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" Secondly, an "established custom within academe" would make it possible, together with the "expectations" would then facilitate the relationship between the faculty and its employees.
The most surprising insight about tenure is that it is a relatively "late arrival to the American system," as noted by Altbach et al. (2001, p. 12). It was formally implemented only in 1940. The system in the United Sates therefore accounts for only 60 years at the time of writing, out of some 360 years in Europe and the UK. Another interesting insight in the light of this I the fact that there is considerable tension between the primary aims of American universities; to both teach young students and conduct research (Altbach et al., 2001, p. 18).
Baldwin & Chronister (2001, p. 20) suggest that a non-tenure system be implemented to elevate the respect for full-time non-tenure faculty to the same level as their tenure counterparts, both among faculty members and students. The advantage of a non-tenure program is that it can incur considerable savings in the costs to a faculty, which can then be invested in research, recruitment, or other faculty functions. An integrated model is therefore suggested in order to provide a...
The authors also suggest that these positions can provide valuable career and promotion opportunities to persons employed in non-tenure positions. In conclusion, tenure, non-tenure and post-tenure issues will benefit from more research, as well as from integration both in research and in practice.
References
Altbach, Philip G., Gumbport, Patricia J. & Johnstone, D. Bruce. (2001). In Defense of American Higher Education. Baltimore, MD, the Johns Hopkins University Press.
Baldwin, Roger G. & Chronister, Jay L. (2001). Teaching without Tenure: Policies and Practices for a New Era. Baltimore, MD, the Johns Hopkins University Press.
Burgan, Mary. (2006). Whatever Happened to the Faculty?: Drift and Decision in Higher Education. Baltimore, MD, the Johns Hopkins University Press.
Garcia, Mildred & Moses, Yolanda (2000). Succeeding in an Academic Career: A Guide for Faculty of Color. Westport, CT, Greenwood Publishing Group, Inc.
If both parties agree, another alternative dispute resolution method may be used. Specific reasons must be in writing for any decision to terminate the tenured faculty member. The post-tenure review process is mandatory when an administrator is faced with deciding whether to terminate a tenured faculty member with allegations of dating an 18-year-old student and receiving evidence of phone records and witness documentation of the faculty member being seen with
" (Zemsky, 1) Null Hypothesis The null hypothesis of the research endeavor is that online professors will report no perceptible connection between post-tenure review and job performance. Alternate Hypothesis The alternate hypothesis of the research endeavor is that online professors will report that post-tenure review improves job performance. Nature of the Study Significance of the Study The significance of the proposed research is based in the need for greater study of online instruction in higher education with
This wide array of data strands could then be manipulated to measure the veracity of the philosophical claims informing our qualitative argument. Envisioned Analysis: The analysis which is envisioned as a way to address the available datasets is provided for by Creswell & Plano-Clark (2007), who denote that data-mixing is a valuable way to determine whether or not variables possess meaningful relationships with one another. According to the text by Creswell
This denotes that different perceptions of tenure are produced by different statuses and tenure opportunities amongst personnel. The present research question is designed to yield a discussion on how these differing perceptions may impact the effectiveness of an organization. This will require examination of matters such as the impact of hierarchy and the quality differentials between tenured or tenure-track professors and part-time, non-tenure track or adjunct professors. 5. Does tenure
Tenure The Wood and De Jarlais study of 2006 set out to accomplish three objectives. Those three objectives as stated by the study were to: (1) to provide assurance to the University and its constituents that professional resources and particular areas of expertise are being used to the best advantage; (2) to provide for the systematic recognition of excellence and develop incentives for superior performance; and (3) to provide means for
Allen makes the case that this functions to improve the quality of higher education and the experience had by the student. Like Scheuerman, Allen argues that tenure is under attack for reasons other than the perceived erosion of educational quality, but makes a more direct case against administrators and public officials by arguing that tenure is actually attacked as a matter of posturing for control over the work of