Identify internal and/or external rewards that impact recruitment and retention of quality teachers. How do such rewards influence recruitment or retention? How might these rewards shift as new accountability-centered teacher reforms are proposed (such as merit pay and competency testing)?
Here's a couple of definitions to get you started.
http://www.answers.com/intrinsic
http://www.answers.com/extrinsic
Once you write up YOUR THOUGHTS, please re-post, and someone here will be happy to comment.
=)
Have you given any consideration to interviewing several teachers at local schools on this? AFter all, you are writing about what motivates them.
To identify internal and/or external rewards that impact recruitment and retention of quality teachers, we need to look at the factors that make teaching an attractive profession. These rewards can be categorized as intrinsic (internal) or extrinsic (external).
Intrinsic rewards are those that come from within the individual and include factors such as personal fulfillment, feeling of making a difference, and job satisfaction. Teachers who are passionate about education and enjoy the act of teaching often find these intrinsic rewards to be their main motivation. These rewards can influence recruitment and retention by attracting individuals who have a genuine interest in teaching, and by providing a sense of purpose and job satisfaction that keeps teachers motivated and engaged in their work.
Extrinsic rewards, on the other hand, are external factors that encourage recruitment and retention. They include financial incentives, benefits, recognition, and career advancement opportunities. For example, competitive salaries, health insurance, retirement plans, and opportunities for professional growth can be external rewards that attract and retain quality teachers. These rewards play an essential role in attracting individuals to the teaching profession and encouraging experienced teachers to stay in their roles.
When we consider new teacher reforms like merit pay and competency testing, the rewards landscape can shift. Merit pay is a performance-based reward system where teachers are financially rewarded based on their effectiveness as measured by student achievement. This reform can potentially impact recruitment and retention by attracting high-performing teachers who are motivated by financial incentives and by encouraging existing teachers to strive for better performance. However, it may also discourage some talented educators who may feel that the system is subjective or unfair.
Competency testing, which assesses teachers' knowledge and skills, can also impact recruitment and retention. While it ensures that teachers meet minimum standards, it may create an additional barrier for entry into the profession, potentially affecting recruitment. However, it may also encourage higher retention rates by ensuring that only qualified teachers remain in the field.
As these accountability-centered reforms are proposed, the way in which rewards impact recruitment and retention may evolve. Both merit pay and competency testing introduce new external rewards. While they can attract and retain quality teachers who are motivated by competition and desire for recognition, they may also deter some educators who value intrinsic rewards or feel that the reforms do not adequately recognize their efforts.
Therefore, it is crucial to strike a balance between intrinsic and extrinsic rewards to create a supportive and motivating environment that attracts and retains quality teachers. This can involve a combination of competitive salaries, benefits, professional development opportunities, recognition, and creating a positive work culture that fosters job satisfaction and a sense of purpose.