The Effect of Merit Pay on the Improvement of Education - Coursework Example

Running Head: Merit Pay Will Improve Education A Paper on the Effect of Merit Pay on the Improvement of Education In APA Style Introduction The educational system in a nation can be considered as one of the most important issue in relation to the establishment of the foundation of the future generations. There are different issues being targeted by the government to be able to improve the educational system and cope up with the rapidly developing and changing technologies and beliefs of the people. One of the current issues in relation to the educational system is the provisions and effects of the merit pay. The main objective of the study undertaken is to be able to present the different issues related to the views of the different sectors regarding the effects of merit pay for teachers in the quality of education. It can be considered as common scenario that there is divided view regarding the said premise. One side pointed out that the merit pay can be considered as the answer to the proper compensation for deserving teachers. On the other hand, the main point of the opposing group is the inevitable intensification of the unfair treatment with regards to compensation that can be considered substantial even in the absence of the said issue. To be able to achieve the objectives of the said study, there are different concepts that are needed to be taken into consideration. One is the achievement of an understanding of fundamental concept such as the definition of the merit pay and the guidelines that are proposed in its application. Another is the causes and roots of the rise of the said issues. Finally, inclusion of the discussion of the repercussions and impacts of the propositions on merit pay for teachers in the scenario that it had already been applied and implemented is also fundamental. The Impacts of Merit Pay for Teachers Merit Pay Defined The merit pay concept is related to the type of performance-related compensation that can be observed in educational reform issues. The said system is based on the perspective that given the proper compensation and incentive the educators can be the main instrument in improving the educational system specifically the educational achievement of the students. The type of compensation referred to as the merit pay system can then be considered based on the guidelines implemented in a particular institution. For that matter it covers the employees under the said group. It is important to consider through that the said program is in need of funds that can provide for the designated achievements of the employees. The said technique is included in the guidelines of human resource management as a method to improve the performance of the employees (HR-Guide Website, 1999; Ramaswami and Singh, 2003; Schwab and Olson, 1990). Advantages and Disadvantages of the Merit Pay System The merit pay is being applied due to the advantages that can be achieved. One advantage is as a guidance to the compensation that can be given to high perforce of the employees, e.g. for the teachers in educational systems. Another benefit that can be attributed to the application of the merit pay system is the capability of the administrators to determine the difference between the individual and company performance of the employees. This can be attributed to the fact that the salary based on the position of the employees can be considered based on the consensus of the authorities in the organization. On the other hand within the same salary level, the differentiation can be achieved on the basis of the merit pay, thus, it is terms as the performance-based compensation system (HR-Guide Website, 1999; Ramaswami and Singh, 2003; Schwab and Olson, 1990). Another known benefit of the merit pay is a reward method that can express appreciation for a good performance of the employees. This specifically targets tasks that can be considered to be not included in the routine tasks. In an organization system it can be exemplified by the implementation of new policies, actions or systems that can be in the feasibility testing and other initial stages (HR-Guide Website, 1999; Ramaswami and Singh, 2003; Schwab and Olson, 1990). Upon consideration of the possible advantages of the merit pay, it is also essential to be able to present the disadvantages to be able to make sound and vigilant choice and opinion regarding the issue. One of the most evident disadvantages of the implementation of the merit pay system is the inevitable subjectivity of the process. Due to the need for the determination of the performance of the employees, guidelines are needed to be established. In the different phases from the establishment of the guidelines to the determination of the compensation as per task performed there is an innumerable chance of being subjective (HR-Guide Website, 1999; Ramaswami and Singh, 2003; Schwab and Olson, 1990). Due to the said repercussions, there is also considerable number of organizations the members of the population that contradicts the implementation of the merit pay in different sectors of the society, such as the industrial and the educational systems. Background Information Regarding the Implementation in Educational Institutions Although this is the case, it is important to consider that the main objective of the study is to determine the effects of the merit pay in the educational system specifically the teachers and educators in the improvement of the performance of the students. Due to the need to determine the impacts of the said action and decision regarding the compensation of the educators, the different observations regarding the issue had surfaced. There are different scenarios in different countries and regions regarding the issues of merit pay in the field of education. In the United States, the said concept is viewed as the future of the public school systems on the hope of improving the quality of education. On the other hand, other regions and nations such as the United Kingdom had already applied the said concepts in the educational system (Noll, 2009). Due to the successful implementation in certain regions of the international community, the remaining part of the world is motivated to test and study the feasibility of the said method of compensation. The Advocates and the Critics On the basis of the effects that can be incurred to the members of the population, the different groups in the society can be considered responsible for their own opinions and advocacies regarding the issue. 1. The Pros The issue for the determination of the feasibility of the merit pay can be considered as a problem for decades. It had been revived due to the expressed support of the present administration regarding the implementation of the merit pay on the United States educational system. This is based on different reasons (Meckler, 2009). One of the main reasons is the need to give reward and appreciate the teachers and educators that perform well and are dedicated in the job of educating the members of the population. Based on the capitalist system in the American society, the said reward system can be questioned due to the fact that financial benefits for the organizations and the institutions are often the priority. Thus, change in such view is proposed through the merit pay. This can also be related to the need of the nation to modify the system and face the socio-economic situation (Meckler, 2009; Noll, 2009; Olsen, 2001). Due to feasibility of the merit pay in the industrial sector, the same effects are considered by the advocates to take effect in the educational system. This is where the concept that by financially motivating the educators, the quality of education can and will improve. Although there is no direct evidence regarding the relationship between the concept of giving incentives and the performance of the students, there is still a probability that the said notion can be achieved. When educators perform their best, then quality education can be achieved (Meckler, 2009; Noll, 2009; Olsen, 2001). Another point presented by the advocates of the implementation of the merit pay is the case of being underpaid that can lead to teaching staff shortages. Based on the view of the advocates, when teaching employees are motivated, they work on the improvement of the educational system. This can be achieved since top performers in the field can be benefited while the others will continuous strive to be better in the teaching profession (Meckler, 2009; Noll, 2009; Olsen, 2001). 2. The Cons On the other side of the issue, there are groups that contradict the implementation of the merit pay in the employees of educational institutions. The National Education Association (NEA) can be considered the main critic and opposing force in the implementation of the merit pay in the educational system which can be attributed to a number of different reasons. One is the subjectivity of the method of measurement and determination which can result in different problems such as additional funds to support the compensation, the processing and the evaluation. Although the main objective of the said system is to be fair with the hard-working teachers who deserves to be paid more, such system will encourage subjectivity and even dishonesty (Holland, 2005; Noll, 2009; Olsen, 2001). The said organizations promote improved compensation for all teachers to improve the educational system. For that matter the union and cooperation of the educational system which can be compromised in the implementation of merit pay due to continuous competition can be maintained. Basically, cooperation is considered as one of the most fundamental requirement for the improvement and success of the educational system and of any institution, thus, the said unions oppose the implementation of rule that can hinder such progress (Holland, 2005; Noll, 2009; Olsen, 2001). Analysis and Conclusion Based on the study undertaken, there are important points and reasons presented by the advocates and the critics of the implementation of the merit pay in educational institutions. As one of the views had expressed that it can be a choice for the specific institution to implement the rule on merit pay, vigilance and judgment can be subjective on the basis of different reasons. Though an advocate or a critic, it is important to take into consideration the different factors that are needed to be considered. These are the needs of the educators in terms of professional and personal gratification, the needs of the students for quality education and the needs of the population for a better educational system. It is important then to consider that of the implementation of the merit pay for educators can bring about even a minimal change, then, it can be worth trying because it is for the people, the teacher and the students or future leaders of the nation. In this view, as members of the population, fear cannot be chosen instead of a chance to improve the national system of education. References Gryphon, M. (2005). Pair Merit Pay, School Choice. Orange Country Register. CATO Institute Website. Retrieved April 17, 2009 from http://www.cato.org/pub_display.php?pub_id=3682 Holland, R. (2005). Merit Pay for Teachers: Can Common Sense Come to Public Education? Retrieved April 17, 2009, from http://www.lexingtoninstitute.org/docs/708.pdf HR-Guide Website. (1999). HR Guide to the Internet: Compensation, Incentive Plans and Merit Pay. Retrieved April 17, 2009, from http://www.hr-guide.com/data/G442.htm Meckler, L. (2009). Education Push Includes Merit Pay. The Wall Street Journal. Retrieved April 17, 2009, from http://online.wsj.com/article/SB123668036405881929.html Noll, J. (2009). Clashing Views on Educational Issues. 15th ed. New York: McGraw Hill. Olsen, D. (2001). Teachers Deserve Merit Pay, Not Special Interest Pay. Retrieved March 25, 2009, from http://www.hoover.org/pubaffairs/dailyreport/archive/2864961.html Ramaswami, S, & Singh, J. (2003). Antecedents and Consequences of Merit Pay Fairness for Industrial Sales People. Journal of Marketing 67 46–66. Schwab, D., & Olson, C., (1990) Merit pay practices: Implications for pay-performance relationships. Industrial and Labor Relations Review 43 (3)237-255. Read More