Faculty, including those without research appointments, must demonstrate credibility and scholarly growth of sufficient quality and quantity as judged acceptable by peers. Promotion and career advancement depend on the display of personal competency to primary stakeholders-the department and the discipline. Rational faculty don't lose sight of this fundamental fact. Proponents view tenure and promotion based on individual achievement as a barrier to issues programming. It may be, but the motivation of individuals and internal rules governing organizational structure must be addressed before change can occur.
Local pressures relate to workloads, resource allocations, and stakeholder expectations.
They're dynamic, political, and sometimes controversial, and may place the individual in conflict with institutional philosophy and supervisory pressures. Incentives are manifest in different ways. They maintain allegiance to the institutional structure that provides tangible incentives and concrete rewards for performance. Toward a Possible Resolution Institutional conflict could be minimized by developing an issues-oriented programming model that's sensitive to the incentives facing CES faculty. But thorough analysis needs to be done first.