| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "TEACHER TENURE MERIT PAY": |
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Teacher Tenure vs. Merit Pay, 2006.
This paper argues against Governor A. Schwarzenegger of California, who wants to base teacher's pay on performance evaluations rather than tenure.
945 words (approx. 3.8 pages), 4 sources, APA, $ 33.95
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Abstract
This paper explains that teacher tenure protects competent teachers from non-renewal of their contracts for reasons not related to their ability to fulfill their contractual agreements, such as conflicts of belief or personality with administrators, more influential colleagues or others who might abuse their position or power. The author points out that Schwarzenegger believes the current system tolerates ineffective teachers and encourages ineffective teaching; his approach would retain local control but require that salary decisions be based on some judgment of each teacher's effectiveness, not education and experience. The paper states that Schwarzenegger's proposal, if passed, will not improve the condition of education in California because it will deprive children of teachers who may want to enter the profession but will likely be discouraged by new difficulties achieving job security in the teaching profession.
From the Paper
"Schwarzenegger's proposed measure will also make teachers more vulnerable to patronage and political whims. Because of the difficulty in coming up with concrete and measurable standards for evaluation, the merit system is likely to end up being highly politicized and subjective, with school management officials constantly threatening inappropriately poor evaluations over teachers who dare question their authority or offer different points of view in educating their students. The result may be disastrous to the children of California as with an evaluation process that is less than credible, quality teachers may be deprived of job security while their less qualified peers who are blessed with more "political savvy" may end up running California's schools."
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Merit Pay: Examining the Effect on Teacher Performance, 2004.
The effect of merit pay on teacher performance in the public school system: The benefits and drawbacks to paying teachers for performance.
1,397 words (approx. 5.6 pages), 34 sources, MLA, $ 46.95
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Abstract
Merit pay for teachers is an issue that has been debated since the beginning of the 20th century. This paper explains how the experts are still on both sides of the fence with regard to the effectiveness of performance-based pay in the educational system. The writer points out that much of the debate still continues because the data is lacking and what is available is inconclusive. Though the debate still continues, it is possible to tie teacher compensation to classroom performance. Not only can merit pay be implemented in the educational system, but also it should be; teachers need to be accountable for their performance. It concludes that merit pay holds teachers accountable and increases student achievement.
From the Paper
"Education is a cornerstone in a free and democratic society. In the United States of today, improving student achievement is a major concern. One way many educators and administrators believe will improve student achievement is through improving teachers? performance. In 1908 in Newton, Massachusetts the idea of merit pay was introduced as a way to improve teacher performance and thereby increase student achievement (Collins, introduction). That idea has been maintained into the 21st century and continues to be a topic of much debate."
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Approaches to Designing a Merit Pay Plan, 2002.
An examination of how teachers' salaries can be adapted to a merit pay plan.
4,400 words (approx. 17.6 pages), 10 sources, APA, $ 115.95
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Abstract
The author of this paper shows that a merit pay plan can be successful for teachers if well planned. He explains the term "merit pay" and shows how it can be used as an incentive for teachers as a reward for higher levels of performance. Advantages and disadvantages of this plan are also investigated.
From the Paper
"Though there have been many sides of the debate over merit pay systems in schools, there have been hundreds of successful plans implemented in corporate America. Merit plans have been the standard since the 1980s in factories. There is no reason why schools cannot enjoy the success shared by corporate America. Prior to the 1980s, merit pay was simple. If you met your sales or production goals, your boss got a bonus. He may share it with you in the form of a Christmas ham or if you were lucky a small cash bonus so that you could buy your own ham. As international economic competition increased in the early 1980s, U.S. corporations, desperate to regain their competitive edge, began to experiment with measuring individual worker performance. They established pay incentives to make improvements in formerly hard-to-measure categories of output and in previously intangible areas like customer service or product quality."
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Pay Equity vs. Pay Equality, 2002.
Examining the phenomenon of the gaps in wages between men and women in the United States.
1,158 words (approx. 4.6 pages), 7 sources, MLA, $ 39.95
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Abstract
This paper discusses the sensitive issue of pay inequality between men and woman. The writer shows that despite laws passed as far back as 1963, a relatively large gap still exists, and the highest percentage is during peak earning ages (25-54 years old). The paper examines the factors that have contributed to this earning gap and also discusses programs which have been institutionalized in an attempt to decrease the inequality in earning between genders.
From the Paper
"In 1963, President Kennedy signed the Equal Pay Act into law, making it unlawful to discriminate against a worker on the basis of sex. Since that time, the wage gap between men and women in the United States has narrowed by just 15 cents, now being 74 cents, as reported by the U.S. Census Bureau."
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Faculty Tenure, 2002.
This paper discusses possible alternatives to faculty tenure in higher education.
2,400 words (approx. 9.6 pages), 8 sources, $ 89.95
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Abstract
The aper explains the advantages and disadvantages of tenure in this uncertain climate for education funding at a time when there is also a great deal of public pressure for higher education to be more accountable. The author asks if tenure outdated in an academic world striving for more user-friendly departments and universities that are also trying to cut costs? Does tenure create or exacerbate complacency, thereby producing unproductive and unaccountable tenured professors? Or is tenure one of the fundamental tenets of academia and intellectual freedom? This paper suggests some feasible alternatives to faculty tenure and concludes by making some recommendations on the basis of these findings.
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Tenure Discrimination: A Personal Narrative, 2006.
This article describes a personal battle against discrimination in an application for university tenure.
3,032 words (approx. 12.1 pages), 22 sources, MLA, $ 89.95
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Abstract
In this paper the author describes the reasons why she had to resign from her university post. She considers herself a Native American, despite her being Jewish. The author goes on to tell her story, why she was made to resign from her post in the Native American studies department. She also recommends, for all academics who are trying to get tenure, to ask a few pertinent questions of their departments before even applying. For example, she suggests that a prospect should inquire among his prospective faculty colleagues if they think that the decolonization of Native peoples is a significant issue today. The author carries on discussing her bitter experiences, emphasizing that because she is not the classic Native American, she was discriminated against. She concludes that it is better to work with your colleagues and find a common understanding, than to try and fight them.
From the Paper
"Cornel Pewewardy calls for all of us to have a firm grounding in the discourse of the deconstruction of racial categories. He states that guilt and fear prevent too many from fully addressing the discourse and its ramifications "most of us are in denial about 'race' and 'hegemony' and do little committed thinking about race matters." Genocide and colonization are of course at the root of the guilt and fear; these historical processes will continue to erode every aspect of Native life until they are addressed both by dominant society and Native societies. Along with other Native academics and grassroots people, Pewewardy points to the need to "reach deep into the spiritual wells of our different religious traditions in order to draw strength and grace with which to address the challenges of healing and nation building." Implying that some of the current leadership may not be inclined or in position to do what he and others have called for, he also states that "Along with fresh leaders, a new leadership ethos grounded in tradition must be put in place, one that promotes accountability to the peoples through the revival of traditional decision-making procedures." My tenure experience, in addition to my experience of several reservations convinces me that too few of the people with power to influence the course of Native communities act from a Native ethos that is deeply concerned with reproducing Native values into the future."
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Tenure, 1999.
History & evolution of job security system for professors. Examines pros & cons, issues of academic freedom, alternatives, and personal conclusions.
1,350 words (approx. 5.4 pages), 18 sources, $ 47.95
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From the Paper
"TENURE
Tenure for university faculty is increasingly coming under attack. Proponents of tenure argue that it provides academic freedom and represents a trade-off to low salaries paid to faculty; opponents argue that there are other ways to protect academic freedom and that tenure merely protects incompetent and lazy individuals. Like most other institutions, tenure?s moment to be evaluated in the glaring public spotlight has arrived.
Academe?s tenure system came into existence in 1915 when the American Association of University Professors issued ?its first manifesto linking academic freedom and job security? (Lederman & Mooney, 1995, p. A17). The principles were restated in 1940 and included this definition of academic freedom: ?Freedom in research is fundamental to the advancement of truth. Academic freedom in its teach.."
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Pay for Performance.
This paper is a research proposal to study the feasibility of implementing pay-for-performance in K-12 public school systems.
3,430 words (approx. 13.7 pages), 14 sources, MLA, $ 97.95
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Abstract
This paper explains that pay-for-performance, also known as "merit pay", refers to a compensation system, which provides additional employee rewards above and beyond base pay for superior job performance. The author points out that the pay-for-performance is an application of expectancy theory wherein employee motivation is considered to be extrinsic and follows B. F. Skinner's operant conditioning model; nonetheless, there is criticism of this program, which includes the difficulty of measuring the output upon which to base the merit pay. The paper relates that the methodology of the study will be a critical review of the peer-reviewed and scholarly literature and a three-part survey to collect responses from 100 K-12 public school educators to evaluate the feasibility of this system.
Table of Contents
Introduction
Problem Statement
Purpose of Study
Importance of Study
Scope of Study
Rationale of the Study
Definition of Terms
Overview of the Study
Review of Related Literature
Background and Overview
Historical Trends in Pay and Incentive Plans for K-12 Public School Teachers
Constraints to Pay-for-Performance in K-12 Public Schools
Methodology
Approach
Data-Gathering Method
Database of the Study
Validity of the Data
Originality and Limitations of Data
Summary
From the Paper
"In both the public and private sectors, pay-for-performance arrangements have emerged in recent years as a strategy for responding to increasing demands for improved productivity and management accountability. In the private sector, Hildreth et al. note that 92 percent of the manufacturing companies in the United States have such plans for their managers; and in a Canadian survey, 91 percent of the respondents answered affirmatively when asked: "Do you link pay or increases to performance?" These findings indicate that the North American private sector widely regards "Pay for Performance", as a viable strategy for improving worker performance today. In the public sector, the attractiveness of "Pay for Performance", involves similar concerns about accountability and productivity, but the political symbolism of public sector incentive plans makes such approaches particularly attractive to policymakers at every level."
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Education in America: Barriers, Opportunities, Benefits, Worth, 2002.
An overview of the changes shaping American education day focusing on merit based pay, standardized testing and school safety.
1,400 words (approx. 5.6 pages), 2 sources, $ 53.95
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Abstract
This paper is an examination of the current trends in education that are presenting barriers, opportunities, benefits and overall changes in the worth of education. It looks specifically at merit based pay, standardized testing, and school safety as three of the primary forces shaping American education today. It concludes that the trends in each are leading to a stifled education system that is responsive to the 'bottom line' rather than to the individual student's needs.
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Executive Pay, 2005.
This paper explores if the extreme disproportion between executive pay and worker pay can be defended.
1,215 words (approx. 4.9 pages), 2 sources, APA, $ 41.95
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Abstract
This paper explains that, according to the classical economic theory of employee pay including the Chief Executive Officer (CEO), an employer should pay its employees such that the marginal cost equals marginal productivity; however, contrary to this theory of fair pay, CEO salaries have been growing much faster than the average worker's pay and thus the productivity of many companies may not be matching that of the increases of pay of the CEO. The author states that the argument for large salaries for CEOs is that CEOs' actions influence a large number of people; thus their pay is in line with the stress, responsibilities, their wealth of real life and academic education, their experience and the implications of their actions. The paper concludes that, when a CEO salary plan slants heavily to stock options and bonuses, which are based on company performance, executives will be encouraged to work hard; however, simply conferring inflated salaries and bonuses do little to benefit the long-term future of the company and make little economic sense.
From the Paper
"However, despite the distaste for unethical actions on the part of CEOs, the illegal behavior upon the part of prominent CEOs at Martha Stewart Omni media and Tyco should not be confused with the issue of legitimate, if over-inflated executive pay or even the overgenerous bestowing of perks upon CEOs of other corporate entities. Most companies have rules regarding the reporting of perks. For example, when Robert J. Genader was promoted to chief executive of AFG, (Ambac Financial Group) last year, "he received a $100,000 raise in his salary, to $525,000. But he did not use the extra money to cover the $40,000 initiation fee at a club he joined (but has not identified). Ambac shareholders paid for that, as well as $11,637 in membership fees, according to the company proxy." "
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Contribution Pay, 2005.
This paper explains that contribution pay is a better employee motivator than performance-related only pay schemes.
1,445 words (approx. 5.8 pages), 3 sources, MLA, $ 47.95
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Abstract
This paper explains that contribution pay, which is a relatively new concept, combines elements of both performance and competency based pay schemes by recognizing employee achievements and competencies: (1) Employees are paid based on not only their individual job performance but also on their knowledge, skills and attitude, (2) pay is based on an employee's contribution and not just the set goals at hand and (3) employees can be judged on their merits rather than judged solely by a manager's personal discretion. The author points out that, aside from contribution pay, non-monetary incentive schemes also are effective ways of motivating employees because they might not tend to spend money on those rewards, such as travel and parking places, out of their own pockets. The paper relates that contribution pay, non-monetary rewards and a higher general pay are based on natural motivators such as recognition, peer pressure and obligation to work hard; however, ultimately, motivating employees comes down to good management and fair treatment because employees often reflect their environments.
From the Paper
"Being hired at a higher salary motivates employee performance in the sense that an employee knows that they will lose a secure position if they are not productive contributors. There is no added pressure of having to meet certain output or sales goals to achieve more money. The financial rewards are already there. All one has to do is meet managerial expectations to maintain their already high status. When an employee exceeds expectation, they are usually rewarded with an annual raise. Furthermore, an employee whose only concern is their salaries based on "units sold" or "numbers met," cannot focus on bigger issues. Those paid the higher salaries can focus on developmental issues, customer service and look at the overall goals of their company as a whole."
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The Equal Pay Act of 1963 and the Civil Rights Act of 1964, 2006.
A discussion on whether the Equal Pay Act of 1963 and the Civil Rights Act of 1964 have managed to meet their intended objective of eliminating discrimination in relation to equal pay.
1,125 words (approx. 4.5 pages), 4 sources, $ 44.95
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Abstract
Legislation relating to discrimination in the workplace that affects modern workers can be related to the Equal Pay Act of 1963 and the Civil Rights Act of 1964. The Equal Pay Act focused on gender and wages, attempting to create a national law that prohibited employers from paying women less than men for the same type of work. This paper maintains that, unfortunately, discrimination in relation to equal pay still exists in the United States, demonstrating that these laws had little effect on the realities within the workplace.
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Pay for Performance, 2006.
A discussion on pay for performance systems.
2,130 words (approx. 8.5 pages), 5 sources, MLA, $ 66.95
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Abstract
This paper gives an overview and defines pay for performance systems. It discusses the advantages and disadvantages of such a system. The paper offers an overview of the effectiveness of pay for performance in the Denver pilot program. The relevant considerations for implementing the system is detailed, as well as a brief overview of employee communications. Lastly, the anticipated impact of the pay for performance impact on the district is discussed.
Overview of Pay for Performance
Potential Advantages to Pay for Performance
Potential Disadvantages of Pay for Performance
Effectiveness of Pay for Performance in Denver School District
Relevant Considerations in Implementation
Brief Plan for Employee Communication
Impact of Pay for Performance on the Organization
References
From the Paper
"By 1904, the Board of Education changed their pay policy for teachers. They indicated that teachers were charged with assisting children to learn. They also encouraged each teacher to use their best methods of teaching, unique to the needs and conditions of their students. The Board felt that teachers should definitely continue to test their students, but that that it was unreasonable to assume that a child would be able to keep at the call of his memory (Gratz, 2005). As such the single salary system came into favor, and would be as such for many more decades."
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Teacher Compensation, 1993.
A discussion of the need for and types of alternative pay plans and the impact on the educational system. Includes merit pay, incentives, profit-sharing and working conditions.
2,250 words (approx. 9.0 pages), 3 sources, $ 79.95
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From the Paper
"Alternatives for Teacher Compensation
Current concerns regarding compensation for teachers involve more than pay. Redesigning comprehensive compensation programs requires values clarification which affects organizational goals, norms for teachers and children, the place of teachers in the culture, their relationship with other teachers, and management strategies in administration (Odden, 1992, p. 81). It is the purpose of this paper to discuss the redesign of compensation programs for teachers in terms of new, goal-oriented education, effective workplaces for teachers and students, and the specifics of total compensation packages.
In recent years, educational philosophy has drawn much from models of business management which emphasize outcomes in work. The 1960's and 1970's brought behavioral objectives and behavior..."
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The HBO Pay Channel, 2006.
A case study showing the development of a new business model for television using the HBO pay channel as an example.
900 words (approx. 3.6 pages), 1 source, $ 35.95
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Abstract
This paper is a case study of HBO, showing the development of a new business model for television. The model for HBO is different. The viewer pays for cable television directly, removing the influence of advertisers. Pay channels like HBO have a double link to viewers, for the viewers pay first for cable then pay for access to HBO. Pay channels of this sort often feature movies as their primary product source, as does HBO; and because cable is not broadcast the rules imposed by the FCC do not apply.
From the Paper
"The HBO case shows the development of a new business model for television. The business model for television first developed for network radio. At that time, the programs on network radio were sponsored and were often owned by the sponsors, with some programming owned and produced by the network itself. This model was shifted to the new medium of television and then changed over time as the importance of individual sponsors diminished and the business was altered so that the networks owned the programs and advertisers paid for time to present their messages. That is the basic model that continues to this day, with the networks making an agreement to deliver certain numbers of viewers and with advertisers paying for the time to show their messages. The viewer is thus the real product for the networks, though this idea has also evolved into the belief that some viewers are more valuable than others so that a certain..."
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