Merit pay is such a sticky issue since it's not often based on "merit" - the people who make the monetary decisions, as in the case of USM, are carrying out a carefully orchestrated plan by the misguided maestro himself who deserves a big whack on the head with his twirling baton. Sure, some people who received those raises deserved them, but we all know (from every angle of every college) that many who got recommended got axed while others who didn't even make the list got added -- based on what?  I know a certain college where it had little to do with merit. I'm sure others know of other colleges too where deserving people got the snub while others got the financial nod. As the band plays on . . . .

quote:

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Originally posted by: educator
"Merit pay is such a sticky issue since it's not often based on "merit" -....

....  I'm sure others know of other colleges too where deserving people got the snub while others got the financial nod. As the band plays on"

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I think this summarizes the entire problem with the Thames administration.  NOBODY trusts the administration to use any fair measure of evaluation.  The deans are perceived to be yes-men following their leader and there appears to be little confidence that dept. head input will  be used.  It is a very sad situation.

In principle (and I believe in practice at MSU or any other well-managed university) the local supervisor's input is the most important part of a merit review.  If that local administrator (Dept. head) is demonstrably biased/unfair, and percieved so by the majority (or any sizable minority) of the faculty in that unit, he/she will be replaced by the Dean.  That's the way it should work...

quote:

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Originally posted by: palindrome
part of a merit review.  If that local administrator (Dept. head) is demonstrably biased/unfair, and percieved so by the majority (or any sizable minority) of the faculty in that unit, he/she will be replaced by the Dean.  That's the way it should work..."

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You're absolutely right.  That's the way it should work.  However, faculty problems start with their chairs and deans.  When, as in CBED, the Dean is not perceived as unbiased or fair, the faculty becomes convinced that  pretty money will go to those who are in favor.  Of course, it depends on how you define merit.  Productivity or politics? 

quote:

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Originally posted by: Tulip
" Politics always trumps productivity; and no matter what you do, you will be found lacking in THEIR eyes and thus are “not productive” (unless you among their chosen). "

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I used to believe a university was one place where merit was of primary importance.  I even believed a business college would understand the importance of using money to encourage production. 

Silly me! What I, and many other faculty in CBED, have learned is, it doesn't matter what you do (unless you are among their chosen), why bother to do anything, except leave?

 

quote:

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Originally posted by: foot soldier
"

it makes everything you do here, from research to assigning grades to your students, meaningless.

So you leave."

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Yes, you might leave. But only after finding a better place to go.

Is it better to stay where you know who the enemy is, what the game is, where the traps are, and what counts as scoring, or, do you go into an unknown situation and still find yourself trapped? Is meaningless life in MS better than meaningless life elsewhere? Each to his own.

quote:

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Originally posted by: tulip
"


Yes, you might leave. But only after finding a better place to go.

Is it better to stay where you know who the enemy is, what the game is, where the traps are, and what counts as scoring, or, do you go into an unknown situation and still find yourself trapped? Is meaningless life in MS better than meaningless life elsewhere? Each to his own.

"

---

I don't mean to imply that I do not have respect for those who are staying (they all have my prayers!), or that I don't realize some people can't. And I know other places have problems, too. But I've taught at several places, with varying degrees of dysfunction. The amount of administrative insanity at USM tops them all. When I go to a professional conference, all I have to do is tell _one_ of the 20 stories I could tell about the past two years and I can watch my colleagues's chins all hit the floor. As at least one USM faculty member has pointed out, Thames has ruined all of our professional reputations.

The point I was trying to make is . . . when raises are given for cronyism, why should our students expect us to grade fairly? When our professional successes are overlooked in favor of those of friends of administrators, why should we bother to pursue our research? I'm _not_ advocating either of these actions, I'm just saying when the administration is corrupt, it makes it hard to work at USM on a day-to-day basis, at all levels.

quote:

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Originally posted by: foot soldier
" I don't mean to imply that I do not have respect for those who are staying (they all have my prayers!), or that I don't realize some people can't. And I know other places have problems, too. But I've taught at several places, with varying degrees of dysfunction. The amount of administrative insanity at USM tops them all. When I go to a professional conference, all I have to do is tell _one_ of the 20 stories I could tell about the past two years and I can watch my colleagues's chins all hit the floor. As at least one USM faculty member has pointed out, Thames has ruined all of our professional reputations. The point I was trying to make is . . . when raises are given for cronyism, why should our students expect us to grade fairly? When our professional successes are overlooked in favor of those of friends of administrators, why should we bother to pursue our research? I'm _not_ advocating either of these actions, I'm just saying when the administration is corrupt, it makes it hard to work at USM on a day-to-day basis, at all levels."

---

Dr. Thames seems to have very little impact on my life, unless you count the fact that the CBED dean is part of the administration.  Now, many CBED faculty who are close to retirement are biding their time while watchng the young faculty depart. 

 

quote:

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Originally posted by: Lost cause
" Dr. Thames seems to have very little impact on my life, unless you count the fact that the CBED dean is part of the administration.  Now, many CBED faculty who are close to retirement are biding their time while watchng the young faculty depart.   "

---

Do you feel free to send emails via university computers?  What about talking on university phones?  I think SFT has negatively affected everyone at USM in one way or another (the 2 ways above are just the most current egregious examples).

quote:

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Originally posted by: broker
"Has anyone seen any of these rank ordering lists of faculty?  My CBED client says theirs will likely be a joke and Doty will run and hide from it like he did this last time."

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Haven't seen any rank ordering, but I have no doubt your CBED client is right and the rank ordering lisks will be a joke.  As usual the political favorites will get rewarded and everyone else will be ignored. 

As for Doty, whether he runs and hides will depend on who he's talking to and what the circumstances are.  If there is any positive feedback, it was all his idea.  If the feedback is negative, it was someone else's fault. 

Of course, this is the "world class" dean on whose webpage the only thing that worked was a link to his vita.  Then when the vita came under question on this message board, it became a message from the dean that had a link to nowhere. 

quote:

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Originally posted by: in the middle
"Hey Lost cause I have a question: Have you heard anything about Doty-- who hasn't had an academic publication in quite awhile--is trying to push an article into publication at a journal edited by one of his underlings in the CBED (yes, he got a raise last time lol)??"

---

Haven't heard this one, but I will do some checking and report back.  However, I can't say that I view it as out of character.  I have heard that something fairly serious is getting ready to explode in Doty's face.  When I have details, I will let everyone know.

 

quote:

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Originally posted by: Curious
"Anybody know anything about this?  Anybody know if Doty ever sucessfully went through the promotion process at Arkansas, Syracuse or USM?  Or did he just negotiate?"

---

From the resume, it looks like both promotions were "on the way in" negotiations.  In fact, I heard the tenure deal he got at USM was illegal.  Someone closer to the situation should look into it.

Dean Doty's vita was posted on the USM website, along with the vitas of the 3 other Dean candidates, in Spring, 2003 during the search and interview process.  His Syracuse references were posted at that time and included his Dean, a couple of associate deans, the head staff person for the college, and professors in his department, including the one who would replace him as chair. 

Doty got a promotion to associate when he left the University of Arkansas to go to Syracuse University.  That was right after he won his national academy's best paper award.  He went through the review process and earned tenure at Syracuse in his third year there after winning a second Academy of Management award.  He was promoted to Department Chair, and was subsequently re-elected by his department as Department Chair at Syracuse for a second term.  He negotiated "tenure" and "full" in the Department of Management/Marketing when he came to USM. 

I have seen both the 2003 USM website vita and the most current CBED website vita and I don't think there was a significant difference between them, although I didn't have them side by side.  I don't know why the link to Doty's vita isn't working right now but if you're looking for (or trying to create) a scandal here you are going to be disappointed.  The entire CBED website is currently under construction and many of the links aren't working.   Why not go and ask Doty directly? 

By the way, I noticed that on the front page of the USM university-wide website, the link to the CBED academic integrity policy is missing (although it is now active on the CBED website) and the header date is wrong (I think it says "September, 2001").  Maybe Dean Doty is behind this mystery too...

quote:

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Originally posted by: Eve
" Dean Doty's vita was posted on the USM website, along with the vitas of the 3 other Dean candidates, in Spring, 2003 during the search and interview process.  His Syracuse references were posted at that time and included his Dean, a couple of associate deans, the head staff person for the college, and professors in his department, including the one who would replace him as chair.  Doty got a promotion to associate when he left the University of Arkansas to go to Syracuse University.  That was right after he won his national academy's best paper award.  He went through the review process and earned tenure at Syracuse in his third year there after winning a second Academy of Management award.  He was promoted to Department Chair, and was subsequently re-elected by his department as Department Chair at Syracuse for a second term.  He negotiated "tenure" and "full" in the Department of Management/Marketing when he came to USM.  I have seen both the 2003 USM website vita and the most current CBED website vita and I don't think there was a significant difference between them, although I didn't have them side by side.  I don't know why the link to Doty's vita isn't working right now but if you're looking for (or trying to create) a scandal here you are going to be disappointed.  The entire CBED website is currently under construction and many of the links aren't working.   Why not go and ask Doty directly?  By the way, I noticed that on the front page of the USM university-wide website, the link to the CBED academic integrity policy is missing (although it is now active on the CBED website) and the header date is wrong (I think it says "September, 2001").  Maybe Dean Doty is behind this mystery too... "

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The business of "best paper at a national conference" isn't impressive at all really (at least not in most areas that I'm familiar with).  And, from what I hear, on the very few journal articles he has, he was carried by a famous name in his field, who reportedly dropped him after 3 or 4 articles with him.  Why else would he have gone over to admin so early in his career (he claims to everyone he is a "great" researcher)?  Yet he came in and criticized all of his faculty when he got to USM.

Here's the BIG POINT:  He negotiated tenure/full with SFT when he came to USM.  I assure you the department of marketing and management did not vote on his tenure/full status.  All of his advancement was negotiation, not submission of dossier like most.

 

quote:

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Originally posted by: onlooker
" The business of "best paper at a national conference" isn't impressive at all really (at least not in most areas that I'm familiar with).  And, from what I hear, on the very few journal articles he has, he was carried by a famous name in his field, who reportedly dropped him after 3 or 4 articles with him.  Why else would he have gone over to admin so early in his career (he claims to everyone he is a "great" researcher)?  Yet he came in and criticized all of his faculty when he got to USM. Here's the BIG POINT:  He negotiated tenure/full with SFT when he came to USM.  I assure you the department of marketing and management did not vote on his tenure/full status.  All of his advancement was negotiation, not submission of dossier like most.  "

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Hey onlooker, not a "national conference" but the top journal in the field and not once but twice and not with the same co-authors but with different co-authors.  For management scholars, note the company of other "lightweights" in the field who received these honors.

In case you don't remember me, I made an important connection for y'all on the last board.

 

http://aom.pace.edu/amjnew/

Academy of Management Journal Best Article Awards
______________________________

2002
Peter Sherer and Kyungmook Lee, "Institutional Change in Large Law Firms: A Resource Dependency and Institutional Perspective," 45(1): 102-119.

2001
Scott E. Seibert, Maria L. Kraimer, and Robert C. Liden, "A Social Capital Theory of Career Success," 44(2): 219-237 .

2000
Shaker A. Zahra, R. Duane Ireland, and Michael A. Hitt, "International Expansion by New Venture Firms: International Diversity, Model of Market Entry, Technological Learning, and Performance," 43(5): 925-950.

1999
Walter J. Ferrier, Ken G. Smith, and Curtis M. Grimm,  "The Role of Competitive Action in Market Share Erosion and Industry Dethronement: A Study of Industry Leaders and Challengers," 42(4): 372-388.

1998
Harry G Barkema and Freek Vermeulen, "International Expansion through Start-up or Acquisition:  A Learning Perspective," 41(1): 7-26

1997
Anne S. Tsui, Jone L. Pearce, Lyman W. Porter, and Angela M. Tripoli, "Alternative Approaches to the Employee-Organization Relationship: Does Investment in Employees Pay Off?" 40(5): 1089-1121

1996
Danny Miller and Jamal Shamsie, "The Resource-Based View Of The Firm In Two Environments : The Hollywood Film Studios From 1936 To 1965," 39(3): 519-543.

1995
Mark Huselid, "The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance, " 38(3): 635-672.

1994
Eric Abrahamson and Choelsoon Park, "Concealment of Negative Organizational Outcomes: An Agency Theory Perspective," 37(5): 1302-1334.

1993
D. Harold Doty, William H. Glick, and George P. Huber, "Fit Equifinality, and Organizational Effectiveness: A Test of Two Configurational Theories," 36(6): 1196-1250.

1992
Luis R. Gomez-Mejia and David B. Balkin, "Determinants of Faculty Pay: An Agency Theory Perspective," 35(5): 921-955.

1991
Jane E. Dutton and Janet M. Dukerich, "Keeping an Eye on the Mirror : Image and Identity in Organizational Adaptation, " 34(3): 517-554.

1990
Lynn A. Isabella, "Evolving Interpretation as a Change Unfolds: How Managers Construe Key Organizational Events," 33(1): 7-41.

1989
Connie J. G. Gersick, "Marking Time: Predictable Transitions in Task Groups," 32(2): 274-309.

1988
Robert I. Sutton and Anat Rafaeli, "Untangling the Relationship between Displayed Emotions and Organizational Sales: The Case of Convenience Stores," 31(3): 461-487.

1987
Gareth R. Jones, "Organization-Client Transactions and Organizational Governance Structures," 30(2): 197-218.

1986
Toby Wall, Nigel K. Kemp, Paul R. Jackson, and Chris W. Clegg, "Outcomes of Autonomous Workgroups: A Long-Term Field Experiment," 29(2): 280-304.

http://www.hrdiv.org/awards.htm#achievewinnersScholarly Achievement Award Winners (year of publication of article)

1987 Pfeffer, J., & Davis-Blake, A. (1987). The effect of the proportion of women on
salaries: The case of college administrators. Administrative Science Quarterly, 32, 1-
24.

1988 Wagner, J. A., Rubin, P. A., & Callahan, T. J. (1988). Incentive payment and nonmanagerial productivity: An interrupted time series analysis of magnitude and trend. Organizational Behavior & Human Decision Processes, 42, 47-74.

1989 Arvey, R.D., Bouchard, T.J., Segal, N.L., & Abraham, L.A. (1989). Job satisfaction: Environmental and genetic components. Journal of Applied Psychology, 74, 187-192.

1990 Gerhart, B. & Milkovich, G.T. (1990). Organizational differences in managerial compensation and financial performance. Academy of Management Journal, 33, 663-691.

Summer Special Issue (1990). Project A: The U.S. Army selection and classification project. Personnel Psychology, 43, 231-378. (The entire issue won the award.)

1991 Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26.

Cutcher-Gershenfeld, J. (1991). The impact on economic performance of a transformation in workplace relations. Industrial and Labor Relations Review, 44: 241- 260.

1992 Hom, P., Caranikis-Walker, F., Prussia, G., & Griffeth, R. (1992). A meta-analytical structural equations analysis of a model of employee turnover. Journal of Applied Psychology, 77, 890-909.

1993 Kraiger, K., Ford, J.K., & Salas, E. (1993). Integration of cognitive, behavioral, and affective theories of learning into new methods of training evaluation. Journal of Applied Psychology, 78, 311-328

1994 Bretz, R. D., Boudreau, J. W. & Judge, T. A. (1994). Job search behavior of employed managers. Personnel Psychology, 47: 275-301.

Earley, P. C. (1994). Self or group? Cultural effects of training on self-efficacy and performance. Administrative Science Quarterly, 39: 89-117.

1995 Huselid, M A. (1995). The impact of human resource management practices on turnover, productivity, and financial performance. Academy of Management Journal, 38: 635-672.

1996 Delery, J.E., & Doty, D.H. (1996). Modes of theorizing in strategic human resource management: Test of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39: 802-835.

1997 Tsui, A. S., Pearce, J. L. Porter, L. W. & Tripoli, A. M. (1997). Alternative approaches to the employee-organization relationship: Does investment in employees pay off? Academy of Management Journal, 40: 1089-1121.

1998 Schneider, B., Smith, D. B., Taylor, S. & Fleenor, J. (1998). Personality and organizations: A test of the homogeneity of personality hypothesis. Journal of Applied Psychology, 83: 462-470.

1999 Welbourne, T. M., & Cyr, L. A. (1999). The human resource executive effect in initial public offering firms. Academy of Management Journal, 42, 616-629.

2000 Earley, P. C. & Mosakowski, E. (2000). Creating hybrid team cultures: An empirical test of transnational team functioning. Academy of Management Journal, 43: 26-49.

Staw, B. M. & Epstein, L. D. (2000). What bandwagons bring: Effects of popular management techniques on corporate performance, reputation, and CEO pay. Administrative Science Quarterly, 45: 523-566.

2001 Judge, T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K. (2001). The job satisfaction-job performance relationship: A qualitative and quantitative review. Psychological Bulletin, 127: 376-407.