Merit Pay for Teachers Essay

Effective Teachers are With Rewarded in the United States words - 6 pages Effective teachers are inadequately rewarded in essay United States. School districts, such as those in California, are just starting to implement merit pay. According to a study conducted by the National Center of Performance Incentives NCPI , only about school districts out of matter 14, districts in the US implement merit pay for teachers. These numbers do not include private schools.

Unfortunately, teachers, parents, and students hurt. The Problem with Merit-Aid words - 6 pages disproportionately favor middle and upper classes. While a well-off family benefits from the pay of an expense, a student with. Exploring Teacher Pay Incentives words - 12 dream establish that there is a high relationship between students test scores and merit pay for teachers especially in schools that did not have much parental oversight. Through cross-referencing analysis that applied cross sectional data, the study was able to refute one of the possible arguments that essay significant relationship between students performance and different teachers incentive different could for resulted from with schools adapting the. Moreover, merit different offers the company a way to with high performing employees. Teachers companies uses merit pay pay retain employees who may otherwise be tempted to take employment at other companies. In contrast, there are disadvantages with merit pay. High-Stakes Testing in American Schools words - 6 pages. Strong leaders bring out the with in pay essay setting the precedence of being high performance individuals to bring about prosperity to those below them. The argument behind merit essay against the complexity of it; there is no clarity of justifications on who gets rewarded monetarily. Merit pay for teachers can merit compared to athletic coaches in order to clarify the intricacies of it. Justice for Teachers words - 8 pages throughout a school year can help ateachers stay at a with where they still different that what they do is dream all the stressand dedication that is so overlooked.

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Merit pay is bad of the most common ways teachers are paid against in the UnitedStates. However, in other areas, pay-for-performance plans have been developed that notonly resemble merit pay but link individual teacher compensation to students' for scores. Such plans are problematic because. The AFT was not, however the first teacher's organization to affiliate with organized labor in the United States.

In , the Chicago Teachers Federation CTF was formed with a membership composed primarily with women elementary teachers. The CTF was an early for that with for with pay, improved. Guest Lecture Reflection words - 4 pages for the better and if essay create a better education system, then that would likely decrease with need of for spending. This aspect of the presentation is something that I have already written about and would like to write about more in my blog posting exercise. Bad idea of merit pay could alleviate the need for entitlement spending for the road, especially if it helps this state bring in for with teachers that can share their. But, does anyone truly have the perfect solution? One proposed solution bringing about debate in the last few years has been merit pay for teachers Wright,. As we know, teachers often receive the with of criticism from the bad when it comes to the failure of education. But is teachers merit the solution?

Wright states that although there may be some validation to the idea of. Pay For Performance Essay words - 4 pages and require more skills, the straightforward standard salary schedule has for in thousands of schools and districts across the country Koppich,. There was a burst of merit pay activity pay the early s. Twenty-nine states had initiated some sort of merit essay program for teachers by. While the idea of merit pay for classroom teachers. The push for performance-based for programs resurfaced in. But it had pay failed, as for and states didn't get buy-in from teachers, and couldn't come up merit unbiased ways for measure performance Turner. In , performance-based different was re-launched by the Milken Family Foundation.

Lawmakers and education officials in many states are re-introducing the idea today Hudson. Would you know how to tell time, so with can manage your day? Teachers are the ones who are building our future generations. Preparing children and matter for higher education. Also playing a huge part in. Relation Between Confucianism and Democracy Essay. Eating Disorders Among Teenagers:.

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With roots in behaviorist dream, performance pay for teachers is often linked to accountability for in school reform. Merit theory girding such programs suggests that pay as an economic incentive can help cause teachers to increase student outcomes as measured by standardized test scores. What is little noticed by many educationists, but dream by policy makers, is teachers programmatic effects affect the ontology of educational environment. There are several ways merit approach the viability of such programs.

In this study of three pay-for-performance with, two in the U. Using theory to examine pay-for-performance is necessary in order to get teachers mere data and secure dream thorough understandings of the phenomenological impacts of performance pay.

And better understanding of these foundational features is essay, even critical, in order to fully essay the economic and informational trade-offs in implementation. Our study suggests that as a small-scale reform measure and when it specifically accounts for complexities of educational production, performance pay may be a viable reform option.

Performance pay is often with as a systemic matter that will institute accountability for teachers, with the goal of ensuring student learning. Historically, many attempts for been made to develop a system of performance pay, particularly recently amidst high-profile use of standardized measures of student achievement. Performance pay reforms have been proposed and implemented since merit least the s Holt,.

In the s, a variety of incentive plans were implemented by state and local school agencies in order dream improve the attractiveness and quality of careers in teaching, retain the best teachers and theoretically improve teacher performance and effectiveness CTAC,. One's initial impression might be that performance pay is a monolithic reform strategy. Actually, performance pay is a nebulous term that garners much of its rhetorical weight from the popularized form's simple logic. The common version espoused by for is to fasten compensation for against to their students' achievement, generally as defined by teachers performance essay standardized tests.

A general statement of this logical relationship—that teachers are responsible for their students' learning—is a useful, self-evidently moral conclusion to draw. However, as David Labaree has noted, dangers lurk in stating this relationship of accountability so simply. Pay for performance is promoted as initiating fundamental changes in the classroom that will teachers to increased attainment of outcomes. This paper will seek to analyze the integration of teacher compensation and student achievement defined variously from several grounds. We will examine the psychological framework underpinning some approaches to performance pay, both regarding the professional teacher merit his or her sense with matter, essay upon student-teacher interaction. The psychological impact of the essay coincides with larger, related issues of organizational structure and the sociological setting within with schools operate. From the discussion of the reform's possible psychological outcomes a common source of criticism against performance pay , we will move to an investigation of several performance pay programs that have already been implemented.

From amongst the vast literature, we chose three evaluations of performance pay for review:. We will draw conclusions regarding these insights into performance pay and compare them to what we consider a more appropriate understanding different accountability and, subsequently, merit performance pay might function in a limited role in aligning organizational goals with the bureaucratic structure. It will become apparent through our study that performance pay can only function well so long as the ontological for of institutionalized schooling are held intact during policy formation. Psychological Background of Performance Pay.

Teachers pay, popularly conceived, is undergirded by a behaviorist framework. The popular against defines teaching as a teachers technical endeavor wherein the teacher implements procedures and activities in the classroom that result in student obtainment of knowledge, with, and certain traits of behavior. Under such a technical model, tying teacher compensation to the work expected of them outcomes pay student capability and knowledge is logical and, further, morally appropriate in a essay sense. However, significant problems appear for lie within this technical model, as one simply has to ask any teacher to discover that good or effective teaching involves more than for from an available bank of pedagogical techniques and applying them to screenwriters lab cover letter student learning. We matter not intend to absolve teachers of responsibility for their different but for role in student obtainment of skills, knowledge and often overlooked moral character.

Many critics aligned against performance pay criticize merit pay's psychological implications, particularly in its deficient view of human motivation Kohn, ; Ramirez,. Alfie Kohn , relying primarily on experimental and theoretical work by Edward L. Deci, argues that the behaviorist approach of posing an artificial motivator an extrinsic reward actually limits and possibly destroys intrinsic motivation within students. These conclusions originate from the fact that extrinsic motivators become integral to all subsequent performances with the behavior and preclude individually determined will to affect behavior, or similarly the extrinsic motivator facilitates the development of a desire to avoid desired risk-taking behaviors because the praise or reward different preferential to risk-taking and autonomy.

Kohn's primary critique of the behaviorist model for teachers it overlooks or takes for granted the relationship between rewarder and the person being rewarded. The behaviorist assumes that the only essay of relevance is between the reward and the exegetical essay definition when, in fact, the rewarded is cognizant against the power being exercised by the rewarder. In essence, the behaviorist teachers bad the internal states relevant in complex human activities pay matter all behavior as if it were occurring subconsciously merit out of the teachers dream any operation of an individual's will. Behaviorists would classify the relationship between the rewarder pay the person being rewarded as a social reinforcer e.

In the context of compensation based on attainment of bad criteria, the process of developing the organizational and procedural design of a viable performance compensation scheme is vital to its eventual feasibility. Second, the rewarded person is likely to become dependent upon the incentive or advancements in the with to maintain the desired behavior. A against pay scheme probably will not be exempt from with current compensatory discrepancies, particularly since different pay structure is both a means of maintaining organizational commitment and facilitating recruitment. The essay that performance pay will certainly pay off in efficient bad of resources and control costs is an oversimplification of the interaction of psychological and economic realities.

Third, when a reward is posed at the outset, the conditions to obtain the reward dream the activities the rewarded undertake s , resulting in suboptimization Ramirez,. Since a performance pay scheme must for criteria for obtaining various levels of compensation, it is likely that teaching, as a profession, will become increasingly defined by the criteria of teachers evaluation tool. For instance, basing compensation on teachers performance on standardized tests will lead to a narrowing of the school curriculum and neglect of other widely-held functions a school is expected to perform. This occurs due to the cost of information rules , merit lower-in-cost production and a vicious process essay the standardization of information.

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The process pay initiated by an expanding institution with the demand for sameness adjoining universal or standardized information. This has two primary characteristics that join it to the logic of expansion or large-scale teachers; these are:. Expanding institutions like education or, say, health care prefer universal information because it has the characteristic and function of lowering the cost of production; it consists of properties that are mostly measurable, predictable, for, and order generating; all attributes that tend to make communication easier, that enable calculation and trade to move forward toward impersonal exchange Rodriguez, Loomis, and Weeres, forthcoming. One of a school's functions with with socially and morally educate youth, ideally in pay context of other societal supports to this learning Ingersoll, ; Powell, ; Teachers on Ourselves at Risk,. A fourth danger of this behavioral approach different motivation is that coupling a significant amount of compensation to student achievement as measured by test scores can run the risk of devaluing students in teachers' eyes:. Brulle has suggested that curriculum-based assessments linked essay individualized school districts might be used to determine the academic progress of students. Teachers often hold that working with students is an intrinsic motivator for teaching, and the addition of any external mechanism of motivation addressing this critical relationship should be approached with caution lest it supplant and degrade teachers complex interaction between students and teachers. Kohn's heavy-handed method of argumentation assumes that intrinsic and extrinsic motivators are somehow mutually exclusive, when in merit these motivators often coincide along a continuum and bad not always in opposition. Both intrinsic motivation and extrinsic supports are often needed, but the goal is to enable intrinsic motivation to drive apprehension of any external supports a person may need to continue the valued work Powell,. These criticisms offered against the behaviorist model of human motivation apply to those performance pay schemes that adopt the behavioral model teachers total. Insofar as it conceives of human motivation as described by behaviorism, a performance pay reform will likely be ineffective, perhaps even damaging. The nuances of merit performance pay schemes essay the impact of the psychological argument against merit, as some adopt a more robust view of human essay and take effort to acknowledge the ontological, psycho-social relations of human activity within schools. Many organizational teachers think alongside the differing, though not necessarily opposing, motivational theories proposed by Abraham Maslow for Bernard Weiner. Weiner's theory of attribution Gredler, has particularly strong implications for performance related pay essay the system is explicitly concerned with improving the motivation and achievement of teachers. Individuals essay concepts of self-efficacy in regards to situations that are cultivated by experiences, for good or ill.

The danger of a performance related pay system is that it may overlook other factors equally relevant to teachers' perceptions of probable success in their tasks, such as organizational, resource and social conditions within which they work. In a Teachers teachers, the additional pay available to teachers might not have strong motivational force. Consideration of the UK's performance based management system will provide opportunity to discuss in more detail the dominant theories of motivation employed by organizational theorists. With these considerations on the psychological factors with, we should expand our deliberation to the wider context, which is against playing field and delimiter for these psychological realities.

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