On the Border of Organizational Restructuring at German Universities
In this paper, document analysis is used to investigate the organizational restructuring recently implemented at German universities, in particular the effects these changes have had on professors. After presenting the changes that have been implemented, I investigate how these reforms have affected organizational authority and the remuneration of professors. Although the administrative policies and procedures of universities have traditionally been rather distinct from those used in business and government, these differences have become less distinct with the adoption of the public management approach at universities. However, with regards to the authority universities have over their faculty, these reforms have had a more limited effect. Whereas in many countries universities utilize formal or informal means to establish systems for determining faculty promotions and for appointing former students to teach at the same school, due to various legal provisions and established practices, such systems have not been established in Germany. Furthermore, the relatively limited ability of German universities to impose sanctions upon faculty makes it difficult for university leaders to play a strong leadership role. Finally, it was found that the incentive-based remuneration system being implemented at German universities has not yielded substantial results, mainly because it has yet to be applied to all faculty members; it was also found that the effectiveness of such a system differs according to the faculty members’ area of specialization.
|關鍵詞||人事制度、教育改革、德國大學、personnel system、educational reform、German university|