谈调动职业学校教职工的积极性

在不断深化改革的新形势下，在新情况新问题不断出现的今天，能否充分调动职业学校广大教职工工作积极性，最大限度地挖掘教职工的智慧潜能是搞好学校教学工作的关键。要充分发挥广大教职工的工作积极性和智慧、潜能，学校就必须牢固树立以人为本的思想，全心全意依靠教职工办学，进一步强化教职工主人翁地位，使广大教职工把自己的命运和学校的生存发展紧紧联系在一起，以强烈的主     

我校十年间教职工死亡病因分析

为了解和掌握我校教职工健康状况及死亡疾病谱,为今后我校开展预防保健工作提供参考,本文对我校1985年—1994年教职工死亡病因、疾病种类进行统计分析,结果表明:我校教职工引起死亡最主要的疾病是心脑血管疾病,占死亡人数的50%,死亡率为2.16%,其次是恶性肿瘤,占死亡人数的25%,     

避免失误 要靠机制

建立和健全教职工代表大会制度，加强民主管理和民主监督，是解决决策失误的最佳途径。可以通过以下几个方面来完善这项工作。1．健全教职工代表大会制度。在校党支部领导下，民主选举出教职工代表大会的代表（一般占教职工的20%比较合适）。确立学校工会为教职工代表大会的常设机构，负责教职工代表大会的日常工作。2.定期召开教职工代表大会，也可根据符合法定人数代表的提议临时召开，以对学校的重大问题进行讨论，提出建议；或由工会邀请校长向教职工代表大会报告工作，听取代表意见，接受监督；校长也可主动要求召开教代会，报告学校重…     

关于高等学校正确发挥教代会作用的思考

教代会制度，作为高等学校民主管理的基本形式，是广大教职工当家作主的最高形式，具有法定的权威性、广泛的群众性和代表性。《中华人民共和国教育法》规定：“学校及其它教育机构应当按照国家有关规定，通过以教师为主体的教职工代表大会等组织形式，保障教职工参与民主管理和监督”。《高等学校教职工代表大会暂行条例》规定：“教代会是教职工群众行使民主权利、民主管理学校的重要形式”。     

幼儿园管理要善于调动人的积极性

在幼儿园管理中，首先要重视和研究调动教师工作积极性的问题。衡量一个幼儿园领导的管理水平，首先是要看他能否激励教职工的工作热情，充分挖掘他们的聪明才智，调动他们对工作的主动性和创造性。任何一个单位，凡是以调动人的工作积极性为前提，这个单位就一定能办好，反之，肯定是办不好。那么，怎样才能有效地调动教职工的积极性？影响教职工积极性的各种因素有哪些呢？一、激发人的内在动机，调动教职工的积极性幼儿园教职工的积极性，是指教职工在教育和教学活动中的一种自觉能动的心理状态，它是教职工顺利完成工作任务的一种心理动…     

推进依法治校 构建和谐校园——“全国模范职工之家”湖南文理学院工会掠影

湖南文理学院位于湖南省常德市。近年来，学校将教职工当家作主和依法治校有机统一起来，工会紧紧围绕学校中心工作，加强师德师风建设，健全相关制度，提高服务效率；以教代会和校务公开为抓手，发展社会主义民主政治；以尊重劳动、建功立业为主线，推动教职工成功发展；以服务教职工为己任，建设温暖之家；以文体活动为载体，建设特色校园文化，有力地促进了和谐校园建设。     

扎实推进素质年工作 全面提高教职工素质

教育学院承担教师培训任务，对其自身教职工队伍的素质要求应比一般教师更全面、更完善。在素质提高年里，根据对教育学院教职工的特殊要求，采取多种途径和一系列措施，着力提高教职工队伍的综合素质和能力，以适应教师教育改革的需要。     

校长应发挥自身的影响力

要管理好学校，校长必须充分发挥自身的影响力，以自己高尚的品德、广博的知识、较强的能力和诚挚的感情影响教职工，以自身的影响力充分调动教职工的积极性。     

谈高校教代会代表的权利义务和作用的发挥

教代会是教职工参与学校民主管理的群众性组织形式，教职工代表是实施民主监督和民主管理的主体，本拟以教职工代表应具备的基本素质为基点，论述应如何正确行使自己的权利并履行其义务，以便在学校的民主管理中更好地发挥其作用。     

高校教职工良性示范的实效性探索

高校教职工的思想和言行，对在校大学生的影响广泛而深刻。本文以解剖当前高校教职工中存在的个别不良示范现象为切入点，从提高内在素质与加强外在约束两个方面进行了对策性研究，以期更好地发挥高校教职工在大学生思想政治教育中的示范作用。     

中国高校女教师队伍发展的现状分析

This paper examines the changing status of women faculty through an analysis of statistics on China’s universities from 1994 to 2004. This paper first presents the trend of a drastic increase in women faculty members in recent years. Further details on the academic ranks of women faculty, their age and highest degrees obtained are also presented. A comparison of female representation in faculty ranks is made between China and a few selected countries. Lastly, this paper attempts to account for the low percentage of female professors in higher education. Recommendations for the professional development for women faculty are made in the end.      

灵视——华兹华斯诗艺建构的核心

华兹华斯是一个灵视诗人。华氏的灵视力首先表现在其作品中强烈的生命意识：诗人坚信世间万物皆有神性,死亡是生命的延续;同时,华兹华斯的灵视力使他把自然当作传达情感的强有力的工具,在诗人的眼中,自然是人类接近上帝的媒介,是人类灵魂的导师,最能激发想像力的工具,是人类精神的伊甸园;华兹华斯还是是一个热衷于描写人类精神世界的大师,他喜欢选择贫苦的农夫、儿童、心智不全者以及老人作为他文学创作的对象,通过对他们精神世界的探索,诗人成功的展示了那沉静而永在的人性的悲曲中所渗透的人性的崇高。     

Mentorship Matters: Does Early Faculty Contact Lead to Quality Faculty Interaction?

This study seeks to understand the factors that contribute to a type of student–faculty interaction known to have particular benefits for students, faculty mentorship. Using three-time-point data from the Cooperative Institutional Research Program at the University of California, Los Angeles, this study employed structural equation modeling to investigate the relationship between contact and communication with faculty in the first year of college and faculty mentorship in the senior year. Results suggest that early interaction with faculty serves as a socialization process in college that leads students to have more meaningful interactions with faculty later in college, in the form of mentorship. The study extends the field’s understanding of faculty mentorship and offers important implications for institutional practices.     

An Approach to Annual Assessment and Evaluation of University Faculty

An approach used to determine some university faculty annual raises is described. Faculty assessment information is covered first. Tabular summaries made from this information are also described. Then the annual evaluation procedure carried out by a faculty review team and the department head are described. The method used to determine faculty raise allocations is presented. Difficulties and limitations of the approach are mentioned throughout.     

COMMUNITY COLLEGE FACULTY DEVELOPMENT: BRINGING TECHNOLOGY INTO INSTRUCTION

Community college faculty development programs assist faculty in the development of quality curricula, using current and expanding teaching technologies. The first step in helping faculty reach their respective goals is to help them articulate their instructional needs. Eighteen faculty members participated in this study, using a personal in-depth interview as the research method. Several implications for community college faculty and administration resulted from this study including: the need to emphasize information literacy, the faculty as lecturers who want to use technology as a means of enhancing that lecture, the need for more time to accomplish their instructional ideas, the need for help to incorporate technology in the classroom themselves, and the desire for training classes that fit their time schedules and location.     

How has Mexican faculty been trained? A national perspective and a case study

This article depicts how faculty members at Mexican higher education institutions have been prepared in order to assume their professional responsibilities. It relies on three elements: First, a secondary analysis of a national faculty survey composed of 3,861 faculty members from 65 institutions; second, 34 interviews conducted in eight higher education institutions; third, a primary analysis of an institution faculty survey in a public autonomous university. Results are presented regarding the following issues: first, the central traits of anticipatory or formative in-site faculty socialization; second, the changes in the highest degree faculty obtained at entry into academic life as compared to the obtained degree at the time of the survey; third, the formative time patterns during faculty’s higher education training, fourth, the conditions of study under which faculty members obtained their graduate degrees; and fifth, the academic inbreeding phenomenon.     

美国大学终身聘任制的历史与变革

大学教师聘任制最早源于中世纪大学作为特权形式的教师任用制度,经历了具有固定任期的聘用制以及教授终身聘任制,成为美国学院和大学教师管理中最具特色的教师聘任制度。终身聘任制度在保障大学教师职业安全和学术自由方面,发挥了十分重要的作用,但同时其自身存在的弊端面临批评和改革。     

Professional socialization and contemporary career attitudes of three faculty generations

As one aspect of a study of individual and organizational conditions contributing to faculty vitality, career socialization experiences and current career attitudes of three faculty generations were compared for two groups of tenured university faculty members. The first group was a representative sample drawn from the fields of the humanities, biological sciences, physical sciences, and social sciences. The second was a selected sample of faculty from the same areas who had been identified by judges as highly active in teaching, research, and service. The analyses focus on differences in the professional socialization experiences and career attitudes of the two groups that appear to be indicative of career success. Within these groups the generational trends are also examined.Presented at the 23rd Annual Forum of the Association for Institutional Research, Toronto, May 1983.     

Anatomy of a Community College Faculty Diversity Program

Diversifying the faculty in community colleges, especially with faculty of color, continues to be problematic as we move through the first decade of the 21st Century. National statistics show that overwhelmingly the faculty continues to be Caucasian, even at a time when more and more students are coming from diverse ethnic backgrounds. This seemingly intractable problem is particularly acute in California, where the majority of community college students are students of color, but not the faculty. A faculty diversity program that has been in existence for 17 years has made important progress in changing the situation in southern California. This comprehensive program recruits, trains, and places interns in 10 community colleges in cooperation with a regional university. The results of the program demonstrate that substantial numbers of faculty of color are being prepared by the program and that they are getting hired in community colleges as adjunct and full-time faculty. Community colleges can be and should be proactive in identifying, developing, and hiring faculty of color. They shouldn't wait for other societal institutions to do the job for them. By working cooperatively with other local colleges, community based organizations that involve communities of color, and nearby universities, they have the opportunity to make significant inroads into diversifying their faculty. This program can and should be replicated in other parts of the country as a way to nurture the next generation of community college faculty leaders.     

Should Faculty Rank Be Included as a Predictor Variable in Studies of Gender Equity in University Faculty Salaries?

Many different approaches, almost all of which use some form of regression, have been used to study the issue of gender equity in university faculty salaries. One major point of contention in ail of these approaches is whether faculty rank, which is university conferred, should be included as a predictor variable. Two illustrations are presented to demonstrate how omitting faculty rank as a predictor variable from gender equity studies of university faculty salaries can lead to incorrect conclusions concerning gender discrimination. The first illustration uses hypothetical data constructed so that there is no difference in salary due to gender. However, when faculty rank is not included as a predictor variable in the regression model, there is a significant difference in salary due to gender. The second illustration uses actual data from a study of gender equity in pay at Bowling Green State University. This data set is used to construct a new data set that is totally free of gender bias. When a regression model omitting faculty rank is fit to this gender bias-free data, again a significant difference in salary due to gender is present. Therefore, it is recommended that faculty rank be included as a predictor variable in any model used to study gender equity relating to salary.