2.10 Arguments Supporting Performance‐Based Rewards
Odden, (2000a) show that teachers are awarded on the basis of numbers of years spent in teaching not on performance. For this reason some analysts believe that salary scale system is incomplete method to compensate the teachers, because of non-merit based system many teachers leave the profession because excellence is not fairly rewarded. Heneman &Milanowski (1999); Hoerr, (1998); Tomlinson, (2000) found that there is no link between education and degree and students performance there is link between experience and students performance. Hoerr, (1998) show that through reward system principals are able to know the quality of teachers. One of the largest benefits of rewards through this method…show more content… Competition can be good but if it’s too aggressive it can be detrimental.
4 - There will always be an element of judgment required to administer such a system. Someone will have to rate the performance of staff. This judgment may end up being too subjective rather than objective.
5 - Some functions are support roles in nature (and therefore may not attract as much rewards as other roles such as sales). There must be a good balance of incentives for these admin/support staff or else they will not feel appreciated.
2.12 Difficulties in implementation of Performance‐Based Rewards
Ballou & Podgursky, (1993); McCollum, (2001) the major difficulty in implementing the performance rewards is teachers union. Ballou & Podgursky, (2001) argues that any kind of subjective evaluation and wage difference on the base of subject taught has been rejected. Before introducing the performance based rewards have to consider the union. Another difficulty is political instability. Number of political group involved in organization and promotion of performance based reward. The implementation of performance based reward is difficult because any one body may discontinue the
