Advantages Of Competitive Pay

Many people wonder if teachers should or should not get paid more than they do. A lot of people believe that teachers should get paid more, but there are some that do not. Parents that want their kids to have a good education want teachers to get paid more. For example, P.V Derkachev said, “… teacher pay influences the quality of education.” (Derkachev 574). Teachers that get payed more would be more likely to perform better at their job and not mind the extra time that they have to do stuff outside of work to get everything done. Matt Barnum said, “Higher salaries --- even small bonuses ---- can and do keep some teachers in the classroom, and likely improve outcomes for their students.” (Barnum). The student is going to get taught better if teachers get paid more because the teacher will want to teach at the best of her ability which will help the student.

We need to start appreciating how much time and effort our teachers put forward into our education. They don’t have to waist their lives on the students, but they do it anyways. Why do they have to work so hard off of hours and not get paid for it when others get praised for it? Nobody can understand what a teacher goes through unless it is a teacher themselves. Teachers not only deserve a raise they deserve more respect. Now of days people are starting to give less respect to teachers more and more. Teachers will keep doing what they are doing, but not getting the pay they deserve for the hours they put in during and out off work is not right. Give teachers the pay they deserve or we will see a decline of teachers in our

Merit pay is a short-term, pay-for-performance plan, with a typical life span of three to four years, in which employers provide rewards, usually in terms of a raise for past performance, for employees who perform their jobs effectively, which will lead to higher performing employees which will in turn lead to a better work environment and higher overall productivity. The concept of merit pay is most often mentioned in the context of educational and/or government civil service reform. With a merit-based pay system, the employer pays, with the idea that the employer will reward more productive employees with merit increases. This concept came about in an attempt to sustain high performance levels in the workplace linking merit increases, or increases in base pay, to employee performance ratings, which are taken at the end of a performance year, usually by a direct supervisor. Due to the ever increasing changes of supply and demand in business, in order to remain feasible, the merit pay system is expected to change consistently with the needs presented to the companies, whether it be foreign competition, consumer demands, producer limitations, etc.

A teacher has one of the most difficult and highest demanding jobs in society. They are responsible for educating the future and giving their students the best chance to succeed. However, many teachers and professors are not paid nearly as much as the demands placed on them should indicate. Michelle Chen, in her piece from The Nation titled, “Why Is College So Expensive if Professors Are Paid So Little?,” attempts to analyze the current issues with professors’ wages in college and provide possible solutions. Although Chen presents some solid ideas, her work suffers from her failure to address why college is so expensive, her inability to provide more than one solution, and her overreliance on emotional aspects of the conflict.

While teachers are getting paid amounts from 35,000 to 90,000 a year. The school system is not making an effort to help them out But, they might be some progress. Teachers are not getting paid as much as they should. Which affects the quality of the teachers hired to teach. But schools to make an effort to change and help students and care for them. America’s educational system has both weaknesses and strengths that are greatly impacting the education students’ are receiving.

Merit pay is a term describing performance related pay. Its primary focus is used for helping teachers improve their performance by learning from each other. Merit Pay can take the form of a bonus or a permanent teacher salary increased. This motivates many teachers because they believe they are being evaluated more fairly than traditional evaluation. Merit pay is important to study because it’s a one of the most controversial issue in the field of education and it does have an effect on school finance in the future. We should be concerned about using merit pay in our school system because most professions offer bonuses and salary increases for their exemplary employees why should the education profession be any different? Shouldn’t we try and use incentives as we do with our students to motivate teachers to give their very best in educating our future leaders of tomorrow. Merit pay will recruit and retain some of the nation’s brightest mind. Many people who have the capability to teach our students refused to do so due to teacher pay but with merit pay many of these individuals may consider working in the education profession.

In 2013, the average annual salary of a teacher in the United States was 56,383 dollars. This is for all grades before college. it varies from an average of 75,279 dollars in New York, to an average of 39,580 in South Dakota (How Much Teachers Get Paid — State by State). That is a huge difference in pay for the exact same job. If the test results of students were equal to the teacher’s pay, we would have a much more concrete way of paying the teachers. If the state’s economy is struggling nowadays, they don’t have the money to pay the teachers what they deserve, but in this new way, they will be required to give the teachers their hard earned money. In every other job in the United States, you get paid based on your performance. With teachers, the principal does not have enough time to evaluate every teacher and pay them based on how well they did. If the teachers were paid based on the tests, there would finally be a way to evaluate how well they taught the students. The less effective teachers will be pushed out of the system, while the strong ones

Those who are in favor of teacher merit pay systems feel as though the use of this system can eliminate the possibility of seniority outweighing high performance. They believe that those teachers in merit pay systems would be made to perform better in the classroom and demonstrate great teaching skills. Although there is some truth to this idea, it should not be accepted in the argument of teacher merit pay. In the Christian Science Monitor Reg Weaver stated merit pay systems would warrant “an adherence to some type of evaluative standard “ This means that teacher evaluations would consists mainly of the scores from

Robert Lehnen and Guodong Liang talk about incentive pay programs and how productivity are affected by equivalent and bonus pay. According to Liang, incentive pay will be able to motivate teachers given that their hard work as a teacher pays off through increased pay. Lehnen also has a similar point when viewing different perspectives of teacher pay in Indiana. First, he talks about the 10-month work year that teachers have, saying it is a benefit and reason for lower salaries among teachers. Also, according to Lehnen (1994), the Indiana State Chamber of Commerce looks at test scores to consider performance among teachers and if scores are not high, spending within the districts will remain the same. Liang presents an incentive based pay, rather than Lehnen bringing other perspectives to the table concerning the necessity of raising pay compared to high test

7a. Merit pay would reward better teachers, it is the incentive to improve better quality of teaching for the students and this will bring in new skilled workers in to the

The merit increases given are typically based on a subjective appraisal of the employee’s performance (Martoochhia, 2011). Managers must be well trained to accurately assess an employee’s performance or results at the given job function. This responsibility also falls on the company. Companies must clearly outline job functions and responsibilities to make it possible to provide objective data to base an employee’s performance on. Evidence shows that despite the prevalence of merit pay programs, employees still react negatively to these plans. This goes against similar evidence that shows performance pay related programs are good indicators of strong employee performance (Duffy, 2008). If merit based pay is based on performance, why are they so ill-received by employees? The answer lies in the way these employees are evaluated. If evaluated too loosely and seen as automatic, employees are going to become complacent and view these programs as seniority based pay with the same predictable yearly raise, regardless of effort or results. If evaluated too strictly on unclear metrics or unrealistic expectations, employees won’t see it as feasible or worth their time to excel. These employees are also highly likely to not be loyal to the company and quick to seek more competitive employment elsewhere. Luckily, there are initiatives that drive successful merit pay

Personally, I believe a discrepancy in pay is legitimate when performance and location is involved. Employees who perform well and go above their duties should receive higher pay than peers. Performance-based pay is an effective strategy for increasing motivation in the workplace. In addition to annual raises, companies can offer performance bonuses. “To award bonuses, a company rates the long term or short term productivity or performance of an individual employee, a team of employees, or an entire department and then uses that evaluation to award a special bonus (Firm, 2015). Bonuses can be effective when implemented properly. Companies can avoid favoritism

The idea of a merit pay system is pleasant, but acting on it is the difficult part. Results from standardized tests and classroom observations are used to measure the effectiveness of the teaching, which are not always true representations of success: “By year two, nearly all the schools in the study were

The question I would like to research is the feasibility of merit-based compensation in the public sector: opportunities and limitations. I would like to explore merit-based compensation systems in public organizations, their effect on performance and motivation of employees, and analyze the factors that may provide limitations to the performance-based compensation in the public sector.

Concerning this highly important subject of fair and equal compensation to motivate employees, a fair and equitable compensation system should be free of bias which can only serve to increase profits for a company verse a substandard compensation package which can only result in undeniable failure of such a company. By the same token, this can serve to attract employees that can truly make a difference for the company and it’s bottom-line. What is more, a fair system can serve to add to the perceived distributed justice of that company. “Theories of distributive justice seek to specify what is meant by a just distribution of goods among members of society” (Internet Encyclopedia of Philosophy). Notably, if an employee witnesses lower level performer’s receiving higher compensation than their own. Than that employee is likely to grow resentment against the company and its compensation packages. Thus, this may cause a high performer to leave elsewhere where they will receive improved compensation. In particular, companies would want to avoid such resentment because it will lead to a less motivated workforce and talent pool. By the same token, if the employee is an especially high performer the chances of that employee leaving are even greater because he or she will value their pay to the amount of effort applied. Hence, if a company wants to retain and keep great performers then the company needs to attract employees that can make a difference through a fair