Objectively speaking, it may have played a role in mobilizing the enthusiasm of some people in a certain period of time, which is for those who are preparing for promotion.
In order to be able to successfully evaluate their professional titles, they usually make preparations and work hard within a few years, and usually please the leaders themselves and improve their relations with colleagues. Various phenomena show that they will be evaluated and promoted. Generally speaking, people who work hard and actively in an organization are people who want to be evaluated and promoted in the near future.
Moreover, the proportion of people in a unit is a minority after all. Most people are in a lazy state.
Therefore, from a unit as a whole, professional titles just inhibit the enthusiasm of the vast majority of people, but only mobilize the enthusiasm of a very small number of people who will be evaluated. Why do you say that? First, the proportion of professional titles and places is small, resulting in an oversupply situation. Some monks simply stay away, avoid it, and get something for nothing.
There are relatively more places at the primary and intermediate levels, especially at the advanced level, which lags far behind most people. Generally speaking, it is 3‰. If everyone sees hopelessness, they will lose their enthusiasm for work. Even if you work hard, you may not be able to get a place in the unit within a few years. So where to mobilize enthusiasm? But in the workplace, personal strength is very thin and it is impossible to overthrow the system. When it is impossible to change the reality, you can only live in a daze. There is no hope for job evaluation, so we can only hold an illusion and hope that one day the system reform will cancel job evaluation.
Second, it is not necessary to be positive to be rated as advanced.
People who can never judge are unwilling to be positive.
Employees who are rated as senior do the easiest work with high salaries, and do practical things without relying on their age and qualifications. It makes young people feel unbalanced and can't mobilize the enthusiasm of the whole unit.
This situation exists in every unit. The vast majority of those rated as advanced are around 50 years old. Once rated as advanced, they no longer have any hope. They always apply for easier jobs through their old units. Young people in a unit get the least salary, do the most work and get the most criticism. So the imbalance in young people's hearts is obvious. However, due to the harmonious communication in the workplace, everyone keeps it in mind, but everyone is unhappy and unhappy at work, which can't inspire the enthusiasm of young people!
Then there are two kinds of people who are inactive, and those who have commented don't have to be active. People who can never judge are unwilling to be positive. Do you think this title can arouse everyone's enthusiasm?
Third, because of the tension between colleagues who evaluate professional titles and the tension between superiors and subordinates, my unit is not harmonious and has no enthusiasm for work.
Every year, all units have to be promoted by evaluating their professional titles, and many units have conflicts because of evaluating their professional titles. Usually, the friendly colleague relationship becomes tense because of the promotion of the position, and the harmonious superior-subordinate relationship becomes a war of words because of the promotion of the position. Therefore, every evaluation and promotion is a headache for leaders.
Fourth, the evaluation of promotion is unfair and fair, which will seriously affect the enthusiasm of employees.
If a leader is unfair in handling this matter, for example, he should be proactive, the person with good business will win the job evaluation, and the leader will give the job to another person with poor business and neglect of work with personal feelings or eccentricity. Then such a rating result will inevitably affect the enthusiasm of all employees.
I have to say that some leaders in some units still like to abuse their powers, and there are still unfair places in dealing with these things.
Sometimes, because of the authority of the leader, or because of fear that the leader will try his best to be treated unfairly, he chooses to tolerate. But he has no passion for work, and other colleagues will have ideas when they see such evaluation and promotion results. I feel that such a unit does not rely on strength, not on performance. But by personal relationship with leaders, or by flattery. The work style of the whole unit will change, who will work hard?
To sum up, I think professional titles have not played a role in mobilizing work enthusiasm to a great extent, but have inhibited the work enthusiasm of the vast majority of people. Well, my analysis is briefly here, hoping to help the subject.
The above analysis is for reference only. I hope my answer can give you some help. If you are interested, you can pay attention to the workplace, which will bring you more workplace knowledge and help you solve your workplace confusion. Welcome to leave a message in the comment area below and express your views and opinions!
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Professional title evaluation is a cancer of education, which has aroused public anger and dampened the enthusiasm of most teachers. Support payment according to length of service.
1, according to the length of service is the fairest, while paying by professional title has many loopholes and black-box operation is widespread.
2, the profession of teachers, most people spend their whole lives in this industry, I think it is fair and just for anyone to pay according to the length of service, everyone has an old day, but the title is different. Many teachers with strong ability and heavy workload have reached a certain level of service, but because of the limited number of professional titles, they have not evaluated senior professional titles. This phenomenon is common everywhere in China.
3, the difference between junior professional titles and senior professional titles is also a bit big, and paying wages according to length of service is insignificant in front of professional titles. It is unreasonable to think that the same job, even better job, and more jobs are lower than others' wages.
Killing on a large scale, no one can escape
Every year, when I go to the post evaluation, I see many diligent teachers, full of hair and exhausted. Nearly 50 or more have not been assessed at the middle school level. Their eyes are full of tears, and I also have the pain of losing my lips and teeth.
Professional titles are directly linked to wages, which is directly related to the vital interests of teachers. Because everyone's salary is determined by post salary and salary scale, post salary is title salary, and salary scale salary is seniority salary. This shows that a person's salary is determined by his professional title and teaching experience. The higher the professional title, the longer the teaching experience and the higher the salary. The same teaching experience, different professional titles, the salary gap is very large. A realistic example
I worked with a classmate in the same year and worked in the same unit. My classmate was awarded the title of deputy senior high school, and I am still an intermediate title. The post salary difference between us is 2773-2007=766 yuan. My deputy senior supervisor here is 2773 yuan for Grade 7, and the intermediate supervisor 10 is 2007 yuan. This is just the difference in post salary. If we count others, the wage gap between us is about 1000 yuan. The huge wage gap has led to a sharp rise in the popularity of evaluating professional titles.
What is everyone doing to evaluate their professional titles? 1, fight for the honorary title
The honorary title is generally limited to the certificates of outstanding teachers, outstanding educators, outstanding class teachers and teachers' morality pacesetters commended on Teacher's Day. Teachers' Day awards are generally held once every two years, and the number of places awarded each time is also very small. This year, our town awarded four excellent teachers at the county level. This kind of honorary certificate is a comprehensive honor, which has great weight and high gold content in the evaluation of professional titles and is needed by teachers.
Comprehensive honor is generally measured according to the comprehensive quantitative evaluation of teachers. The higher the total score, the easier it is to get this honor. However, this kind of honor is scarce, and most people can say that it is far behind.
2. Publish papers and works
Although there is no rigid requirement for the thesis, there is still such a requirement in the title evaluation scheme of the unit. According to the requirements of the plan, teachers have found someone or spent money to buy pages to publish their papers. If you don't have a thesis, you will be eliminated only by the integral of the thesis in the evaluation of professional titles. Many teachers would rather spend thousands of dollars than get points for their papers.
3. Obtain a business work certificate
Business work certificates generally include certificates of lectures, open classes, demonstration classes, teaching experts and other business aspects. Every time there is a notice of registration for the lecture competition, teachers enthusiastically sign up. If you don't take part in the speech contest, you won't get the certificate of the speech contest anyway. So the competition is fierce in every speech contest. Dozens of people can only be recommended to the superior speech contest by one or two people.
4, grasp the teaching results
Teaching achievement is an important index in the evaluation of professional titles. And the teaching results are ranked according to the average teaching results for three years. Every teacher pays great attention to the teaching effect, gives lessons carefully, corrects homework carefully, and does well in unit tests. Only when the teaching achievements rank high every time can we get high marks in the evaluation of professional titles.
The above points fully show that the evaluation of professional titles has really mobilized the enthusiasm of teachers, and everyone's goal is the same: to move towards a higher level of professional titles!
I am the gossip of the little teacher, welcome to pay attention to the discussion!
Generally speaking, it has played a certain role in mobilizing the enthusiasm of teachers. Teachers with junior titles will actively strive to create conditions for intermediate titles, and then actively strive to create conditions for senior titles. But there are still some problems and deficiencies, which need to be further improved. First, the gap between professional titles and wages is too large, which has affected the vital interests of some teachers and dampened their enthusiasm for work. Second, there are fraud, corruption and non-compliance in the process of professional title evaluation, which affects the fairness and justice of professional title evaluation. Third, cancel some unrealistic and useless performance conditions, such as papers, topics, excellent courses, etc. Let the teachers calm down and not work for promotion, and engage in teaching according to regulations.
Everyone's job title is different, and every salary increase will be different. The higher the salary, the greater the wage gap between teachers. Therefore, professional titles can't arouse the enthusiasm of teachers at all.
For example, our salary was raised last year. 200 yuan rose in primary school, 500 yuan rose, and high school rose by 1000 yuan. The higher the title, the highest salary increase each time, and the lower the title, the lowest salary increase each time.
In this cycle, every time the country raises wages, you are more different from the top. In fact, everyone is doing the same job.
In addition to salary, other subsidies are the higher the title, the more.
For example, the heating fee we paid last year was 1.890 yuan for senior high school students, 1.650 yuan for senior primary school students and 1.350 yuan for primary school students. There are also property subsidies, housing subsidies, housing provident fund and so on. The money issued by the state is paid according to the title. In this way, the difference between the senior grades of primary school and middle school is at least 20 thousand every year, and the primary school stage is more than 30 thousand.
This phenomenon is probably unheard of in other industries, especially heating subsidies. Are senior teachers colder than junior teachers in winter? Or do junior teachers not deserve a warmer winter? It's so cruel!
In the same unit, those who do the same work and have low professional titles may have the best teaching effect. With such a wage gap, how can teachers achieve psychological balance?
Why were people not so sensitive to their professional titles before? That's because everyone's salary was low before, and even senior teachers were not much worse than other teachers.
It's different now. The state has made great efforts to raise wages, especially for professional titles. The salary of teachers is not high, which is nearly 2000 yuan different from others every month. Who will feel comfortable?
Originally, it was a very happy thing to raise wages, but everyone looked at each other and the gap was so big! Who is in the mood to work hard?
Cancel the title as soon as possible. If you can't cancel, narrow the title gap as soon as possible. Otherwise, it will only make some teachers less and less enthusiastic about their work and muddle along!
The original intention of establishing the professional title system is to arouse the enthusiasm of teachers, but the fact is just the opposite. If the evaluation of professional titles is fair and reasonable, and all kinds of teachers' rewards are obtained by ability, then the evaluation of professional titles can really arouse their enthusiasm. But the reality is complicated, which can only be an ideal. It is a paradox to measure the behavior of people living in a complex world with idealized things.
I have experienced the torment of job title evaluation and employment, and I am deeply touched by this. Can people who see that their sense of responsibility and professional ability are far less than their own be rated as senior teachers before themselves? Can you have peace of mind? After many teachers were awarded senior titles, some immediately retired to the second line, while others were not so absorbed in teaching.
In order to compete for those limited places, everyone haggles over every ounce, making the original harmonious relationship become disharmonious and even become enemies; Everything is fine after the evaluation, and I have been thinking about resigning. Do you think evaluating professional titles can arouse the enthusiasm of work?
In my opinion, it can not only arouse our enthusiasm, but also discourage us. What is even more frightening is that people become impure. Whoever has a thick skin and a sharp head is better than others.
In order to avoid these negative things, natural promotion is the most reasonable way. As long as there are no major mistakes in the work, you will naturally be promoted after a certain number of years. In that case, the relationship between teachers and leaders, teachers and teachers will be harmonious, and many contradictions and disputes can be avoided, so that we can concentrate on education and teaching wholeheartedly.
Personally, I think not.
It has caused impersonality, unfairness, psychological imbalance and unconvinced.
There are too many human factors.
Seemingly calm campus, undercurrent surging. The relationship between people is complicated, and the rights of officials are unlimited.
Of course, if you get what you want on schedule, you will get pleasure if you get the hidden rules in advance, and you will get resentment and internal injuries if you don't get them. No one will speak for you.
You don't have to stand in front of yourself and stand by.
Of course. Will it be perfect now? Left the center of the vortex. I don't know
The above is my previous experience [covering my face] [laughing] [yi tooth]
Professional titles are shackles worn on teachers' heads, which change teachers' responsibilities of teaching and educating people, lead teachers to the abyss of fame and fortune, and can't mobilize teachers' enthusiasm for teaching and educating people at all. On the contrary, some teachers do whatever it takes to promote their professional titles and fame, distorting their hearts and hindering the development of education.
The professional title is opium, only for a while, and then for a long time. After you evaluated the subtropical high school, how many students got good grades and how many won honors?