Study Of University Teachers And Appointment System

A major characteristic of university, different from that of primary or middle school, is its academic one. Furthermore, the maintenance and advance of the academic quality mainly depend on the ability and qualification of teachers, the most important people in university and college. Consequently, university, an academic organization, must have a better appointment system of teacher. How to establish this system is related to the persistence and competition of university development.The appointment system of teacher can be embodied into different sub-systems of employment, promotion, evaluation, dismissal and appeal, according to the appointment process from a perspective of inner operation of university. It is naturally suitable that the issues on the appointment of teacher are analyzed with neo-institutionalism as well as sociological neo-institutionalism, from the systematic and/or institutional perspective. Those theories, in the study of system and institution, have their particular focuses of analysis and special logics of interpretation, intending to define a system/institution more extensively, i.e. culturally, and they have unique understanding about the origin and development of a system/institution.Even earlier in the Middle Ages, it would be a major condition for a qualified member of scholar's guild to acquire an academic degree. Scholars who had published a plenty of works would be esteemed by university administrators during the 16-18^th centuries, a period when universities were lonesome and declined. And, contemporarily, some remarkable universities often choose their teachers in a larger space even in the whole world with higher academic standards and external assessments. Chinese universities and colleges are also trying to choose excellent people to be teachers on their campuses. However, the problem of asymmetric information in the employment process is increasingly salient with the increasing of amount of teacher candidates, which has somehow resulted in serious "accumulating effect of mediocre teachers" and "phenomena of the twice flow". Therefore, to make and improve a trial system in employment of university teacher will have positive significance in selecting teacher and normalizing the order of human resource flow.Member of organization must be given inspiration in order to develop the organization. Consequently, a promotion system for university teacher eventually is of inspiration for the teacher. Being academic organization, university possesses a traditional convention that one who has more knowledge would have greater authority. Therefore, to have more knowledge or even to become an authority is actually an inner motivation for the promotion of university teacher. There are many external factors that influence teacher's promotion, however, there are certain mistakes in the design of the promotion system for university teacher. This is because that recognition to and evaluation on the value of university have been varied in different periods, which influence the design of the promotion system. Having realized fully the organizational characteristics of university and the nature of teacher occupation, we must follow some principles of system design, if we want to correct those mistakes.The ability and qualification of university teacher must be identified and assessed. The evaluation of university teacher eventually focuses on his/her academic ability, proficiency and morality. This academic evaluation is actually very complex, since that there is no a common or consistent standard, plus higher and higher uncertainty in the knowledge per se. Quantified Method for academic evaluation currently utilized in Chinese universities and colleges does not pay enough attention to this complexity. An over-quantified tendency has alienated from the original meaning of Quantified Method and this tendency is leading to more and more academic cheating and even academic corruption. Considering this circumstance, we need to establish a standard of qualified evaluation, namely, Evaluation of Academic Reputation, and by which to remedy the shortage of Quantified Method. This establishment will have special significance of theoretical construction and a function of practical correction.Generally speaking, the occupation of university teacher is of stability. University teachers, especially in the Middle Ages, have been enjoyed a variety of privileges to protect their security of occupation and to improve development of knowledge. It is known that there are plenty of relationships between university and church, and that secular power is increasing. Recently, these privileges decline evidently because of both furious struggles among different religions as well as religious doctrines and dramatic changes of political world. The occupational security of university teacher is often confronted with a serious threat. Besides such an extreme situation, many university teachers in many countries are dismissed by many excuses. The stability of occupation of Chinese university teacher has begun to waver with the reform process of personnel system in university. Thereby, it would have positive significance in protecting legal rights and benefits of university teacher that we establish an appeal system for teacher, and, a collective bargaining system based on the unity right and dispute right.