首页
外语
计算机
考研
公务员
职业资格
财经
工程
司法
医学
专升本
自考
实用职业技能
登录
外语
The academics, at Miami University of Ohio, fill in questionnaires anonymously, evaluating their bosses’ effectiveness, with roo
The academics, at Miami University of Ohio, fill in questionnaires anonymously, evaluating their bosses’ effectiveness, with roo
admin
2017-02-13
32
问题
The academics, at Miami University of Ohio, fill in questionnaires anonymously, evaluating their bosses’ effectiveness, with room to add more detailed remarks at the end. These comments are summarised and returned to all academic staff in the department, who agree whether the summary is fair, and the evaluation is then used not only to inform individual chairs about what sort of job they are doing, but also whether a pay rise or promotion should be in the offing.
This kind of evaluation is relatively common in American universities. But U. K. universities have always been much warier about the idea.
Now union members at the University of Sussex want this to change, proposing that all academic staff should be given the chance to appraise their heads of school. They argue that with students increasingly asked to assess the effectiveness of the teaching they receive, academics should also be able to comment on the effectiveness of university management.
A proposal to introduce upward appraisal was put to the university last term, but was rejected by managers. The union then conducted its own survey of academic and academic-related staff, but managers said this was unauthorized, flawed and represented a breach of trust and mutual confidence on the part of the union. The 300 responses had to be torn up.
Upward appraisal is not entirely unknown in U. K. universities. In 1996, Gillian Evans and Kevin Moloney produced a report on the practice for the Council for Academic Freedom and Standards, which found that eight of the 41 U. K. institutions who replied to a survey used it in some form, although usually informally. The report urged more institutions to adopt it, arguing that staff were increasingly subject to appraisal from above and that equitable treatment of staff is important and can only result in efficiency gains.
Little has changed since the report was published, with upward appraisal in U. K. universities remaining rare, although some institutions do use 360-degree feedback—feedback by selected peers, subordinates and seniors—as a management development tool. This is done at Warwick University, which strongly insists that it is "feedback", not "appraisal", and is voluntary, confidential and "not linked to appraisal or remuneration in any way".
Daniel Kane, a teacher in English and American literature at Sussex says: "We’re expected to act on what students say. And we do. We are simply asking for the same rights and same respect that our students have. But we aren’t being given the basic dignity of being able to say what works and what doesn’t. What are they afraid of?"
Evans says academics feel increasingly powerless—exposed both to what students think of them, through Facebook and other sites, and to the pressures on managers to reduce staff costs. "Appraisal has moved from being equal-to-equal to top-down," she says. "It has moved from being a friendly discussion about what one wants to do with one’s career to obligations to do something. There has also been a shift from relative job security to more short-term contracts. "
Nick Holley, head of the human resources centre at Henley Business School, University of Reading, says it can be useful for managers to see how others see them, but warns that this kind of feedback has to be conducted carefully. Scoring managers for different qualities is not only inexact, as some people mark more highly than others, but could tempt people to see management capability in terms of numbers rather than taking account of its complexity.
Evans believes academics feel increasingly powerless because of the following reasons except________.
选项
A、academics are under both pressure from students and managers
B、students could express their views of teachers online as they wish
C、teachers feel lack of job security on account of more short-term contracts
D、academics are not entitled to handle university budget
答案
D
解析
细节推断题。根据题干关键词academics feel increasingly powerless可将答案定位在第八段,该段指出教研人员感到越来越无力的原因,选项D未提及,因此答案应选D项。
转载请注明原文地址:https://kaotiyun.com/show/MPi7777K
0
大学英语四级
相关试题推荐
Onlyhalfofwomenactuallyenjoybeingpraisedandmanyothersmisinterpretwell-meantwords,asoffensive,accordingtoanew
Onlyhalfofwomenactuallyenjoybeingpraisedandmanyothersmisinterpretwell-meantwords,asoffensive,accordingtoanew
Onlyhalfofwomenactuallyenjoybeingpraisedandmanyothersmisinterpretwell-meantwords,asoffensive,accordingtoanew
Whatdostudentsthinkofe-textbooks?AdministratorsatNorthwestMissouriStateUniversitywantedto【B1】______.Earlierthisy
A、Ithasbeenaproblemthathehasconsideredfordecades.B、Itisnotaproblemwithlotsofpeopleinthecountryside.C、Iti
Thewidespreaduseofsearchenginesandonlinedatabaseshasaffectedthewaypeoplerememberinformation,researchersarerepo
We’renowwitnessingtheemergenceofanadvancedeconomybasedoninformationandknowledge.Physicallabor,rawmaterials,ami
We’renowwitnessingtheemergenceofanadvancedeconomybasedoninformationandknowledge.Physicallabor,rawmaterials,ami
随机试题
白头翁汤的功用是
骨折3天应该进行的康复训练
男,77岁,饮酒后呕咖啡样物1次,量约150ml,3个月来因冠心病口服小剂量阿司匹林。查体:P80次/分,BP128/68mmHg,神清,腹软,剑突下轻压痛,未触及包块,肝脾肋下未触及。首选的检查是
最常见的女性生殖器结核是
某甲自己办了一家私营建筑公司。为争得某市一项大型工程的承包权,某甲与其他建筑公司串通在投标时都尽量压价,结果某甲中标;某甲为服务作虚假宣传,情节严重,并捏造,散布虚假事实,使该市一国有建筑公司未中标,商业信誉受损并造成重大损失。在建设过程中,某甲又使用虚假
某土石坝工程项目法人与施工单位签订了工程施工合同,合同中估算工程量为8000m3,单价为200元/m3,合同工期为6个月,有关付款条款如下:(1)开工前项目法人应向施工单位支付合同总价20%的工程预付款。(2)项目法人自第一个月起,从施
根据《个人所得税法》的规定,工资、薪金的应纳税所得额以每月收入额减除( )后的余额。
建设工程项目总进度目标的控制是()项目管理的任务。
党员违法犯罪后受到国法追究,可不再受党纪追究。()
WriteonyourANSWERSHEETONEacompositionofabout200wordsonthefollowingtopic:Themoderneraissaidtobemarkedbyr
最新回复
(
0
)