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)?
Internal rewards include the satisfaction a person gets from teaching and helping children learn. External rewards include salary, benefits, and summer vacation.
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Dina -- Apparently you weren't serious about getting help with your questions, or you would have responded to my post.
Identify internal or external rewards that affect 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?
Identify internal or external rewards that affect 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?
To identify internal and/or external rewards that impact recruitment and retention of quality teachers, you can start by conducting research or reviewing relevant literature in the field of education. Additionally, you can gather data through surveys or interviews from teachers, administrators, and policymakers to understand their perspectives and experiences.
Internal rewards refer to the personal satisfaction and fulfillment that teachers derive from their work, such as the feeling of making a positive difference in students' lives, intrinsic motivation, and opportunities for professional growth. External rewards, on the other hand, are tangible benefits and incentives provided to teachers by the education system or institutions they work for, such as salary, bonuses, benefits, and career advancement opportunities.
These rewards greatly influence recruitment and retention of quality teachers in several ways:
1. Recruitment: Attractive and competitive external rewards like a higher salary, financial incentives, or benefits can help attract talented teachers to a particular school or district. Additionally, positive reputation and job satisfaction, which are internal rewards, can make current teachers recommend their institution to others, indirectly contributing to recruitment efforts.
2. Retention: Internal rewards such as intrinsic motivation and job satisfaction are critical for teacher retention. Teachers who feel valued, supported, and recognized for their contributions are more likely to stay in their roles for longer durations. External rewards like competitive salaries, benefits, and career advancement opportunities also play a significant role in retaining quality teachers as they feel acknowledged and rewarded for their hard work and dedication.
With the introduction of new accountability-centered teacher reforms like merit pay and competency testing, the rewards landscape may shift:
1. Merit pay: Merit pay systems link teacher compensation to their performance, typically measured through student achievement or evaluations. This reform may alter the rewards structure by emphasizing external rewards based on outcomes rather than internal rewards like job satisfaction or intrinsic motivation. This, in turn, may impact recruitment and retention by attracting teachers driven by financial incentives and potentially leading to competition and a narrower focus on test results.
2. Competency testing: Reforms that introduce competency testing aim to ensure that teachers meet a certain standard of knowledge and skills. While this reform does not directly impact rewards, it may indirectly influence recruitment and retention by contributing to increased accountability and standards. Teachers who thrive in environments with clear expectations and recognition for meeting them might feel more motivated to stay, while others may be discouraged by the pressures and demands of the testing system.
It is important to note that the impact of these reforms on rewards and their influence on recruitment and retention can vary depending on various contextual factors, implementation strategies, and the perceptions of teachers and stakeholders.