African American faculty expressing concerns: breaking the silence at predominantly white research oriented universities

A Delphi method was used with a panel of 24 African American faculty employed at 43 predominantly white doctoral extensive universities to arrive at a group consensus on a list of concerns that African American faculty in general experienced or held. Using the Delphi method a panel of African American faculty initially worked from a list of eight concerns (i.e., lack of mentor; little guidance about the tenure and promotion process; social isolation and lack of collegiality; excessive and token committee assignments; research viewed as trivial and discounted; little guidance about the academic workplace; limited opportunities to participate in departmental and institutional decision making; and infrequent occasions to assume leadership positions) to the development of a list of 13 concerns after employing three rounds of the Delphi method. The implication from the expressing of these concerns is that universities have a portion of their faculty that are yet experiencing racism, subtle and even overt discrimination. This study serves as a clarion call that some universities are not being as successful at achieving diversity and inclusiveness as they declare or think.     

Entertainers or education researchers? The challenges associated with presenting while black

How black faculty experience presenting their research in educational venues within the context of historical objectification of black people as sources of entertainment is an underexplored topic in higher education research. Presenting research has far-reaching implications for black academics’ advancement, such as future employment and opportunities for research collaboration. Thus, how black faculty are perceived while presenting has significant implications for their career trajectories. This study is concerned with understanding how black higher education faculty perceive, interpret, and respond to how they are perceived while presenting within a context of racialized academic scrutiny. Thirty-three black professors were interviewed about their participation in a number of presentation contexts, including national conferences, symposia, and campus job talks. Study participants discussed encountering multiple layers of racial stereotyping and bias, and also how their keen racial awareness enabled them to develop strategic coping mechanisms to manage audience reactions. These strategies also represented the self-sacrifices they made that altered their racial identities. By examining black faculty members’ struggles to be valued personally and professionally in white-dominated academic sites, the study findings can enrich critical interpretations of racism in higher education.     

非正式群体对高校教职工管理工作的影响

社会转型过程中社会规范、价值标准和行为方式等快速变化,教职工中非正式群体在高校日常管理工作中的影响和作用也越来越突显。正确认识和对待教职工中的非正式群体,加强对教职工非正式群体的管理、教育和引导,是进一步激发教职工的积极性、提高工作效率的新方法、新手段,具有一定的理论和现实意义。     

近代省立大学教师聘任实现路径研究——以省立重庆大学为个案

近代中国出现的早期大学,基本是国立、省立、私立和教会大学等在萌芽发展中并存。从政府层面看,近代省立大学教师聘任包括分级、资格取得等明文规定,各大学又因实际情况不同而实现路径迥异,其中,省立重庆大学尤其具有典型性,主要表现在聘任委员会、聘任方式与聘任时间等方面。可为今日各省立及国立大学尚在进行中的人事制度改革等提供某种路径借鉴。     

基于高校教师需要心理的有效管理对策

通过对南京市5所高校在职教师的调查,分析了高校教师需要心理的现状与特点,指出高校管理应从教师需要心理的特点出发,引导需要积极发展、满足合理需要、注重需要差异、加强需要动向的预见性等,推动高校教师以主导需要为核心的内在动力系统和以社会需要为核心的外在动力系统有机结合,提高高校教师管理的有效性.     

试论典籍英译人才的培养

我国典籍英译事业迎来了前所未有的发展机遇,同时也面临着种种严峻的挑战.提高典籍英译后备人才培养的速度、规模和质量,显得刻不容缓.文章从理论研究、课程设置、教材建设、师资培训等方面阐述了典籍英译学科建设和人才培养的现状、问题及对策.     

Human resource development at the University of Minnesota-Twin Cities: origins and international growth

This article provides an overview of the history and current status of graduate and undergraduate Human Resource Development (HRD) programs at the University of Minnesota. The HRD program at the UMN is situated within the Department of Organizational Leadership, Policy, and Development of the College of Education and Human Development. The program offers undergraduate, master’s, and PhD degrees, and is characterized by healthy enrollment numbers and a strong alumni base, both nationally and internationally. The UMN HRD program has a long history of significant contributions to the development of HRD with research and strong education programs which continue to influence the academic field and professional field of practice in the U.S. and internationally.     

法律职业化教育背景下的师资困境及出路

我国大学高等教育的本质应为通识教育,不是纯粹的职业教育,但不同专业的大学教育却有职业性强弱的明显不同,法学高等教育的职业性特点比较强,突出职业化训练成为我国法学高等教育的改革必然,在这样的背景下,我国法学高等教育师资尚存在着师资结构单一等明显困境,多元化的师资建设即实现师资来源的多元化、师资主体知识结构的多元化、法学教育主体的多元化等,是解决法律职业化教育背景下的师资困境的出路。     

高职院校学前教育专业“双师型”师资队伍建设初探——以武汉城市职业学院为例

高职院校的培养特色和学前教育专业的学科性质,内在要求高职院校学前教育专业的教师应当是"双师型"教师。建设高职院校学前教育专业"双师型"教师队伍是一项系统工程,既要充分发挥学校的鼓励和协调作用,强化教育培训,注重实践锻炼,加快兼职教师队伍建设,也要健全配套政策和激励机制,创造良好的社会环境,调动教师个人的积极性。     

“卓越计划”背景下师资队伍优化机制研究

通过分析"卓越计划"背景下师资队伍优化过程中存在的问题,试图从机制设计上寻找原因。基于理性经济人假设和人的社会属性两个侧面提出机制设计上的设想,最后以淮海工学院商学院实行的教师去企业挂职锻炼的一些做法作为案例进行佐证性论证。