Abstract
Although the use of merit pay, incentive pay, bonus pay, and job promotion are well‐established measures in the private or corporate sector of American society, few examples of successful teacher merit pay systems exist. In 1983, the Eastern Washington University Department of Education surveyed six major private corporations to determine whether corporate merit pay programs could be applied to teachers and educational institutions. Survey findings suggest several reasons why merit pay programs for teachers will probably fail: (a) lack of monetary goals; (b) the necessity for subjective evaluation, which requires multiple measurement devices, extensive supervision, and time; (c) the absence of a many‐tiered corporate structure in most educational institutions; and (d) increased supervisory direction that could stifle creativity and flexibility.
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