Related to Chapter 14 (R/D6), what are some ways the ideas/concepts/principles discussed in this chapter could be applied in your professional work? Do you see opportunities where these ideas could help you or your students?
I feel that HPI could be used in my current professional work environment by a simple performance management review concept. Currently, you are neither punished nor rewarded here as far as your review goes so where is the motivation for individuals to excel at their job and do better. If you could put a review system in place similar to the HPT model of the International Society for Performance Improvement on page 141 I think a lot of progress could be done. There needs to be consequences in place for those who are not meeting the job expectations. Those people need to be reviewed and told what they are doing wrong and then if they can not overcome the the aspect of not meeting the job then something needs to be done. On the other hand, those that are going above and beyond at their job need to be recognized and rewarded for their hard work.
Perhaps, there are different steps to complete and once you are through a certain amount of steps then you get a raise. Which is totally uncommon in the university setting currently due to the state budget but if not a raise maybe a different incentive on a smaller scale such as free lunch at the cafeteria or a designated parking spot, I don't know. But if the University could follow the HPT model, I think great things could come about.
These ideas could help both myself and the students here at WMU. If you have happy professors, staff, etc. then it is a better place to work and attend school. So, many of the professors that I have had here at WMU do not care. They are there to do their job and then some don't even want to do that! If there were some incentive programs to follow and the professors knew what steps needed to be taken to achieve that then I think they would care a great deal more about the students. I am not sure I am correct on this but teachers on the K-12 level have different steps...and with a certain amount of college classes they receive a raise??? Not sure on how exactly that works but I think something like that needs to be implemented at the college level also.
3 comments:
You know, one of the management courses I took sited several studies that showed that recognition is a greater motivator than even more money or title. Your comments on recognizing people who go above and beyond brought that to mind. I couldn't agree more. If you read my post I said some of the same things about some professors. Writing a good reflection/discussion takes a lot of work, as you know. A comment or two would would go a long way toward motivating. I often wonder if these reflections are even being read by the professors. I suppose an argument could be made that it is unnecessary for the professors to read these as long as the students are doing the work but in light of HPI, I would say comments/recognition needs to be made.
Melissa,
I didn't even think of applying it to the staff. Those are great points you made. I work in an alternative/adult education program and our director doesn't realize that her staff needs incentives too. All she does is try to think of things for the kids. Don't get me wrong, the kids are very important, but we don't get any "great job," or "way to go." And like you said, happy staff makes for a happy environment.
Chrissy
Melissa,
I agree that their needs to be some sort of reward/consequence put into play in schools. I know many teachers that are not doing the things they need to be doing on a regular basis but as long as they do those things during the "evaulation year" then nothing else is done. Also not every year the teachers need to be obverved and evaluated so how does the principal even know what is going on in their room on the off years.
Jennifer
Post a Comment