摘要
高校对于任课教师的成功激励是提升办学水平的重要途径。高校任课教师激励制度的设计要考虑多种因素,包括教师的工作性质和群体特征,以及教师的真实需求;也要符合各高校自身的特色与发展阶段。激励制度的设计要遵循人本原则、客观差异化原则、公允原则等,要注重实效,避免形式化、单一化。
Successful incentive mechanism for teaching staff is an important way to improve the whole level of universities and colleges. To design the incentive mechanism for teachers in universities, we should pay attention to many factors, such as job type, group feature, real demands of teachers, universities＇ own characteristics and developing phase. The basic principles of designing incentive mechanism include people - centered, objective difference and fair principle. We should emphasize actual results and avoid formalization and simplification.
出处
《中国劳动关系学院学报》
CSSCI
北大核心
2011年第1期104-107,共4页
Journal of China University of Labor Relations
基金
中国劳动关系学院2009年教改招标重大课题"教师教学工作激励与绩效考核的研究与实践"(编号:ZD0902)阶段性成果
课题成员有:钟懿辉
赵鑫全等
关键词
高校
任课教师
激励制度
universities and colleges
teaching staff
incentive mechanism
