In light of the tug-of-war observed by Wriston, evidence is strong today that the administrative or organizational side is encroaching further and further upon the faculty battleground. An article by Benjamin (2010) details a critical element of the battle today, contextualized especially by the ever-shrinking size of the full professoriate. Benjamin reports that while it had always been common for administrations and universities to undermine tenure by creating non-tenure-track positions, the distribution of power has shifted in recent decades. Benjamin notes, referring to an article from 1940, that where it had once been appropriate to refer to this as a two-track system, a far more hierarchical reality has since emerged. According to Benjamin, "the two-track system developed on the basis of the emerging distinction between tenured and non? tenured appointments. From the beginning, the former were often more qualified and generally more privileged. The two-track system has become a two-tier system to the extent that second-tier faculty are systematically less qualified, less well compensated, and are provided less professional support and fewer professional opportunities. Most non-tenure-track faculty are able individuals and many are well qualified. Nonetheless, their lower compensation, often narrowly defined tasks, and lack of professional support and opportunity tend to diminish their professional contribution." (Benjamin, p. 3)
This denotes the aggressive effort employed by administrations to reduce the size of the tenured and tenure-track populations. By diminishing the size of this population, administrations are succeeding...
Since the increased presence of a part-time workforce and the emergence of contingent workers are two of the most common, nonstandard work statuses evidenced in recent U.S. history, their development is worthy of considerable attention" (emphasis added) (p. 16). White-collar contingent workers, and the human resource departments responsible for their administration, though, are both confronted with some motivational factors that may not be shared by their traditional counterparts, particularly those
Leadership Styles As the behavior of the leader, so is the behavior of the follower." This colloquial proverb can be seen in families. Angry parents tend to raise angry children. Similarly patient, and understanding parents who also know how to set boundaries tend to raise balanced, patient children. This observation can also be applied to the business environment. This study is concerned with behavior of workers within an organization, or company,
Indeed, regardless of how the discussion is framed, this power struggle between administrators and educators remains a constant and relevant force. Still, some research comes to support this idea that tenure helps to promote inequality across certain lines. For instance, Evans et al. (2008) remark on the gender and race lines that permeate the educational hierarchy. According to Evans et al., "sixteen percent of faculty in undergraduate and graduate
Indeed, effective problem solving in these circumstances often requires high levels of creative collaboration (Richards, 2007a, p. 34). In recognition of this reality, employers consistently name the ability to work together creatively as a primary and crucial skill -- even though many organizations have created cultures that undercut individual and collective creativity. In order to solve this problem there is a need of a comprehensive review of the facility management
Job Satisfaction The main objective of this research is to examine the various factors affecting job satisfaction given that satisfaction is a dynamic phenomenon that includes a person's attitudes and behaviors. The author also seeks to examine organizational injustices and how they affect job satisfaction and organizational commitment. Organizations in the modern business environment consider job satisfaction as a legitimate factor that has strong impacts on organizational commitment. In light
Job Satisfaction in Correctional Officers Current Situation One of the enduring problems in modern law enforcement is the high rate of job dissatisfaction among correctional officers, which, anecdotally is even higher than job dissatisfaction rates in other law enforcement professionals. There are a number of factors believed to contribute to this job dissatisfaction, which, in turn, contributes to other problems for correctional facilities, such as high rates of employee turnover. Job dissatisfaction
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