Case study Example | Topics and Well Written Essays - 500 words - 23

Case Study Example As is quiet evident from the given case study, before Michelle Rhee took over, either there were no mechanisms in place to measure and evaluate teacher performance or even if they existed, they were skewed in favor of the non performing teachers. Consequently, though 95 percent of the Washington, D.C. School System teachers were evaluated to be excellent, the fact was that the student test scores in the area happened to be one of the lowest in the nation. Besides, no teacher was ever fired for non-performance or lack of credentials. In that sense the achievement of Rhee lies in her initiative to link teacher performance to the on the ground results. The crux of any motivation theory is to link employee performance to output and to put the mechanisms in place, which are aimed at motivating the employees. The central assumption of the equity theory is that employee’s tend to expect a fair and just compensation for the contribution made by them (Caruth & Handlogten 43). Being true to this assumption, the teacher evaluation system contrived by Rhee happened to be just in its intent and spirit. The just credentials of the evaluation system are corroborated by the fact that it was contrived in the light of the compensation agreement agreed upon by the Washington Teachers Union (WTU). So there exists no excuse to consider the teacher evaluation system contrived by Rhee to be unjust, especially because it was initiated after accruing the consent of the associated teachers’ body. Besides, the intent of this evaluation program intended to evaluate the teacher performance and reward the performing teachers and penalize the non performing teachers. Which, arrangement could have been more equitable than this. The equity theory also states that not only the individuals are concerned about their own rewards and what the other colleagues get in comparison; they also expect a fair reward for their performance (Caruth & Handlogten