Methodology Used
Conducting interviews requires much thought, sophistication, and adaptability. For the current project, the respondents were only two in number, thus taking some strain off the process. Semi-structure interviews are tool well suited for this type of research . They allow the interviewer to formulate and adapt questions accordingly. Closed-ended questions are usually the rule to begin with, but they can be altered to open-ended questions much easier, when the interview is one on one. For the present of interviews, the questions were open-ended, while space was left for adding even more sub-questions, based on the responses and engagement of the respondent . Before each interview was conducted an outline of the project’s purpose …show more content…
Both the M.A coordinator and the Student success counselor mentioned having regular communication with deans and faculty. For the Professor/Coordinator this communication was required in order for him to express his ideas and concerns about the M.A, while listening to the position of administration. The student success counselor required this communication in order to make determinations on course transfers, student transfers, academic probation, and for students identified by faculty needing support. What is interesting is the fact that both respondents had easy access to deans and other higher rank university officials. The professor/coordinator elaborated this event further, by claiming that the size of North Park allows this type of accessibility between high end positions and low end positions. At other larger universities, as stated, this practice isn’t …show more content…
The professor/coordinator emphasized the range of his duties, from faculty towards administrative oriented. Despite the variety of functions, he found both positions aligning well, because they were specifically related to the department and program. When inquired about the relationships between faculty and administration, the typical tensions were sighted, but the existence of a positive and constructive culture was highlighted . Moving further into the dual role of faculty/administrator, only positive aspects were noted, because this practice allows a consensus between faculty and administration to exist, both sides can become better aware of the situation at large, while faculty feel that they have a “voice” within administration. A slightly negative connotation to the whole picture of things was the reference to the hiring process following retirement of faculty and last year’s (2015-2016) pay freeze. It is common practice to wait a year before a rehiring process begins to fill the vacancy by departing faculty. This event puts pressure on current faculty to undertake more responsibilities in order to keep the program running smoothly. Concerning the pay freeze, many details as to the reason weren’t given or
Conducting interviews requires much thought, sophistication, and adaptability. For the current project, the respondents were only two in number, thus taking some strain off the process. Semi-structure interviews are tool well suited for this type of research . They allow the interviewer to formulate and adapt questions accordingly. Closed-ended questions are usually the rule to begin with, but they can be altered to open-ended questions much easier, when the interview is one on one. For the present of interviews, the questions were open-ended, while space was left for adding even more sub-questions, based on the responses and engagement of the respondent . Before each interview was conducted an outline of the project’s purpose …show more content…
Both the M.A coordinator and the Student success counselor mentioned having regular communication with deans and faculty. For the Professor/Coordinator this communication was required in order for him to express his ideas and concerns about the M.A, while listening to the position of administration. The student success counselor required this communication in order to make determinations on course transfers, student transfers, academic probation, and for students identified by faculty needing support. What is interesting is the fact that both respondents had easy access to deans and other higher rank university officials. The professor/coordinator elaborated this event further, by claiming that the size of North Park allows this type of accessibility between high end positions and low end positions. At other larger universities, as stated, this practice isn’t …show more content…
The professor/coordinator emphasized the range of his duties, from faculty towards administrative oriented. Despite the variety of functions, he found both positions aligning well, because they were specifically related to the department and program. When inquired about the relationships between faculty and administration, the typical tensions were sighted, but the existence of a positive and constructive culture was highlighted . Moving further into the dual role of faculty/administrator, only positive aspects were noted, because this practice allows a consensus between faculty and administration to exist, both sides can become better aware of the situation at large, while faculty feel that they have a “voice” within administration. A slightly negative connotation to the whole picture of things was the reference to the hiring process following retirement of faculty and last year’s (2015-2016) pay freeze. It is common practice to wait a year before a rehiring process begins to fill the vacancy by departing faculty. This event puts pressure on current faculty to undertake more responsibilities in order to keep the program running smoothly. Concerning the pay freeze, many details as to the reason weren’t given or