Please answer the following questions using a case study analysis, just dont answer the questions it needs to be in a case study format. I will send the case study needed.
1. What is the source of conflict between the school system and the union?
2. To what extent does Denver's pay plan build on recommendations from equity and expectancy theory? Explain.
3. What role does organizational culture play in this case?
4. Using the various motivation theories, how would you revise the pay plan so that it would be acceptable to both the school system and union? Provide specific recommendations© BrainMass Inc. brainmass.com December 20, 2018, 8:14 am ad1c9bdddf
The solution is in the attached document
The Denver Public Schools pay for performance program has met the opposition of union leaders who represent teachers in Denver schools. The programs is designed to reward teachers for high performance, those in at-risk school districts, and those teaching difficult subjects like Math. Union representatives claim the program is unfair because it does not provide raises for teachers with seniority and experience but focuses on newly entering and inexperienced teachers who may be willing to work in at-risk districts, in difficult subject areas, or using new methodology. The assumption of the union is that teachers with seniority have invested more time in furthering their education and in developing teaching strategies. They have dedicated themselves to teaching students for many years and their compensation should reflect such dedication.
Expectancy theory is based on several factors of motivation. "Performance is viewed as a function of motivation, ability, role perceptions and resources" (Scholl, 2002). The position of Denver Public Schools is that those who meet certain criteria and receive positive evaluations should be rewarded. Where motivation affects performance those who are willing to go the extra mile to accomplish goals will be rewarded. However, performance goes beyond motivation and a willingness to achieve.
If performance is a function of role perceptions and resources those teachers with more education and experience are being overlooked as valuable resources for the public school system. They may possess insights, experiences and wisdom about education that newer teachers do not possess. They may ...
The following posting helps answer questions regarding a case involving sources of conflicts between school systems and unions.