Y民辦培訓學校外聘教師激勵研究
發(fā)布時間：2018-08-06 17:06
【摘要】：教育產(chǎn)業(yè)化是循序漸進的過程,隨著教育產(chǎn)業(yè)化改革的深入,各類民辦培訓學校應運而生,其作為非學歷教育培訓機構(gòu)在教育市場有著不可或缺的地位。Y民辦培訓學校作為民辦非學歷教育培訓機構(gòu),自2003年成立以來由最初的無人知曉、舉步維艱到如今能在滁州教育市場上有一定的社會認可度,并在很大程度上滿足教育培訓多元化、多層次的需求,改變了越來越多學習者的生活�，F(xiàn)如今,“終身學習”的理念已經(jīng)深入人心并成為現(xiàn)代人工作生活的一種狀態(tài)。在滁州教育市場,龐大的市場需求和較低的行業(yè)進入門檻,使各種培訓學校層出不窮,但能堅持下來并形成一定規(guī)模的并不多見�，F(xiàn)代人力資源管理理論認為,人是組織最重要的資源,是組織最有潛力和績效的投資。鑒于Y民辦培訓學校的辦學現(xiàn)狀,外聘教師是其師資力量的主體。因此,Y民辦培訓學校自成立之初就把外聘教師作為學校最重要的資源,認為其是學校發(fā)展的核心力量,也是學校需要優(yōu)先發(fā)展的資源。外聘教師承擔了Y民辦培訓學校全部教學工作,受眾越來越高、越來越多樣化的培訓需求,使得對外聘教師的要求越來越高,Y民辦培訓學校要想在競爭日趨激烈的教育培訓市場謀得一席之地,就需要建立一支素質(zhì)優(yōu)良、職稱結(jié)構(gòu)合理的外聘教師隊伍。Y民辦培訓學校正努力加強對外聘教師的管理,外聘教師的激勵成為Y民辦培訓學校外聘教師管理的重中之重。本論文著眼于將MBA所學的激勵理論結(jié)合Y民辦培訓學校外聘教師激勵實踐中的認知和體會,擇出“需求層次理論”、“雙因素理論”、“成就需要理論”、“期望理論”、“公平理論”等激勵理論,通過對Y民辦培訓學校的辦學現(xiàn)狀、外聘教師激勵現(xiàn)狀的調(diào)研,發(fā)現(xiàn)Y民辦培訓學校外聘教師激勵存在的問題及產(chǎn)生的原因,找到Y(jié)民辦培訓學�，F(xiàn)行的針對外聘教師激勵的不足,從而結(jié)合Y民辦培訓學校外聘教師的特點與需求尋找到切實有效激發(fā)出外聘教師內(nèi)在驅(qū)動力的激勵辦法,并從薪酬激勵、工作激勵、培訓激勵和參與激勵等方面對其激勵方式進行改進,穩(wěn)定外聘教師隊伍,保持Y民辦培訓學校在滁州教育培訓市場的優(yōu)勢地位。通過對Y民辦培訓學校外聘教師激勵研究,探索激勵在Y民辦培訓學校外聘教師成長中的積極作用,進一步推進Y民辦培訓學校外聘教師隊伍的動態(tài)管理,對于解決其他民辦培訓機構(gòu)外聘教師激勵問題也有一定的借鑒意義。當然,如何有效激勵外聘教師是Y民辦培訓學校乃至各個民營辦學機構(gòu)人力資源管理工作的難點之一,對Y民辦培訓學校外聘教師激勵的改進對策也是一項復雜而艱巨的工作,Y民辦培訓學校外聘教師激勵的改進對策現(xiàn)實效果如何,還需要通過實踐檢驗,故本論文的研究難免有不足之處。
[Abstract]:The industrialization of education is a gradual process. With the deepening of the reform of education industrialization, all kinds of private training schools emerge as the times require. As a non diploma education and training institution, it has an indispensable position in the education market..Y private training school, as a non-governmental non diploma education and training machine, has been known by the first nobody since its founding in 2003. It is difficult to have a certain degree of social recognition in the education market in Chuzhou, and to a large extent, to meet the diversified needs of education and training, and to change the life of more and more learners. Now, the concept of "lifelong learning" has been deeply rooted in the people's mind and became a state of modern people's work and life. In Chuzhou, teaching is a state. The market, the huge market demand and the lower industry enter the threshold, make all kinds of training schools emerge in endlessly, but it is not common to adhere to a certain scale. Modern human resource management theory believes that people are the most important resources of organization, the most potential and performance of the investment. In view of the current situation of running schools in Y private training schools The external teachers are the main body of their teachers. Therefore, the Y private training school has taken the external teachers as the most important resources of the school at the beginning of its founding. It is considered as the core strength of the school development and the resource that the school needs to develop first. The external teachers have undertaken all the teaching work of the private training schools in the Y, and the audience is increasingly high and more and more popular. The demand of diversified training makes the demands of foreign teachers become more and more high. In order to get a place in the increasingly competitive education and training market, Y private training schools need to establish a team of foreign teachers with excellent quality and reasonable title structure,.Y private training school is trying to strengthen the management of foreign teachers and external teachers. The incentive has become the most important part of the management of the external teachers of Y private training schools. This paper aims to combine the motivation theory of MBA with the cognition and experience of the external teachers in Y private training schools, and choose "the theory of demand level", "double factor theory", "achievement needs theory", "expectation theory", "fair theory". Through the investigation of the current status of Y private training schools and the current situation of external teachers' incentive, the author finds out the problems and causes of external teachers' incentive in private training schools in Y, and finds out the shortcomings of the current teachers in Y private training schools, so as to combine the characteristics and needs of the external teachers of the private training schools in Y. In order to find out the incentive measures to effectively stimulate the internal driving force of external teachers, and improve the incentive mode from salary incentive, work incentive, training incentive and participation incentive, we can stabilize the external teachers' team and maintain the advantage of Y private training school in Chuzhou education and training market. Through the Y private training school, The active role of motivation in the growth of external teachers in Y private training schools is explored, and the dynamic management of the external teachers' team of Y private training schools is further promoted. It also has certain reference significance for solving the external teachers' incentive problems of other private training institutions. Of course, how to effectively motivate external teachers is Y private training. One of the difficulties in the human resource management of the training schools and even the private run schools is also a complex and arduous task for the improvement of the external teachers of the Y private training schools. How to improve the practical effects of the improvement countermeasures for the external teachers of the private training schools in the private training schools must be tested through practice, so the research of this paper is unavoidable. There are some inadequacies.
【學位授予單位】：安徽大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：G522.72
本文編號：2168388
[Abstract]:The industrialization of education is a gradual process. With the deepening of the reform of education industrialization, all kinds of private training schools emerge as the times require. As a non diploma education and training institution, it has an indispensable position in the education market..Y private training school, as a non-governmental non diploma education and training machine, has been known by the first nobody since its founding in 2003. It is difficult to have a certain degree of social recognition in the education market in Chuzhou, and to a large extent, to meet the diversified needs of education and training, and to change the life of more and more learners. Now, the concept of "lifelong learning" has been deeply rooted in the people's mind and became a state of modern people's work and life. In Chuzhou, teaching is a state. The market, the huge market demand and the lower industry enter the threshold, make all kinds of training schools emerge in endlessly, but it is not common to adhere to a certain scale. Modern human resource management theory believes that people are the most important resources of organization, the most potential and performance of the investment. In view of the current situation of running schools in Y private training schools The external teachers are the main body of their teachers. Therefore, the Y private training school has taken the external teachers as the most important resources of the school at the beginning of its founding. It is considered as the core strength of the school development and the resource that the school needs to develop first. The external teachers have undertaken all the teaching work of the private training schools in the Y, and the audience is increasingly high and more and more popular. The demand of diversified training makes the demands of foreign teachers become more and more high. In order to get a place in the increasingly competitive education and training market, Y private training schools need to establish a team of foreign teachers with excellent quality and reasonable title structure,.Y private training school is trying to strengthen the management of foreign teachers and external teachers. The incentive has become the most important part of the management of the external teachers of Y private training schools. This paper aims to combine the motivation theory of MBA with the cognition and experience of the external teachers in Y private training schools, and choose "the theory of demand level", "double factor theory", "achievement needs theory", "expectation theory", "fair theory". Through the investigation of the current status of Y private training schools and the current situation of external teachers' incentive, the author finds out the problems and causes of external teachers' incentive in private training schools in Y, and finds out the shortcomings of the current teachers in Y private training schools, so as to combine the characteristics and needs of the external teachers of the private training schools in Y. In order to find out the incentive measures to effectively stimulate the internal driving force of external teachers, and improve the incentive mode from salary incentive, work incentive, training incentive and participation incentive, we can stabilize the external teachers' team and maintain the advantage of Y private training school in Chuzhou education and training market. Through the Y private training school, The active role of motivation in the growth of external teachers in Y private training schools is explored, and the dynamic management of the external teachers' team of Y private training schools is further promoted. It also has certain reference significance for solving the external teachers' incentive problems of other private training institutions. Of course, how to effectively motivate external teachers is Y private training. One of the difficulties in the human resource management of the training schools and even the private run schools is also a complex and arduous task for the improvement of the external teachers of the Y private training schools. How to improve the practical effects of the improvement countermeasures for the external teachers of the private training schools in the private training schools must be tested through practice, so the research of this paper is unavoidable. There are some inadequacies.
【學位授予單位】：安徽大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：G522.72
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