合、适时激励与适量激励相结合、正激励与负激励相结合等原则。再者要形成内外兼修的高校辅导员激励机制,主要是完善和提高选聘、薪酬、福利等外在激励性因素水平,加大激励力度,同时从职业认同感、发展空间、培养机制等方面进一步完善内在激励性因素,保证长期激励。最后要以科学发展观为指导,从更新管理理念、明确管理主体、健全管理制度、改进管理方式等方面加强辅导员队伍的科学管理,为辅导员的成长与队伍发展解决好上层建筑层面的问题。结语：综合全文得出基本的结论,并指出高校辅导员激励机制的建立健全需要全社会上下齐心协力,同时也离不开辅导员自身的努力。
[Abstract]:The instructor is the backbone of the ideological and political education of college students. It is the guide of the healthy growth of the college students, the guide and the intimate friends. It is shouldering the ideological and political education of the college students, improving their ideological and political consciousness, helping and guiding them to set up the correct world outlook, outlook on life, values and the socialist cause. The important tasks of the builders and successors. With the profound changes in the social and economic system in China, the profound changes in the social structure, the profound adjustment of the pattern of interests and the new characteristics of the higher education, the higher requirements for the college counselors engaged in the student work have been put forward. The party and the state attach great importance to the construction of the college counselors, but Because of many reasons, the incentive mechanism of College Counselors in China is still imperfect. College counselors are faced with many problems, such as heavy work tasks, poor remuneration, low enthusiasm for personnel, and many difficulties in career development. In particular, the professionalization, specialization and expert of the counselor is of great significance, and it can further improve the quality and level of higher education and improve the quality and quality of the training of talents. This paper, starting with the background of the encouragement of college counselors, starts with the root of the problem, analyzes the incentive mechanism of college counselors, and puts forward the situation. Countermeasures should be taken.
The full text is divided into three parts. According to the basic train of thought, the basic idea of asking questions, analyzing problems and solving problems, we will study and write the framework.
The first chapter mainly discusses the background and connotation of the incentive of college counselors. The party and the state attach great importance to the construction of the team of college counselors, and in 2006 promulgated and implemented the regulations of the construction of the team of college counselors, reaffirming their importance. At present, the team of College Counselors is faced with heavy work tasks, poor remuneration and personnel. In this context, in this context, it is very necessary to meet the inner spiritual needs of college counselors and to build an incentive mechanism. This paper holds that the incentive of college counselors is to meet their legitimate needs through a variety of external factors on the basis of respecting the subjectivity of the counselors and activate their internal drive. The process of making and maintaining its enthusiasm is that the incentive means more complex, the incentive aims to point to the ideological factors, the incentive methods present the equality and diversification appeal, and the flexible incentive is better than the system incentive. Excellent talent, improve the quality of the team has a positive role.
The second chapter: the main purpose of this paper is to clarify the achievements of college counselor incentive, the existing problems, and the cause analysis. The college counselor system in China has been developed for more than 50 years, which has also achieved a lot of achievements. At present, the quality of college counselors has been improved, the team construction is obviously strengthened, and the growth of college students is able to grow up. It is guaranteed that the incentive mechanism has been formed and played a positive role in promoting the encouragement of College Counselors in our country for many years. The attention of the whole society to the counselors is increasing and the team building of the counselors is increasing. These are closely related to the long-term incentive to the counselors in our country. There are still a relatively low salary level, narrow promotion and development space, inadequate assessment and evaluation, inadequate rewards and punishment measures, imperfect training mechanism and so on. The objective existence of the problem is not conducive to the stability of the counselors and the work product polarity to some extent. This chapter is a comprehensive reference to Adams's fair theory and the theory of fairness. Maslow needs the theory of hierarchy, and points out the main reasons for the problems from the perspectives of psychology and management. The first is that in the teaching is the center, the scientific research is the leading university, the counselor engaged in the ideological and political education is heavy, the work achievement is not high, and the professional identity is low, and the second is the counselor in the deepening reform of the University. There is a shortage of policy in the selection and training, which brings the negative influence of the sense of professional belonging of the counselor, and third, the scientific management level of the counselor management department is not high, the management concept is lagging, the management subject is not clear, the management system is not sound, the management mode is improved and so on, which is not conducive to the self-development and work of the counselors.
The third chapter: the corresponding countermeasures are put forward in view of the existing problems in the encouragement of College Counselors in our country. The incentive countermeasures and measures of the college counselors should not rely on the traditional incentive methods, but the incentive mechanism should be built to meet the characteristics of the group so as to fully mobilize their enthusiasm and create high quality in meeting the needs of the individual. At the same time, it is necessary to mobilize all aspects, all the elements to form a joint force, build and improve the incentive mechanism of the instructor, so as to form a two-way development of incentive and effectiveness. The understanding of the importance of encouragement includes building a good atmosphere of respecting the counselors, establishing a guarantee system for the incentive mechanism of counselors, and exploring and applying the incentive mechanism construction of counselors in theoretical research. Secondly, we should grasp the correct principles in the encouragement of counselors, including adhering to the people-oriented, scientific and systematic nature. Combination, the combination of material incentives and spiritual incentives, timely incentives and appropriate incentives combined, positive incentives and negative incentives, and other principles. In addition, the formation of both internal and external college counselors incentive mechanism, mainly to improve and improve the selection, salary, welfare, and other incentives, and increase motivation, and from the sense of professional identity, and hair. In the direction of Scientific Outlook on Development as the guidance, we should strengthen the scientific management of the counselor team from the aspects of renewing the concept of management, defining the main body of management, perfecting the management system, improving the management mode, and solving the upper class for the counselors' growth and team development. The problem of the building level.
Conclusion: the comprehensive full text draws the basic conclusions, and points out that the establishment and improvement of the incentive mechanism of college counselors needs the whole society to work together and together, at the same time, it is inseparable from the efforts of the counselors themselves.
【学位授予单位】：西南大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G641

【参考文献】