随着我国高等教育的持续大众化推广,国家就民办教育的支持力度不断加

大,民办高等教育顺势而生、迅猛发展,为推动我国高等教育事业发展、国民经

济发展发挥着重要作用。但长期以来,民办高等教育机构(民办学院)因其身份

特殊、发展历时不长、公众认可度不高、经营费用来源、经营管理局限等现实情

况,要自负盈亏、长期持续发展下去,生源开拓与竞争历来是其核心要务。要多

招生,学院就要办出特色、办出品牌,持续提升其美誉度,获得社会认可。而要

提高办学质量,必须要有一支优秀敬业的师资队伍。如何建立起这支队伍,并充

分发挥其工作的能动性和创造性,是民办学院管理的重中之重,需要有一套系统

完善的、有效的激励机制,保证教师队伍的长期稳定发展,并在学院内部为教师

队伍创造良好的教学、科研环境,将教师队伍清晰的生涯规划和发展通道与学院

的发展壮大有机结合起来。.

本论文以W学院为例,实证分析了当前云南省民办高校教师的工作现状和其

中存在的问题,根据人力资源管理中的激励理论,对现有的激励机制提出了优化

方案,希望能更好地调动教师的工作积极性,稳定其发展,最终实现个人发展、

价值实现与学院教学质量和办学效益提升的双赢目的。

同时,根据查阅到的相关欧亿·体育（中国）有限公司,目前国内激励理论主要是针对企业员工和公

办高校的教师的激励机制,对于民办院校教师的激励机制研究不多。因此研究民

办院校教师激励机制有益于促进我国高等教育整体水平提升,具有较高的理论发

展和管理实践价值。

关键词:民办学院,教师,激励机制

A STUDY ON THE INCENTIVE MECHANISM OF W

COLLEGE

ABSTRACT

Along with the continuous popularization of higher education and the mounting

national support, private higher education is developing rapidly, promoting our

counfayfs higher education developmoit and exerting an important role in national

economy development. However, private higher educational institutions have faced

heated competition to survive and to develop for a long time, due to a serial of

limitations such as relatively short histories, poor public recognition and insufficient

economic resources. To be self-financing, and to achieve sustainable development,

competition for more students has always been the priority for those schools. To

achieve that goal, they have to improve their teaching quality and obtain high social

recognition, which is guaranteed by good professional teachers. Therefore, management

in those schools need to set up a mature and effective incentive mechanism to ensure the

long-term stable development of teachers and give full play to teachers' initiative and

creativity. They need to create a good environment and offer teachers clear career

planning and development as well as an organic combination of individual development

with the development of the college.

Setting w college as an example, this paper analyzes the present working situation

and existing problems of private college teachers in Yunnan province, and then puts

forward an optimization scheme of the existing incentive mechanism on the basis of

incentive theories in human resource management, in a hope of arousing the working

enthusiasm of teachers, which in turn ensures individuals' sustainable development,

fulfillment and a win-win result for teachers and private colleges.

Meanwhile, tiie paper possesses a theoretical value as the current domestic

incentive tiieoretical researches mostly focus on incentive mechanisms for enterprise

employees and public college teachers, few for private college teachers. Therefore,

research on incentive mechanisms in the private colleges aad universities can hopefully

help to improve the overall level of higher education in China with its high theoretical

value and guidance on management practice.

Key words: Private colleges, Teachers incentive. Mechanisms