How to solve the problem of low enthusiasm of old comrades in the office is linked to interests, or we can talk about new people at ordinary times, in fact, it is aimed at old employees and beat about the bush.
How to arouse teachers' enthusiasm in school management? : C643 document identification code: a article number:1672-691x (2010) 03 The subject and object of school management are people. How to arouse teachers' enthusiasm is an important issue in school work. The first thing here is how to treat people and how to use people. Doing a good job in teachers' work, correctly understanding, treating, mobilizing, restraining, organizing and using teachers, so that all teachers can clearly understand the overall goal of the school, their responsibilities, the significance of their work and their relationship, and work actively, actively, conscientiously and creatively is the guarantee for improving leadership performance, realizing the goal of the school management system and fully implementing the party's education policy. The management of primary and secondary schools must obey the center of education and teaching, so as to have strong vitality. Only by establishing a correct concept of running a school and adopting different methods can teachers' enthusiasm be fully exerted. First, it is the core of school management to establish the idea of people-oriented and relying on teachers. First of all, we should respect teachers, understand them and listen to their opinions and suggestions. As a school administrator, we should correctly establish the idea that management is service and straighten out the relationship between ourselves and teachers. Never be above the teacher, let alone arrogant. There are many female teachers in our school, who are the main force of education and teaching in our school. We should fully arouse their enthusiasm for work, have a heart-to-heart talk with them and respect their opinions. Secondly, mobilize teachers to "govern the school democratically", participate in the school management enthusiasm, and stimulate their sense of ownership. Teachers' labor performance is the individualization of labor procedures and the collective ownership of labor results. In order to complete the task of education and teaching in an all-round way, it is necessary to strengthen the full cooperation of all teaching staff, give full play to the collective wisdom of teaching staff, especially teachers, unblock the channels of information feedback, advocate collective efforts and encourage teachers to make suggestions and suggestions. For example, in the school's work plan, it is required to hold a class teacher's experience exchange meeting, a topic seminar and a backbone teacher's symposium every semester. During this period, teachers talk about teaching reform, teaching materials and teaching methods, learn from each other, learn from each other's strong points, and give play to their master spirit of loving school and family. Third, we should care about teachers and consciously serve them. As a school administrator, we should always have teachers in our hearts to solve problems for them and care about their practical difficulties in study, work and life. Therefore, managers should often go deep into teachers to talk about work, life, family and current affairs; On holidays, teachers' families are ill and have big happy events, so they should visit in person to help solve the urgent needs; Hold regular and irregular teachers' symposiums to understand the situation and solicit opinions; When you go deep into the masses, you can master the practical difficulties of individual teachers through their reflections, and so on. At the same time, managers should reduce the burden on teachers and give them more free time. As we all know, the work of teachers is busy and hard, especially young and middle-aged teachers. They are the backbone of all the work in the school, "leading the way", the old and the young at home, shouldering the burden of family life. Many people live a "fighting morning, tense noon and busy night" day after day, year after year. Improving teachers' physical health and professional training has become a prominent problem. Therefore, this has also become an important content for school leaders to care about teachers' work and life. On the one hand, principals should correctly understand the characteristics of teachers' work, understand the difficulties of teachers, and believe that teachers are willing to work hard. On the other hand, try to reduce the extra-curricular burden of teachers, don't overload requirements, and don't pass on what the principal should do to teachers. The higher authorities need statistical data, which are handled by the principal, the guidance office and the office, without bothering the teacher; Don't let the teacher hold redundant meetings, engage in surprise labor, and don't let the teacher burn the midnight oil to change a lot of exercise books. This will not only let them know that managers have no intention of forgetting them, but also establish their prestige, and their enthusiasm can be mobilized needless to say. 2. Meeting teachers' legitimate needs is the basis of teachers' enthusiasm for running schools. According to Maslow's hierarchy of needs theory, human beings have five levels of needs, which can be divided into five levels in order, namely, physiological needs, security needs, belonging and love needs, self-esteem needs and self-realization needs. The relationship between different levels is like this: these five needs are like a ladder from low to high. When the needs of one level are met relatively, they will develop to a higher level. Demand is linked with human activities. Need is the source of individual enthusiasm and the basic motivation of people's activities. When the demand appears and drives people to act, it is presented in the form of motivation and becomes the power to dominate behavior in order to obtain their own satisfaction. When the individual's needs are not met, it will prompt people to engage in some behavioral activities to meet their needs, thus generating corresponding motives. As an organic part of human society, teachers' working motivation still needs to be stimulated by driving forces outside themselves. This driving force mainly comes from the following three aspects: First, the material driving force. As social people, teachers are branded with the life of ordinary people in social and economic development. Meeting the basic needs of teachers in education and teaching, such as clothing, food, shelter and transportation, is an objective motive force to mobilize teachers' enthusiasm. As Comrade * * * said: "Ignoring material interests can be good for a few advanced elements and bad for the masses. It is temporary, not long-term. The revolutionary spirit is very valuable. Without revolutionary spirit, there would be no revolutionary action. However, the revolution is based on material interests. If you only talk about sacrifice and don't talk about material benefits, it is idealism. " The material needs of teachers include living material needs and working material needs. As a school administrator, we should try our best to create conditions to ensure the timely payment of teachers' salaries and performance pay, and solve practical problems such as teachers' housing difficulties, children's placement, and family worries. In this regard, the school should establish a set of assessment mechanism for teachers' work, such as quantitative management methods for service and teachers' work, quantitatively assess teachers' teaching achievements, attendance, lesson plans and homework, and then give corresponding material rewards according to the assessment results. First of all, teachers should continue to strengthen education, cultivate their professionalism and dedication, help them set up lofty aspirations, and at the same time implement various effective spiritual rewards within the school, such as selecting advanced, commending and promoting, which are linked to teachers' work performance. We advocate giving priority to praise when praising or criticizing, and giving priority to reward when rewarding or punishing. We should not only be good at cultivating an equal and fair competition mechanism, but also create a democratic, harmonious and friendly cultural atmosphere of humility and mutual respect. Secondly, improve the teacher appointment system. In the implementation of the teacher appointment system, we should not only pay attention to the hardware such as academic diploma, professional and technical level, post qualification certificate, but also pay attention to the assessment of teachers' love of teaching, students and dedication to their posts, and gradually form a situation of competition for posts. The third is the motivation of mission objectives. When making long-term and medium-term goals, schools should take some objective goals as indicators, decompose them into each teacher's head, issue an annual task book, assess the completion of their annual work and commend them. The fourth is to appoint "heavy" posts. The individualization of teachers' work determines the difference of teachers' work, and schools should avoid shortcomings and be pragmatic when employing people, and learn from each other's strengths. For individual naughty teachers, we should be good at discovering their advantages, pay attention to praise, and entrust them with "heavy responsibility" to arouse their enthusiasm. Third, the information driving force. In today's society, information, as a resource, is also considered as a productive force. Therefore, schools should provide teachers with opportunities to receive information in a planned way, such as further study, inter-school communication, study tour, interpersonal communication and sightseeing, so as to meet teachers' demand for information resources. 3. Creating a healthy and positive campus culture is the external cause to arouse teachers' enthusiasm. The school is not only a place to impart scientific and cultural knowledge, but also a garden to spread civilized and healthy thoughts and noble moral sentiments to the new generation. This campus culture should have the following characteristics: (1) Strive to cultivate unique school-running characteristics. In school management, on the basis of summing up the lessons of success and failure, we should be good at tapping the advantages of the school itself, gradually form the management mode, methods and teaching characteristics with school characteristics, give full play to the school's personality characteristics, and then stand out from other schools. (2) Cultivate team spirit and give play to the mass effect of relying on teachers to run schools. Our school advocates respecting teachers, understanding and caring for them, and giving full play to their personal intelligence. At the same time, it pays attention to cultivating teachers' cooperative team spirit, enhancing group consciousness, so that every teacher has a sense of identity and belonging, and every teacher shares the same fate with the school, thus generating an internal resultant force and giving full play to the overall effect and function of management. (3) Create a good campus cultural atmosphere. The appearance of the school, the clothes of teachers and students, the civilized language on campus, the work norms of faculty and staff, the excellent facilities, even the placement of desks and chairs in the classroom, the uniformity of students' exercise books, the location of garbage bins and so on. , constitute the external material foundation of campus culture, teachers immersed in it, are influenced and infected. On the other hand, improve various rules and regulations, standardize students' daily behavior, and create a harmonious, equal, healthy and civilized campus cultural environment. Elegant teaching environment has played a silent role in boosting morale and mobilizing teachers' enthusiasm for work. In a word, mobilizing people's enthusiasm is a complex and ancient problem, which is related to the effectiveness of managers, organizations, individuals and society in today's education field. In the new century, there are a lot of unreasonable and unreasonable problems in school management, and the previous management methods have shown their limitations. Leaders need to establish scientific management ideas, master certain behavioral science theories, and give full play to teachers' strengths. Only in this way can we fully mobilize the enthusiasm of teachers and greatly improve the education and teaching level of the school.
How to improve teachers' work enthusiasm by carrying out performance pay? The index of "desire matching index" must be included in the performance appraisal index in order to improve the enthusiasm of teachers.
How to improve personal work enthusiasm and solve work fear? Since the launch of the theme education activity of "grasping style, observing discipline, stressing efficiency and running people's satisfaction education", effective measures have been taken to combine grasping style, observing discipline and stressing efficiency with improving the quality of education and teaching, and all construction work has been solidly carried out, which has effectively promoted the development of school education and teaching. But looking back on the previous stage, there are still many shortcomings. According to the principle of finding the gap and determining the measures, the work direction and educational objectives of the leading group, class teacher and teaching staff are clear. The school will rectify the existing problems in the stage of rectification and upgrading. According to the actual situation of our school and the spirit of the superior archives bureau, this rectification implementation plan is formulated.
First, sort out opinions.
The school held a meeting of leading bodies and teaching staff. Conscientiously implement the relevant provisions of the county education bureau and the central school district. Combined with the opinions and suggestions that the school has solicited from teachers, parents and students at this stage, it has been sorted and classified. After careful sorting and summary, there are mainly the following problems:
(A) school behavior
1, school leaders' school-running ideas, educational concepts and innovative management concepts can't keep up with the requirements of new curriculum development.
2. The construction of campus culture needs to be further strengthened.
3, campus safety work should be persistent, can't have the slightest slack.
(B) Teachers' morality and style
1, the execution and coordination of school team members need to be further improved.
2. The work initiative and enthusiasm of some faculty members still need to be further improved.
3. Some teachers lack care for students, can't take the initiative to understand students, and have little communication with students. There is too much supervision, too little care and too little service for students, and the efforts to solve students' difficult problems are not strong enough. The concept of all for students, all for students and all for students has not been well reflected.
4. Some class teachers don't do a good job and don't pay enough attention to home visits. The education method for students is single and lacks humanization.
quality of education
1. Although the overall quality of education and teaching in schools is on the rise, it is not stable enough.
2. The development of disciplines is unbalanced, and the teaching quality of some disciplines is still at a low level in the whole school district.
3. The professional level and ability of some teachers still need to be further improved. Mainly manifested in backward concepts and outdated methods; Professional knowledge is aging, theoretical foundation is not solid, and ability is not strong.
4. The education of students' study habits and interests is not in place.
Second, the reason analysis
From the perspective of school team members:
First of all, the initiative of learning is not enough, learning is not deep enough, or learning is just for the sake of learning, without applying what you have learned, which leads to insufficient broadening of work ideas and lack of pioneering and innovative spirit in work.
The second is that there is a fear of difficulties in thought, and the initiative and enthusiasm of the work are not enough.
From the teacher's point of view:
First, some teachers have the concept of employment, lack the sense of ownership and lack initiative and enthusiasm in their work.
Second, some teachers, influenced by some bad social atmosphere, relaxed their transformation of outlook on life and world outlook, and were not strict with themselves.
From the students' point of view:
Due to environmental factors, there are many left-behind children, which leads to no one interested in learning. Coupled with the loss of a few good students, it directly affects students' low enthusiasm for learning and no schooling.
Third, the rectification measures
(1) Strengthen team building.
Insist on studying and reading more, improve your professional level and management level, and learn more about teachers' ideas, students' study habits, education and so on. Continue to adhere to the system of part-time lectures and strictly implement the regulations on the number of weeks of part-time lectures. Standing on the front line of teaching. Understand the trend of education and teaching. Honest, diligent, democratic, pragmatic and efficient. Efforts should be made to advocate and practice the "good atmosphere in eight aspects", with the goal of building a "six-type team" that is learning-oriented, innovative, service-oriented, harmonious, economical and clean. Cadres should strive to be models of innovation, morality, work, service, discipline and image, and firmly establish the "five consciousnesses": the sense of responsibility of being brave in innovation, tackling difficulties and shouldering heavy burdens; The learning concept of lifelong learning and applying what you have learned; The purpose consciousness of teaching for the people and benefiting the people; Overall awareness of democracy, unity and harmonious coexistence; Moral consciousness and noble sentiment of decent life. Realize that the leading group has a new image, new actions, new achievements in promoting development, and new improvements in efficiency construction.
(2) Increase the construction of teaching staff.
We will continue to intensify the pairing work of "helping" and the implementation of "Blue Project", and carry out one-on-one and one-on-two mutual learning between new teachers and old teachers to promote the overall improvement of the quality of education and teaching in our school. Strengthen school-based training, and make use of research classes, observation classes, seminars and discussions of young teachers and backbone teachers to carry out interactive learning, so as to improve the classroom teaching effect of teachers; Strengthen peacetime supervision and establish a reward mechanism; Strengthen publicity, continue to implement the system of encouraging teachers to come to school for training, strengthen the system of collective lesson preparation, and intensify efforts to promote the growth of new teachers; Continue to implement the reward system and training system for famous teachers in schools, and encourage school teachers to grow into central schools and county-level famous teachers as soon as possible; Constantly improve the school's annual assessment system, quantify and refine the grading standards, conduct a comprehensive assessment of faculty and staff from the aspects of morality, ability, diligence and performance more scientifically and reasonably, urge faculty and staff to strengthen professional learning, improve their working ability and level, improve their enthusiasm and initiative in scientific research, and mobilize teachers' enthusiasm and initiative in general to promote teachers' professional development. Strengthen the construction of teachers' morality and style, and implement the commitment system of teachers' morality and style.
(3) Strengthen the construction of school culture and school system, and enhance the school connotation. According to the implementation plan of school system construction, it will be implemented step by step in a planned way.
1. Renew the concept of education, actively establish and create a democratic, equal and harmonious relationship between teachers and students, respect students' personality, and love students, especially underachievers, so that students can truly love learning and change from passive learning to active learning.
2, establish a few consciousness:
(1) Firmly establish the consciousness of "educating people before punishing others" and ask others to do it first.
(2) firmly establish that "nothing is trivial in school, everything is education; Teachers are ubiquitous role models, taking teaching and educating people as their own responsibility and setting an example for students and teachers.
(3) Firmly establish the consciousness of "keeping poverty rather than damaging teachers' morality", carry forward the spirit of teachers' honesty, run schools in a clean manner, and maintain the image of "loving their posts and being dedicated, indifferent to fame and fortune, selfless dedication, persistent pursuit and exploration and innovation".
(4) Firmly establish the consciousness of "running the school by virtue, teaching and educating people, and serving people".
(5) Firmly establish the sense of service, hardship and competition, and enhance the sense of mission, urgency and crisis.
(6) Firmly establish a sense of "ownership", take the school as my home, take teaching as my career, and I am ashamed to develop the school.
3. Correct the bad habits in students' study and life in time. Intensify efforts to cultivate students' interest in learning and their study habits of special skills and creativity. Stimulate students' enthusiasm for learning.
(4) Strengthen teaching management. And formulated the comprehensive evaluation management methods and evaluation rules for the quality of education and teaching, and concluded the responsibility book for improving the quality of education and teaching with teachers. Constantly improve the school teaching survey system, and conduct surveys through regular or irregular student questionnaires and student symposiums every semester. Understand the working attitude and quality of teachers and class teachers, especially the degree of teachers' concern for students. Give students timely feedback and advice.
We firmly believe that through the rectification of the school's educational activities with the theme of "grasping style, observing discipline, stressing efficiency, and running people's satisfaction education", our school will certainly enhance its service awareness, change its work style, improve the quality of education and teaching, run a school with students' satisfaction and parents' reassurance, and its education and teaching outlook will definitely be greatly improved.
How to mobilize teachers' work enthusiasm and teaching achievements? Introduction of reward mechanism+policy with clear rewards and punishments = success.
How to deal with the problem of low enthusiasm of old comrades in the office, unless you can increase new funds on the basis of normal income.
There are also reasons why old comrades are not enthusiastic. They retired after working for a few years, and they don't want to ruin their health and energy because of their work. Besides, they feel that there is nothing to look forward to. Therefore, it may be better to give more respect and encouragement, create some opportunities suitable for veteran comrades to give full play to their experience and talents, and praise them. In addition, the personal influence of the head of this unit is also very important.
How to improve the enthusiasm of kindergarten kitchen workers and set up floating bonuses
How to improve the enthusiasm of rural teachers under the background of performance pay 1. Performance: exam types (monthly exam, weekly exam, etc. )
2. Duration performance: work type (working hours, work efficiency, etc. )
3. Rating performance: growth category (promotion grade or teacher evaluation, etc. )
I hope it helps you.
How to do a good job in training when colleagues are not enthusiastic? First, understand the training needs through interviews and surveys. Learn about the theme, training objectives and training requirements of this training from the leaders. Ask old colleagues about the basic situation of the organizational structure and main administrative functions of the unit, understand the main contents, work characteristics, doubts and problems encountered in their usual work through chat and questionnaire survey, and at the same time carry out a prize-winning collection activity for training content and training plan called "I train and I am the master" to fully mobilize their training participation and enthusiasm. Then sort out and summarize the collected information, and accurately grasp the expectations and needs of leaders and colleagues for this training.
Second, invite experts to determine the training program. Specifically, I will invite experts who have specialized research and rich practical experience in our business knowledge to be the teachers of this training, and report my research results to the experts, so that the experts can fully understand our general situation and the training needs of our colleagues. On this basis, the training plan is agreed with the experts. In the training content, there are not only business-related professional knowledge, but also some work case analysis, in order to restore the most real work scene to colleagues and help them solve work problems. In terms of training methods, there are both theoretical knowledge courses and practical operation links. Let colleagues not only improve their theoretical knowledge but also enhance their practical ability.
Third: publicize and mobilize, and mobilize the enthusiasm of colleagues. On the one hand, before the training, the training notice will be issued to colleagues at the staff meeting of the unit, explaining the purpose, main content, organizational arrangement and evaluation scheme after the training. At the same time, leaders are invited to emphasize the importance and necessity of training at the meeting. On the other hand, we can create a good learning atmosphere by posting training notices in prominent positions in the unit, publishing training notices and wonderful activities of training courses in QQ groups and WeChat groups within the unit, and hanging slogans related to learning and training in the office of the unit.
Fourth, strengthen discipline and implement training. First of all, emphasize the discipline and punishment measures of the course before the class starts, and set up a disciplinary Committee. During class, colleagues who are late, leave early and absent from class should be punished in strict accordance with classroom discipline. Secondly, ice-breaking games, grouping PK, recess games, case discussions and interactive questions and answers are set up in the course content to increase the interest and attraction of the course itself. Thirdly, in order to fully mobilize the training enthusiasm of colleagues, training awards such as "best individual" and "best team" can be set in the training, and rewards can be given according to the performance of individuals and groups in the training.
Fifth, evaluate and strengthen the training effect. After the training, experts will be organized to assess the theoretical knowledge and practical operation of all participants to test the effect of this training. After the inspection, make a complete statistical report on the training and assessment results and submit it to the leaders for review.