UDC 37.08
Zeng Xiaoyan
EI «Yanka Kupala State University of Grodno»
Scientific supervisor – A. Kantseal, Director of the Institute for Professional Skills Upgrading and Retraining of Yanka Kupala State University of Grodno, Ph.D.
IMPROVING THE INCENTIVE SYSTEM OF EDUCATIONAL INSTITUTIONS
The current education and training institutions, as the product of the current market economy and the continuous development of education, have covered all levels of the current industry, including children, primary schools, middle schools, high schools and universities, as well as all aspects of vocational training in various industries. The overall level of teaching staff in training institutions is the key to the training quality in education and training institutions. Therefore, whether the incentive mechanism of educational training institutions is perfect is the key to determine the level of the overall quality of educational institutions. At present, educational institutions such as bamboo shoots after a spring rain in general, constantly emerging, the number of a sharp increase, leading to the education and training institutions of the teaching quality of the good and the bad are intermingled, the workload, strong pressure, professional lack, low treatment, weak follow-up of students, personnel management chaos and other problems also appear. Therefore, perfecting a set of reasonable incentive mechanism to attract and motivate teachers plays an indispensable role in improving the overall quality of teachers and promoting the development of training institutions.
First, the concept of motivation
Incentive measures encourage, guide and regulate members of an organization or group through the establishment of appropriate forms of external rewards, through a clear code of conduct or simple punitive measures. The process by which members are motivated to work efficiently and effectively to accomplish an organization or business group’s plans and personal goals.[2] Incentive mechanism is the core of the enterprise human, it is to point to motivate employees to continuously continuous positive work the source of power, the effective incentive measures will continue to light the staff’s working enthusiasm, and the staff’s working ability of the potentially huge excitation and released, for the enterprise’s contribution to the realization of the vision of their own.
- Material incentives
Material incentive refers to the use of materials and bonuses and other external means to make the organization or enterprise group employees to obtain material rewards and satisfaction, so as to mobilize the enthusiasm, initiative and creativity of external employees. Material is to stimulate employees’ ability and enthusiasm for continuous hard work by satisfying their material needs in life. Material incentive is one of the main incentive models in all, and because part of the workers’ income is low, unable to meet their consumption needs, so that many enterprises in our country have used this universal and effective incentive model.[1]
In the implementation of the material incentive system, the material incentive should be combined with the corresponding system. To ensure the realization of material incentives. Fairness must also be ensured. All employees must be treated equally and rewarded and punished according to uniform standards. Otherwise, there will be no positive incentive effect.
- Immaterial incentives
Non-material incentive refers to the organization or enterprise group to stimulate the enthusiasm of employees in a way different from material incentive. There are many ways of non-material incentive, and the internal relationship between all kinds of non-material incentive is very close, so it has a very important significance for the development of enterprises.
- Incentive methods to meet the daily needs of employees
The continuous protection of employees’ survival is the need for employees to pursue a stable life and family happiness. Therefore, the enterprise can motivate employees in a way that conforms to the three aspects of safety, justice and enterprise development goals, and effectively meet the needs of employees’ survival and development.
First, safety incentive.
The most basic requirement of human life is safety and good health.
If people fear for their life safety, their life and work will be under stress, leading to a series of unpleasant physiological reactions in work and life, making it difficult for them to concentrate and enter the work effectively. This kind of incentive form is to satisfy the basic needs of employees’ incentive.
Second, fair incentives.
Employees are very sensitive about whether they are being treated fairly at work. Affected by relative reward and absolute reward, the employee’s enthusiasm in the work process will change. So any time an employee feels unfair at work, it will make the employee less productive at work.
Third, enterprise development goal incentive.
The company’s development goals and development space have a direct impact on employees’ perception and understanding of the company.
When an enterprise group lacks a clear plan for its future development, it will reduce the efficiency of its employees in the work process.[3] In this regard, the enterprise should continuously formulate and plan scientific development strategies and goals according to each development stage. I closely combine the development of the company and the team with the personal goals of the employees, continue to improve and develop the career planning of the employees, so that the employees can truly feel the continuous progress of the company in all aspects. In this way, the integration between employees and the enterprise can be enhanced and the positive enthusiasm of employees can be stimulated.
Bibliographic list
- Shi F. Activating human resources. Beijing: China Materials Publishing House. 2001
- Solon. Human Resource Management in Modern Hotels. Beijing: China Travel Publishing House. 2001
- Wang Xiaoming, Wang Zhiyong. The 88 most effective motivational techniques. Beijing: Economic Science Press, 2006. 12
