How to improve teachers' learning enthusiasm

Not long ago, the Education Bureau of Chaohu issued a notice, requesting to carry out prize-winning essay-writing activities in the whole education system. The essay-writing topics involve all aspects of education, from pre-school education to compulsory education and high school education, from private education to vocational education, from school management to the construction of teachers, from campus safety to other aspects. This is the first time that the author has felt that our educational administrators really want to promote Chaohu education to a higher position in the past 2 years. It is because of my feelings that I encourage myself to pick up a pen and "drum and shout" for the development of Chaohu education. As an ordinary educator, the author makes suggestions for the construction of teachers from the perspective of an ordinary teacher.

At present, how to stimulate and improve the enthusiasm of teachers' work has become an important issue that education authorities and school administrators must solve.

first, the main problems existing in teachers' work

at present, it is an indisputable fact that the enthusiasm of teachers in many schools is generally low. The main manifestations are:

frequent absenteeism or leave for no reason, leaving early, being late, etc. Work is lax, sense of responsibility is not strong, do not prepare lessons seriously, attend classes, and muddle along; Work shirks each other, haggles over every ounce, ignores the heavy, and lacks the overall situation consciousness; Lack of vigor, passive learning, lack of positive enterprising spirit and competitive consciousness; The knowledge structure is aging, and the knowledge of modern educational technology is insufficient.

Practice has proved that adhering to the people-oriented management concept is an important guarantee to mobilize teachers' enthusiasm, and a scientific, democratic and efficient management system, especially an effective incentive mechanism, is an important means that managers should adopt. Therefore, school administrators must proceed from the reality of the school, adjust measures to local conditions, and take scientific measures to fully mobilize teachers' subjective initiative and consciousness.

Second, effective measures to stimulate the enthusiasm of teachers

1. Meet the most basic needs of teachers.

The needs of survival, security and belonging belong to people's low-level needs, but they are the most basic needs of people, and they are also easily overlooked by school administrators. Schools are places for educating people, and should provide a beautiful natural environment and create a rich cultural atmosphere for teachers and students. Flowers and trees are essential, and lawns, running water, rockeries, etc. are created as much as possible. The school motto, slogan, newspaper column and window can reflect the school spirit and highlight the school culture. Even if the school conditions are simple, a well-paved stone road, a small well-meaning signboard among flowers and trees, and a "warm reminder" on the roadside wall can reflect the humanization and taste characteristics of school management.

improve teachers' office conditions to meet their office needs. For example, the office is equipped with air conditioning and other equipment to provide teachers with a "warm in winter and cool in summer" office environment. A pot of green flowers on the windowsill and a small clock hanging on the wall seem to be casual, but they can bring warmth and pleasure to teachers. Good interpersonal relationship and harmonious office atmosphere can bring teachers a sense of belonging, give them a good mood, and make them have a good working attitude. This effect will not occur naturally, and managers need to deliberately design, actively advocate and gradually form through management. For another example, the school can arrange regular physical examinations for teachers every year to eliminate their health concerns for their work.

caring for teachers' lives and providing them with a pleasant working environment and a comfortable living environment seem like minor problems, but they solve teachers' "worries", meet teachers' most basic needs, which can not be ignored, and are the primary link to arouse teachers' enthusiasm.

2. Give teachers enough humanistic care.

Now there is a saying: "Unhealthy teachers are constantly producing unhealthy students". Today's primary and secondary school teachers' psychological condition is undergoing an unprecedented test, and they are burdened with heavier psychological pressure than ever before.

First of all, I am troubled by occupational stress. The manifestations are: too strong test pressure, too tense interpersonal relationship and high workload, which makes teachers feel overwhelmed.

The second is the aggravation of teachers' job burnout. Burnout refers to a specific psychological state, which is characterized by emotional exhaustion, disintegration of personality and low sense of accomplishment. Emotional exhaustion refers to the exhaustion of teachers' personal enthusiasm for work, which is a state of extreme emotional fatigue; Personality disintegration means that teachers show indifference and negative behavior to students and alienate them as much as possible; Low sense of accomplishment means that teachers lack higher pursuit of their own work.

Then, round after round of teaching reform poses new challenges to teachers' psychological quality. Today, the curriculum reform with the new curriculum as the carrier is gradually moving towards the campus. As a "revolution" in the school field, while sublating the old educational concept, it also strongly impacts the executor of the curriculum reform-teachers, tests teachers' psychological endurance and psychological development ability, and restricts teachers' mental health level. For teachers, every teaching reform actually means denying their past and transcending their educational ideas and behaviors, which is undoubtedly a process of spiritual experience.

Today's education pays more attention to the social value of education and the life value of students, but less attention to the life value of teachers themselves. It can be said that humanistic care for teachers themselves is a "blind spot" in today's education. The performance is as follows: attaching importance to restraining teachers by discipline, ignoring teachers' psychological needs and emotional reflection; Attach importance to teachers' professional development and despise personal development. It is estimated that about 12 cases of teacher suicide are permanently exposed in the media every year, while more cases are not reflected in the media, and some cases are deleted and blocked by the government.

Modern school management is changing from legalization and institutionalization in the past to humanization and humanism today. Managers should be teachers' psychological "masseurs" and give them more humanistic care. This is the need to meet the respect of teachers.

3. Build a platform for teachers' professional growth.

school leaders must understand that "caring for teachers' life" meets the low-level physiological needs and safety needs, "caring for teachers' psychology" meets the needs of respect, while "caring for teachers' growth" meets the high-level self-realization needs, which are the ultimate needs of teachers. Teachers all have the desire to develop professionally and realize their ideals in life. They very much hope that their education and teaching level can be improved through various forms of training, and they will be invincible in the future competition.

First of all, school leaders should build a platform for teachers' professional growth. Schools should provide teachers with as many opportunities as possible for learning, further study, training and evaluation. It is necessary to establish a scientific, objective, fair and incentive mechanism conducive to teachers' professional development. The principal's main task is not to manage the teachers, but to set the stage for them. "The leader who makes teachers feel that they are leading is the most knowledgeable leader". This type of leaders usually focus on the overall situation and ensure the direction of the major events, although they pay attention to the specific work of teachers, but not too much intervention, and can create convenient conditions for the specific work of teachers in an appropriate way. One of the ultimate goals of management is to achieve "no matter", that is to say, to enable teachers to manage themselves. Schools should establish famous teachers, use them to promote famous schools and give full play to their leading role. Advocate "academic vacation", that is, organize some teachers to study outside, which can activate "a pool of stagnant water" Strengthen the construction of teachers and build a team of teachers with high professional quality and strong professional ability. Cultivate teachers' feelings for the school and make them "proud that I am a teacher in this school".

Secondly, schools should pay special attention to teaching and scientific research. Teaching and scientific research management is the most direct and closely related work with teachers' professional growth in all school management. It can be said that strengthening education and scientific research is an important way to promote teachers' professional growth. To do a good job in teaching and scientific research, we should start from the following three aspects:

1) Research-oriented principals lead management. The principal is a research-oriented principal or a research-oriented vice-principal. Without the personal participation and guidance of the principal or deputy principal, the teaching and research work will become empty talk (for example, it is with a scholar-oriented principal and a research-oriented principal that the teaching and research activities of the school can be carried out stably, with fruitful results and many famous teachers, which has played a leading role in the region). It is necessary to set up a teaching and research center, recruit full-time researchers, establish teaching and research files, and give play to the guidance and service functions of the center. Formulate various systems for teaching and scientific research, clarify the responsibilities of teaching and scientific research of personnel at all levels, and establish and improve the reward system. Change the support point of teaching and scientific research, and change power management into system management.

2) Pay attention to the key points of scientific research. The key point is the teacher, who decides success or failure. Different requirements are put forward for teachers of different ages, and scientific research should be staged. Establish the view that "a new teacher doing a good job in class is scientific research". To guide teachers to sum up some experiences in teaching, the article must come from teaching practice. Adhere to the scientific research principle of "from practice to practice". Take the topic as the carrier, the classroom as the stage and the activity as the platform. Create a strong atmosphere for teachers to engage in teaching and research. According to relevant surveys, students least like teachers who are not engaged in teaching and research and are dedicated, and most like teachers who do less teaching and research work.

3) cultivate the growing point of scientific research. Instruct teachers to turn problems into topics. Scientific research should solve the problems in schools, especially in teaching, and do scientific research in the classroom. Think small and start with small problems. We should adhere to the guiding ideology of "problem is subject, teaching is research, and growth is achievement". To deal with the relationship between tradition and inheritance, we should learn and carry forward the advantages and advantages of China's traditional education, and selectively learn from the advanced theoretical achievements of western modern education.

4. Learn Chinese management.

to meet the different needs of teachers is from the internal factors, and as a modern formal school, to fully mobilize the enthusiasm of teachers, it is necessary to emphasize external factors and finally implement them in management. It is necessary to establish a modern school system, run schools according to law, and implement scientific and standardized management. However, we should also pay attention to understanding China culture and learn Chinese-style management according to the characteristics and habits of China people and the social foundation and background of China. For example, some schools copy the modern enterprise management, and when formulating the school leave system, the provisions are too "rigid" and too "overbearing", without considering teachers' economic endurance and psychological acceptance, resulting in teachers' emotional aversion and passive slacking, which can not achieve the due results; However, some schools take into account the special circumstances such as teachers' weddings and funerals, children's college entrance examinations, joining the army, and even miscarriages of female teachers, and consider teachers' economic endurance and psychological acceptance. Such a system not only has human culture, but also can achieve the expected purpose of management. Therefore, enterprise management is effective for those schools that lack cohesion, and it is not suitable for the characteristics of China schools and the habits of China people in the long run. Chinese-style management is the management of water, paying attention to being soft and rigid, and going with the trend; Chinese-style management is Tai Chi management, which emphasizes change, flexibility and affection. It is the management of rule by man plus legal system; It is management full of ethical spirit; It is a moderate and harmonious management; It is to manage with "nothing" and pay attention to "doing nothing". "Nothing" is not doing nothing, but just right. To understand and learn Chinese-style management is not to be unprincipled, unruly and to deny the legal, standardized and scientific management advocated by modern school management, but to emphasize the ingenious combination of the two, which is more conducive to mobilizing the enthusiasm of China teachers in China schools.

5. Formulate scientific and reasonable incentive policies.

every year, government reports at all levels will mention vigorously developing education. It takes three generations to make a gentleman. Today, with the development of modern education, in order to really stimulate and improve the enthusiasm of teachers, it is far from enough to rely solely on the attention of school leaders. It is necessary to form a "three-dimensional combination" of society, family and school, and it is also inseparable from the policy support of the municipal party Committee and municipal government and the policy encouragement of the education authorities. In view of this, on September 17th, 213, the author left the following message in the mailbox for Mayor Luo:

Dear Mayor Luo:

Hello! Today, when teachers are respected and education is given priority, in order to improve the quality of education and teaching, it is not an exaggeration to take a variety of incentives and incentives. Every year on the eve of Teachers' Day, an educational work conference will be held as usual to commend advanced educational units, advanced principals and advanced teachers' personal representatives. Regrettably, since Juchao District was changed to Chaohu City (county-level city), for two years in a row, we have never seen an individual advanced teacher (winner of the Education and Teaching Achievement Award) receiving an award. I wonder, does this practice not dampen the enthusiasm of some active and enterprising teachers who are bent on making achievements in education and teaching? A good school is inseparable from a good principal, but can the radiation function of excellent teachers be lacking? May the suggestion of an ordinary teacher attract the attention of Mayor Luo!

this is a

salute

Soon after, I received the following reply:

XX netizen, you left a message in the mayor's mailbox, reflecting your suggestions on the education and teaching achievement award. The municipal government attached great importance to it and instructed the municipal education department to seriously investigate and deal with it. The reply is as follows:

Hello, netizen, thank you for your concern about education. The Municipal Education Bureau commends outstanding teachers, outstanding class teachers and outstanding educators in the education system every two years. The "Suggestions on the Education and Teaching Achievement Award" you put forward will be studied by the municipal education administrative department in the future work.

As we all know, the selection of excellent teachers is mainly based on the examination results; The selection of excellent class teachers is the responsibility of class teachers; The selection of outstanding educators is a matter for school administrative leaders. In other words, the so-called "evaluating the best and evaluating the first" actually excludes most ordinary teachers, and they will never get a share. In this way, how many teachers can be motivated by "evaluating the best and evaluating the first"? There is also an indisputable fact, that is, the principal has absolute authority when the index of "evaluating the best and evaluating the first" arrives at school. If the principal is emotional and can't make a bowl of water even, how many teachers can be convinced?

Therefore, our schools and education authorities should proceed from the reality of education and teaching, emphasize quality education, downplay exam-oriented education, formulate scientific and reasonable incentive policies, optimize the evaluation criteria of "excellent teachers", and select teachers with high comprehensive quality, strong teaching ability and excellent teaching and research level into the ranks of "excellent teachers" (admittedly, the setting of "Education and Teaching Achievement Award" should be a good practice. Only in this way can we really mobilize the enthusiasm of most teachers.

in short, to mobilize teachers' enthusiasm, it is necessary to combine internal and external factors, subjective and objective factors, Chinese-style management with modern legal and scientific management, and promote teachers' fair competition through standardized and effective management with rich culture, so as to motivate teachers' enthusiasm and glow their enthusiasm for work. As we all know, the key to running a school well lies in teachers. Only by fully mobilizing teachers' enthusiasm, tapping teachers' potential, improving their own literacy and strengthening their professional ability can we create a harmonious and vibrant educational environment, realize the school's education and teaching management objectives, and thus promote the sound and rapid development of school education and teaching.