[Keywords:] colleges and universities; Administrative management; Innovative quality
People are the core of all work. For the administrative work in colleges and universities, only the administrative staff have good innovative quality can the administrative work be reformed healthily and orderly. Therefore, improving the innovative quality of university administrators is not only related to the personal growth and development of administrators, but also the work that must be done in the continuous development of universities.
First, the basic connotation of innovative quality of university managers
The connotation of university administrators' innovative quality mainly refers to their own stable psychological quality that can generate creativity, carry out creative activities and achieve results. The specific performance is as follows:
(1) Good knowledge. The work of university administrators is centered on teaching and scientific research, so they must have a good cultural level, profound knowledge, deep memory, good professional ability and educational administration knowledge, and be skilled in using advanced modern office equipment.
(2) Creative thinking. Creative thinking is one of the basic elements for managers to have innovative quality. Administrative personnel need a novel way of thinking to innovate traditional working methods and concepts, gain new insights in their work and create new working methods and solutions. This is the traditional management mode of administrative management reform in colleges and universities, which requires administrative personnel to have a way of thinking.
(3) the quality of innovation. Innovation is sometimes a quality, because it takes courage to question traditional and outdated things, and not everyone can do it. Therefore, administrators should not be bound by the traditional framework, but should be brave in exploring new things, innovating and not afraid of failure.
Second, the factors affecting the quality improvement of university administrators
1. Misunderstanding of one's role thought
Many administrators do not correctly understand their role in their work. First of all, many people's understanding of administrative management is to deal with some trivial things, such as running errands, serving reception and so on. The reason why these managers have these understandings is that they know little about the administrative work of colleges and universities, and they have not received professional training before taking up their posts, so they will only work on their own understanding of administrative work. Secondly, we should have a strong sense of protagonist. Many managers think that they are managers and should take care of teachers and students instead of providing services for them.
2. No high education.
At present, university administration has long been an independent major. If you want to engage in related work, you must have rich professional knowledge, skills and education. But the reality is that, firstly, many young people think that university administration is a basic job, young and promising, and it is a good time to pursue great prospects, and they are unwilling to engage in this industry. People with high academic qualifications and professional titles are responsible for both teaching and management, and it is basically difficult to take care of both, leading to neglect of administrative work. Secondly, at present, the administrative work of colleges and universities are all people with low academic qualifications and old age, who have no sense of innovation and average administrative ability, so there is little chance to improve their academic qualifications and ability. Finally, some colleges and universities do not have professional titles, or they can evaluate professional titles, but they will not be linked to wages and bonuses, which leads many people to be unwilling to do this job.
3. Lack of effective incentives
First, the salary of administrative work in colleges and universities is not high, and there is almost no spare time to develop a second career; For many people, this job is a relatively low-level job, and it is difficult for administrators to get a sense of accomplishment and satisfaction in their work. The main work is transactional work, and it is difficult to show the abilities and advantages of managers, and it is also difficult to see the results of their work. Second, there is a lack of effective incentive and assessment mechanisms. At present, many colleges and universities assess managers from four aspects: morality, ability, diligence and performance. Although the classification is clear, it is obviously difficult to make a specific assessment of morality, ability and diligence. In addition, there is also a lack of a good promotion mechanism, which makes it difficult to promote positions, with few staff and jobs that will not change for almost many years. Therefore, many administrative personnel, almost all of them work in a post silently all their lives.
Third, ways to improve the innovative quality of university administrators
1. Relocate the role of administrative personnel.
The role of university administrators should be changed from managers in the past to service providers, coordinators and supervisors. Administrative personnel should correctly understand this job, put down their attitude, handle administrative work with enthusiastic service attitude, coordinate the relationship between teachers and students, and carefully observe the changes in the school. Only in this way can administrative personnel really innovate administrative work.
2. Strengthen the continuing education of young managers in colleges and universities.
Only by constantly contacting new things and learning new knowledge can we produce more new ideas and new viewpoints. Therefore, colleges and universities should strengthen the continuing education of young workers. First, cultivate their attention to administrative work. Make young workers realize that the administrative work in colleges and universities is a job with strong professionalism and great development space, and change the attitude of young administrators towards work. Provide them with learning plans. For example, do a good job in this position to learn skills, books to read and so on. , so that it has a clear direction for the improvement of ability. Second, provide channels for continuing education. Because of the limitation of administrative personnel, colleges and universities can focus on on-the-job learning and plan their study. For example, provide opportunities for on-the-job study and encourage administrators to continue their master's and doctoral studies. According to the administrative staff's work performance and the school's talent training plan, send them to the school of management for further study and encourage them to work hard and study. In addition, it can also provide auxiliary work for the re-education of administrative personnel, such as offering special lectures and classroom teaching, and encourage them to attend classes. You can also create opportunities for them to visit and study in other institutions of higher learning. In short, various ways should be taken to encourage and help administrators to carry out continuing education.
3. Establish a reasonable and effective incentive mechanism
Motivation is one of the most basic methods in talent management. Through conscious incentive behavior and system, the enthusiasm of talent work can be well mobilized, the organizational goals and the needs of members can be well combined, so that members of the organization can work with a positive attitude, create more achievements for the organization, and finally achieve a win-win situation. The establishment of a reasonable and effective incentive mechanism for administrative management in colleges and universities can be carried out from the following aspects.
The first is to improve the administrative assessment mechanism. First of all, we must work hard on the selection of talents. The selection of talents should be in the form of open recruitment, put an end to the phenomenon of going through the back door, and select high-quality talents to form a management team. Secondly, according to the different nature and characteristics of each post, the corresponding assessment standards are formulated and refined into quantifiable standards. According to the importance of different standards, different weights are set and assessed according to the total score. At the same time, the promotion and demotion of posts, rewards and punishments should also be linked to the assessment system, so as to effectively motivate them to have a sense of competition and stimulate their enthusiasm for work.
Second, improve the promotion system. Promotion is not only an incentive means, but also an approval for administrative personnel. Compared with salary incentive, promotion incentive can stimulate the enthusiasm of administrative staff. The promotion system can also be linked to the assessment mechanism, and the assessment results can be used as a reference for promotion. In addition, we should also comprehensively consider the academic qualifications, professional titles and abilities of administrative personnel, improve the current promotion system, and provide good promotion opportunities and platforms for administrative personnel. Encouraged by the promotion goal, the administrative staff will treat the administrative work with a more positive attitude.
Third, reform the distribution system. In other words, according to the needs of administrative personnel and current management needs, the distribution system reform is carried out to make the salary system more reasonable. At present, the income gap between teaching and administrative management is very large, and the salary of administrative staff should be tilted towards teaching to make the gap between them more reasonable. Furthermore, it can improve the salary level of administrative staff, meet their valued needs, and make them feel that their work has been recognized by the school. Then work with peace of mind, have a positive work attitude, and are willing to improve the quality of work and enhance their innovative quality.
Four. conclusion
To realize the reform and innovation of administrative management in colleges and universities is to improve the innovative quality of administrative personnel. To improve its innovative quality, we need to start from many aspects. Colleges and universities should analyze the factors that affect the innovative quality of their administrative staff at present, and on this basis, formulate countermeasures to improve their innovative quality in combination with the talent management system. It is hoped that the analysis of this paper can provide some reference and reference value for universities to improve the innovative quality of managers.
[References]
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[3] Lin Yangfang. Research on University Management Innovation [J]. Journal of Kaifeng Institute of Education, 20 15 (10).