The self-correcting process in higher education, which provides a basis for predicting institutional decisions related to personnel, curriculum, and the environment, is discussed. Since group process is important to influencing personnel decisions in higher education, the institutional researcher can make predictions based on the actions of…

Internal determinants of college faculty salary levels are discussed. It is argued that the task of maintaining faculty compensation at an adequate level is affected considerably by the nature of the faculty personnel systems, particularly the system of faculty rank and its relationship to pay. The basic dilemma lies in the way the faculty is…

Although women in North Carolina increasingly enter the work force to stay and their "protected" status in marriage is no longer secure, North Carolina's women do not have economic equality under law with men. Husbands have full rights to the rents, profit, and control of entirety property and real estate during marriage; and no women…

Comparable worth is a concept not merely alien but also inferior to the traditions of the American people. The thesis that jobs of "comparable worth" demand pay equivalency--at least as between male-dominated and female-dominated occupations--is unworthy of serious attention in both legal and economic terms. The consequences of accepting…

A significant amount of on-the-job occupational training is occurring in the private sector, though the data on its extent and nature are extremely sketchy. Estimates of total economic costs in the 1974-75 period range from a crude measure of 100 billion dollars to one that is somewhat more reliable of about 40 to 50 billion dollars. Most of this…

Considers the changes that have taken place in two-year college personnel policies concerning transfer, promotion, termination, hiring, outplacement, and exit interviews. Discusses the need to formalize these policies. (DMM)

Pettigrew and Martin overstate the causal priority of structure over social psychology in maintaining barriers to equal employment and downplay the importance of the research they review. Braddock and McPartland present a plausible case for the existence of institutional barriers to equal employment, but their research is not conclusive. (PS)

Two essays address the issue of pay equity and present opinions favoring and opposing comparable-worth adjustments. Movement of women out of traditionally female jobs, the limits of "equal pay," fairness of comparable worth and market-based wages, implementation and efficiency of comparable worth system, and alternatives to comparable…

Because of attitudes and policies, women academics are clustered in service rather than career areas of their professions. The social and academic results of this underrepresentation include the loss of valuable contributions from women. Policy areas needing change are employment conditions, inclusion in decision making, and child care. (MSE)

An argument is presented that liberal social reforms do not and cannot provide justice. Historical perspectives supporting this thesis are discussed. (JMF)

As part-time faculty are employed in increasing numbers by institutions, questions of their legal status arise. In the areas of individual rights and freedoms of teachers, status in terms of tenure, promotion, contract renewal, and compensation (salary and benefits), all long-standing inequities in the treatment of part-time faculty, must be…

Although it is widely believed that unionization in higher education is incompatible with traditional academic practices involving collegial self-governance, the University of Connecticut Chapter of the American Association of University Professors found that unionization can augment the faculty's role in peer self-governance. (JMD)

Reviews history and application of Title VII of the Civil Rights Act of 1964 to argue that adverse impact definition of test discrimination embodied in unanimous 1971 Supreme Court decision in Griggs versus Duke Power Company and its progeny is the product of successful advocacy of unelected bureaucrats rather than a product of public…

The agenda for a vital professoriate in an era of great changes in higher education requires of administrators a long-term perspective on faculty careers, from graduate school through retirement. Faculty renewal can be positively affected by the actions and decisions of individuals and institutional officers. (Author/MSE)

Discusses issues in diversity management, based on the experiences of Harry S Truman College, in Illinois. Describes the important characteristics of different ethnic and racial groups that affect their outlook and approach to management and steps that leaders must take to create a climate of diversity. (MAB)