Explicit management is to make decisions in an obvious form and stipulate corresponding behaviors; Implicit management, on the other hand, does not take explicit words and symbols as the load, but acts on concepts and systems through implicit forms, indirectly affecting management objects and explicit management.
Explicit management mostly points directly to people's behavior, which easily causes teachers' resistance, while implicit management mainly realizes indirect management by influencing people's psychological activities and paying attention to people's emotions, wills, interests and needs. This kind of management is easy for teachers to accept.
The combination of implicit management and explicit management makes teachers convinced, the psychological process smoother, the psychological tendency more consistent and the psychological atmosphere more harmonious, thus reducing the psychological impact and enriching the overall harmonious atmosphere of all teachers.
2. Change the traditional reward and punishment teacher evaluation system and establish a developmental teacher evaluation system.
The developmental teacher evaluation system aims at promoting teachers' professional development. It is a two-way teacher evaluation process based on mutual trust, and a harmonious atmosphere runs through the evaluation. Reward and punishment teacher evaluation is a kind of teacher evaluation that always faces the past, while developmental teacher evaluation is a new and future-oriented teacher evaluation system. Pay attention not only to the personal performance of teachers, but also to the future development of teachers and schools.
The developmental teacher evaluation system has the following advantages:
A. Promote the harmony of teacher evaluation system
B. Promoting a harmonious school atmosphere
C. promoting the harmony of formal organization work
D. promoting the harmony between teachers' performance and future development
E. promoting the harmony between teachers' interests and schools' interests
3. Enhance the cohesion of the organization, create a positive and democratic organizational atmosphere, and curb the negative effects of "informal" groups.
Establish an omni-channel communication network. Smooth communication channels can eliminate unnecessary misunderstandings, shorten the distance between people, and restrain the negative effects of "informal" groups to some extent.
4. Match the teacher with his position.
Kindergarten managers should be equipped with suitable posts according to teachers' hobbies, specialties and specialties. This can improve teachers' job satisfaction and arouse their work enthusiasm.
5. Give teachers opportunities for further study.
School leaders should not only pay attention to teachers' performance, but also pay attention to their professional development.
Teachers' occupation is different from ordinary occupation. There are no positions in a teacher's career, but there are principals, masters and team leaders in administration, and there is no question of promotion. All teachers are the same and consistent, so it is a kind of "unprofessional work". In the long process, opportunities such as learning and further study will have a great impact on teachers' professional development. Therefore, giving teachers the opportunity for further study is helpful to the development of teachers' profession, to help teachers get rid of the difficulties in their career development, and to let teachers treat their work with a more positive attitude.