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论文编号：	14368
作者编号：	2320213737
上传时间：	2023/12/12 17:25:31
中文题目：	H学校教师参与行政工作激励机制研究
英文题目：	Research on the Incentive Mechanism of Administrative Work of Teachers'' Offices in H School
指导老师：	王学秀
中文关键字：	行政工作；激励机制；绩效薪酬；学校教师
英文关键字：	Administrative work; Incentive mechanism; Performance based compensation; School teachers
中文摘要：	教育的进步关乎国家的长远发展及全人类的前途命运。基础义务教育是我国整体教育教学工作的基石，因此得到了政府和国民的大力支持。为了确保校园运作顺畅且高效益的发展，我们不仅要依赖于教职员工的一线授课任务，还需要他们承担一些重要的管理工作以支持校务运行及其高质量发展的需求。如何让薪酬体系成为教师成长的激励体系，使付出与所得成正比，如何健全考核评价激励机制，让教师积极主动参与到学校行政管理工作中，培养一专多能的人才，都是值得探讨的课题。 本文主要是对学校在日常教学工作外教师从事行政工作对于教师和学校的长远发展存在的问题及建立激励机制的研究，选取雄安新区D区H学校为研究对象，通过文献梳理、案例研究等方式，对该学校教师在从事行政工作过程中人员组织架构、工作积极性、工作成效、激励机制等方面的内容进行科学分析和认真研究，经过对H学校教师参与行政工作激励机制的研究，发现存在多个问题。首先，激励机制缺乏多样性，主要侧重于薪酬福利，而忽视了教师成长和成就等方面的激励，缺乏综合性的措施。其次，薪酬福利激励不够灵活，固定薪资标准过低，绩效分配制度缺乏公平性，浮动薪酬比例过高，导致薪酬差距过大和大锅饭现象的发生。此外，学校对教师的人文关怀不够，缺乏有效的沟通反馈机制，导致教师对参与行政工作的积极性和责任感降低。为解决这些问题，本文提出了一系列激励机制。激励机制的设计方面，建议基于公平原则和以人为本原则，设计多方位激励措施，确保综合性和均衡性。在薪酬福利方面，建议提高固定薪资标准，完善绩效分配制度，调整浮动薪酬比例，并提供教师子女就学关怀服务以改善福利待遇。对于教师的成长激励，建议开展差异化培训赋能和提供多元化的进修机会，同时规范职务晋升机制。在成就激励方面，建议确立年级一线为组织核心，为年级充分赋能，另外建议改进荣誉表彰制度，开展表彰宣传活动来弘扬先进典型。在环境激励方面，应加强学校的人文关怀，构建有效的沟通反馈机制充分表达尊重以达成隐性激励。为确保激励机制的正常运行和持续改进，论文提出了组织与制度保障、文化保障和动态调整机制等方面的保障措施。 综上所述，对H学校教师参与行政工作激励机制开展研究并得出优化策略，有利于为学校教师提供有获得感和幸福感的工作环境，健全学校人才队伍体系和激励体系建设，为雄安新区的教育现代化和高质量发展作出贡献。
英文摘要：	The progress of education is related to the long-term development of a country and the future and destiny of all humanity. Basic compulsory education is the cornerstone of China's overall education and teaching work, which has received strong support from the government and the people. In order to ensure the smooth and efficient development of campus operations, we not only rely on the frontline teaching tasks of teaching staff, but also require them to undertake some important management work to support the operation of school affairs and the demand for high-quality development. How to make the salary system an incentive system for teachers' growth, so that the effort is proportional to the income, how to improve the assessment and evaluation incentive mechanism, how to actively participate in school administrative management, and cultivate versatile talents are all topics worth exploring. This thesis mainly studies the problems and establishment of incentive mechanisms for the long-term development of teachers and schools when teachers engage in administrative work outside of their daily teaching work. The research object is H School in D District of Xiong'an New Area. Through literature review, case studies, and other methods, the organizational structure, work enthusiasm, and work effectiveness of the school's teachers engaged in administrative work are analyzed Through scientific analysis and careful research on the incentive mechanism and other aspects, it has been found that there are multiple problems in the incentive mechanism for H school teachers to participate in administrative work. Firstly, the incentive mechanism lacks diversity, mainly focusing on salary and benefits, while neglecting incentives for teacher growth and achievement, lacking comprehensive measures. Secondly, the compensation and welfare incentives are not flexible enough, the fixed salary standards are too low, the performance distribution system lacks fairness, and the proportion of floating salaries is too high, leading to a large salary gap and the occurrence of the phenomenon of big pot rice. In addition, the school lacks sufficient humanistic care for teachers and an effective communication and feedback mechanism, resulting in a decrease in teachers' enthusiasm and sense of responsibility for participating in administrative work. To address these issues, this thesis proposes a series of incentive mechanisms. In terms of designing incentive mechanisms, it is recommended to design multi-dimensional incentive measures based on the principles of fairness and people-oriented, to ensure comprehensiveness and balance. In terms of salary and benefits, it is recommended to increase the fixed salary standard, improve the performance distribution system, adjust the floating salary ratio, and provide care services for teachers and children to improve welfare benefits. For the growth incentives of teachers, it is recommended to carry out differentiated training to empower and provide diversified opportunities for further education, while standardizing the mechanism for job promotion. In terms of achievement motivation, it is recommended to establish the first line of the grade as the organizational core to fully empower the grade. Additionally, it is recommended to improve the honor recognition system and carry out recognition and publicity activities to promote advanced models. In terms of environmental incentives, schools should strengthen their humanistic care and establish effective communication and feedback mechanisms to fully express respect and achieve implicit incentives. To ensure the normal operation and continuous improvement of incentive mechanisms, the paper proposes measures to ensure organizational and institutional guarantees, cultural guarantees, and dynamic adjustment mechanisms. In summary, conducting research on the incentive mechanism for H school teachers to participate in administrative work and formulating optimization strategies is conducive to providing a work environment with a sense of gain and happiness for school teachers, improving the construction of the school's talent team and incentive system, and contributing to the modernization and high-quality development of education in Xiong'an New Area.
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