In the knowledge age, talents have become the most precious resources in the economic development of all countries. As a place to cultivate knowledge and talents, higher vocational colleges especially need a stable and high-quality teacher resource team. Starting from the meaning and characteristics of motivation, combined with the characteristics and present situation of teachers in higher vocational colleges, this paper tries to integrate the motivation theory into the practice of human resource management in higher vocational colleges to form an all-round motivation for teachers, and puts forward some countermeasures and suggestions to improve teachers' motivation.
Paper Keywords: Incentive; Human resource management; Demand hierarchy
1 the concept and theory of motivation
Motivation refers to the behavior that an organization establishes good work through external rewards, or encourages, guides, maintains and naturalizes its members with certain behavioral norms and punishment measures with the help of information and spirit. It is a research topic of management and learning. From the etymological point of view, motivation is a systematic activity to stimulate morale, cheer up the spirit and effectively achieve the personal goals of the organization and its members, which is usually called mobilizing enthusiasm, initiative and creativity.
1. 1 Basic principles of motivation
In the management of higher vocational colleges, setting goals is the key, which should be combined with incentives to reflect both organizational goals and employee needs; Comprehensive use of material incentives and spiritual incentives, mainly spiritual incentives, supplemented by material incentives, fully mobilize the enthusiasm of teachers; Seize the opportunity to use incentives, give spiritual encouragement to teachers who have made outstanding performance and great achievements at the first time, put material rewards in place as soon as possible at the right time, and do more? Send charcoal in the snow? Do less? Send an umbrella after the rain? Or? Icing on the cake? ; The implementation of the reward should be fair and just, but also moderate, not too large, which will affect the sustainability of the reward, and not too small to achieve the incentive effect; Comprehensive use of positive and negative incentives, clear rewards and punishments, to achieve the goal, we must pay tribute and reward in a big way, and we will be punished if we fail to complete the task. Only when rewards and punishments are clear can we give full play to the incentive function.
1.2 Application sources of incentive theory in higher vocational colleges
Incentive theory comes from Maslow's? Need hierarchy theory? . Maslow's hierarchy of needs theory? * * * is divided into five demand levels. The first level is physiological demand, which mainly refers to the most primitive and basic material needs such as clothing, food, shelter, transportation, marriage and medical care; The second level is the need for security, which is the need to seek asylum and ensure safe survival, mainly referring to labor protection, occupational safety and life stability. The third level is the need for social interaction. When the basic guarantee is in place, security will be guaranteed, and human beings will have a higher level of spiritual needs, hoping to get the tolerance and care of the team and have a spiritual pillar; The fourth level is the need for respect. Only when you have a position in a certain group can you have more resources, higher social status and more full self-display. The fifth layer is self-realization.
The demand of the highest level is the demand. Everyone wants to give full play to their talents in life, do something that contributes to society and realize their lofty ideals.
Moreover, the higher the education level, the higher the level requirements. For example, people who are less educated and work at the grassroots level tend to pay attention to the first four levels, while teachers who are more educated often basically realize the first four levels, and the demand for the fifth level is easy to show. People's demand level is often a regular triangle, but in this special environment of colleges and universities, people's demand level will change accordingly, which is about a diamond or even an inverted triangle.
2 the main problems of human resources management in higher vocational colleges
2. 1 The traditional human resource management model is not suitable for reality.
The management of higher vocational colleges in China is relatively traditional, even leaving traces of the management mode in the planned economy era, which has not formed the characteristics of high efficiency and singleness of higher vocational education in western developed countries. At present, our personnel department is still a pure human resource management department, and some even manage personnel work in the office. Its function is to be responsible for daily personnel management, and its responsibility is to do salary and management, which is far from modern human resource management and does not meet the needs of establishing and perfecting management mechanism in higher vocational colleges. The position and function of human resource management is more important and prominent than before, and it is gradually changing to strategic planning and modernization. Our management concept and management object should be updated. The educational management of higher vocational colleges should retain the traditional ideas, but should absorb new management ideas and methods to promote the all-round development of higher vocational colleges.
2.2 Establish core values and build a unique university culture.
China's higher vocational colleges lack a deep understanding of core values and their own school-running characteristics, and the personnel department, as the main component, has not played its due role in this respect and has not formed its own core values, which has seriously restricted the overall development of higher vocational colleges. Practice at home and abroad tells us that a school's? Personality? It determines the popularity and growth potential of the university. The competition in higher vocational colleges is becoming more and more fierce. Whether we can establish our position in the academic circle and win the favor of candidates and parents has become the first problem to be solved in all higher vocational colleges. As the staff of the school, the human resource management department should also form its own characteristics and help higher vocational colleges form their own core value system, so as to play its role in the competition of higher vocational colleges. According to the actual work of higher vocational colleges and the overall development goal of the school, we should constantly plan new jobs, form new ideas and create a new situation.
2.3 Resource informatization lags behind.
At present, many higher vocational colleges do not fully realize the "important role" of human resource management informatization, and rely on outdated methods such as human consultation and manual analysis. The network and software technology resources of the school have not been fully applied, and the traditional management methods are still adopted in salary management, training management and student status management, which has affected the informatization process of human resource management. With the development of the times and the wide application of computer network technology, human resource management has gradually realized information management. The system is convenient, fast and easy to operate, which greatly improves the management level of the school.
2.4 The human resource management function has not been brought into full play.
The innovation speed of modern university management is accelerating, and the future human resource management department is not only the manager of personnel work, but also an important staff of leadership decision-making, and the foundation of the development of higher vocational colleges. At present, the staffing situation of China's personnel management department is not ideal. First, the age is high. The most important factor that restricts the development of higher vocational colleges is not money or hardware equipment, but excellent talents. In some higher vocational colleges in China, older people still work in the front line of human resources management department, and they are not skilled in computer network technology and software management, which will affect the process of human resources management informatization. In addition, the institutional setup is not perfect. Some personnel departments in higher vocational colleges have only a few employees, and some even rely on school offices. Secondary management department? It seriously affects the smooth development of personnel work and is not conducive to the long-term development of higher vocational colleges. How to do a good job in stabilizing personnel, ensure the stability of personnel, and set up a special and professional human resource management department is still an important topic of our concern.
3 the application of motivation in human resource management in higher vocational colleges
3. 1 Combination of spiritual and material incentives
Spiritual encouragement is support, while material encouragement is guarantee. As workers in the human resources management department of higher vocational colleges, we should adhere to the comprehensive application of the two. However, moral encouragement is also very important. In practice, we should only grasp the actual needs of teaching staff, so that they can be satisfied spiritually and get material benefits. Do you want to pay attention to a material reward? Degree? It is difficult to have an incentive effect when the number of people is small, but it will affect the sustainability of the reward and bring difficulties to the financial resources of the school. Spiritual reward means more to teachers than material reward. As a manager, we must grasp the actual needs of teachers to pay attention to spiritual needs, make full use of spiritual rewards in addition to certain material incentives, and make them full of confidence in progress and motivation for work. Spiritual encouragement must be based on certain material support, supplemented by necessary spiritual rewards.
3.2 Grasp the transformation from external incentives to internal incentives.
As a human resource manager in higher vocational colleges, we should combine external incentives with internal incentives. The external cause is only the external cause, and it is the internal cause that determines the development of its behavior, and the external cause works through the internal cause. Self-motivation is a dynamic state, self-reflection, self-motivation and an effective way of motivation. External motivation is a kind of motivation driven by external forces, including praise, appreciation, newspaper recognition and promotion of professional titles. External motivation is direct and considerable, and the effect is obvious, but it should not be used too much, otherwise it will go too far.
3.3 Establish a scientific incentive mechanism
(1) Goal motivation refers to an incentive method that sets the same goal for the overall development of the school and makes the teachers, students and staff work together for it. The management of higher vocational colleges must fully realize the incentive function of the target responsibility system, maintain strong cohesion and combat effectiveness through team organization, supplemented by the necessary target incentive mechanism, work with one heart and one mind, give full play to the subjective initiative of the members of the organization, work around the school center, give consideration to all aspects, and jointly release individual energy and ability to achieve the goal.
(2) Establish a reward and punishment incentive mechanism. As pros and cons, Reward? And then what? Punishment? The two complement each other, and only when rewards and punishments are clear can each play its greatest role. In the management practice of higher vocational colleges, reward is the main means and plays a leading role. Motivation can make people forge ahead and try to leave? Punishment? Our reward is loneliness and powerlessness. Only the combination of rewards and punishments, positive reinforcement, proper use of punishment means and clear rewards and punishments, human resource management will surely step onto a new level.
(3) Establish an evaluation system and strengthen the incentive mechanism. Scientific evaluation is one of the main means to determine the incentive effect. Incentives without assessment are bound to become a mere formality. Only by year-end assessment of various incentive measures and rewarding them according to the assessment results can the masses, experts and leaders be combined, and expert evaluation and self-evaluation be combined to form a final opinion, so as to better carry out the incentive work smoothly and provide guarantee for the stable development of higher vocational colleges.
To sum up, teacher motivation in higher vocational colleges is a systematic project and a dynamic process. In the new round of reform, higher vocational colleges should organically combine various incentive methods and objectives, combine the characteristics of the times with the reality of school human resources management, make full use of the incentive mechanism, fully mobilize the enthusiasm and initiative of teaching staff, and realize the development of teaching staff and higher vocational colleges? Win-win? .
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