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英美中小学教师绩效工资的基本目的是招聘、挽留合适的教师,以激发教师的工作动力。但是,其带来的一系列负面影响也不容忽视,如忽视了未奖励任务、目标的一致性难以达成、透明度缺失、管理成本高昂、竞争取代了合作等。透视英美中小学教师绩效工资这一主题,对于推进我国义务教育教师绩效工资制度的实施具有重要的理论与实践意义。
The primary purpose of performance pay for primary and secondary school teachers in Britain and the United States is to recruit and retain the right teachers so as to stimulate teachers’ motivation. However, a series of negative impacts can not be overlooked. For instance, the uncoordinated mission has been neglected, the consistency of goals has been hard to be achieved, the transparency has been lost, the cost of management has been high, and competition has replaced cooperation. It is of great theoretical and practical significance to analyze the performance salary of primary and secondary school teachers in Britain and the United States for the implementation of the teacher performance pay system in our country.