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This 5-page paper focuses on how salaries can, and should, be determined at various universities. Bibliography lists 4 sources.
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5 pages (~225 words per page)
File: D0_MTfacuwork.rtf
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rewards based on length of time (tenure) and numbers of papers published. What seems to be missing in this scenario, however, is how well the instructors are actually doing (Schultz
and Tanguay, 2006). Though initial salaries of new faculty tend to be subject to market forces based on subject demand, as time goes on, these factors can change (Camp et
al, 1988). For one thing, unlike a for-profit corporation (or even a not-for-profit agency), a faculty members increase in pay, or lack thereof, is related to how much money is
available in the total fund to pay that person (Camp et al, 1988). Can faculty be paid on the merit schedule? Camp et
al pointed out in 1988 that senior administrators, such as department heads and deans, have struggled toward equitable allocation of merit pay. The authors also point out that performance measurement
is necessary when it comes to everything from contract renewals to tenure-based decisions (Camp et al, 1988). The issue of merit pay,
however, is that the majority of theories believe that productivity needs to be directly tied to earnings (Konrad and Pfeffer, 1990). But these authors, through their research, also point out
that thing called "uncertainty," in other words, factors that can influence or impact pay. This uncertainty is especially prevalent in the higher education arena. For one thing, its difficult to
determine what will be the "in" flavor of education within a given generation. During the 1970s, liberal arts educations were considered de rigueur (the theory here was that it taught
people to think, which was an important "life skill"). But during the 1980s, anything with "business" in it was in demand (especially on the graduate level). During the late 1970s
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