Social Sciences / Education

The Good Reader

I fell in love with him first over the phone. A man older than my father, a man I hadn’t yet met in person, a man about whom I knew little except that he was kind to me, but someone who was different in obvious and profound ways from the people I encountered every day.

In 1984 I had just started a full-time job as an editorial assistant. I was fortunate to be working for an editor who saw it as part of her mission to educate me. Susan would invite me to sit in on her hectoring conversations with authors, where she would tell them, harsh and didactic in both her tone and her language, exactly what was wrong with their thinking. She would explain to me how manuscripts get shaped into books, what the expectations of a reader are and how the author can’t afford to frustrate them. She talked a lot about fairness. She was the first proud Reaganite I ever thought was smart.

A part of my job, after I’d finished typing up correspondence, preparing projects to go into production, trafficking copy and marketing materials, and answering the phone, was to line up readers to report on manuscripts. This was just as Oxford was starting to publish scholarly books, and it was an easy way to build a list. Peer review counted more than an editor’s good judgment and took less time. Susan had only to look quickly at the first few pages and decide whether or not a project was worthy of being “sent out.” She’d give me a list of names, or tell me to call one person (usually an author) and ask for suggestions. This was one of my least favorite parts of the job. You’d have to make a zillion phone calls, and leave hundreds of messages. Sometimes academics were nice, but they were rarely in their offices. They could be mean or pompous, and would sometimes lecture me on the manuscript they hadn’t yet read. I imagine that now, with e-mail, things are a whole lot easier.

Sometimes I’d strike out so many times I would end up with a reader who wouldn’t be a natural extension of the scholars on the original list, which is probably how it happened, because now I can’t believe that Susan would ever have asked me to call him as a reader. He was surprised at being asked to do something for Oxford. But he talked to me in a way that other readers -- busy, name-brand academics -- didn’t.

He wondered what it was like to do my job. (I loved it. Really? he said. You love your work?) Where had I come from? (College -- I’d started working at Oxford one day a week before I’d even graduated. He asked which college, and then didn’t say much.) Where did I live? (Manhattan. He’d grown up, he said, in Brooklyn. His accent, in fact, reminded me of my grandparents who still lived there.) Where had I grown up? (In the boonies of upstate New York.) My parents’ jobs? (My father was a bitter, third-rate academic at a state university.) Future plans? (No plans -- I took this job instead of going for my dream, working on a dude ranch in Wyoming. Too bad, he said, that my dream hadn’t quite worked out. Yet.)

I can’t remember what manuscript I’d sent him, or what he sent back in his reader’s report. I do remember that Susan was surprised to see a report from him and to hear that we’d had a long talk. And I remember that not long after, he called to say that he was going to be in New York City and wanted to come by the office. Come by, I said.

He wasn’t anything like what I expected. He was tall, very tall, and athletic-looking, with a strong face, and salty dark hair. He was handsome in ways that I didn’t think a sixty-year-old man could ever be.

We sat in my office and chatted. He told me about his kids -- there were two, both older than me. Mostly, though, he wanted to know about me.

How much is there for a 22-year-old girl to say about herself? I talked about my work. I talked about how this job was like being in graduate school. I got to learn not only about publishing, but about a whole bunch of academic fields I hadn’t gone deep into in college, where I read mostly English literature, a little bit of criticism, and dabbled in philosophy. Now I was immersed in political science, sociology and, when Susan could sneak it in, history. Oxford was then divided -- in divisive and rancorous ways -- by traditional disciplinary lines and editorial jealousies, and fears of “poaching” buzzed like flies in the hallways.

We editorial assistants had our own sources of strife. Some had to work for bosses who were, if I’m to be honest, bat-shit crazy. Others were chained to their desks, barely allowed to leave the building for lunch. Most didn’t get the kind of author contact I was allowed, because most editors didn’t share their jobs as fully as Susan did. I got to go to important meetings while my friends were typing. I went to lunches at fancy expensive account restaurants as long as I got the Xeroxing done.

I told him about the opportunities being handed to me, the fact that I didn’t even know, most of the time, when I was talking to people who were famous in their fields. I was paid to read, I told him, to learn. It was a great job.

Later, he would confess that he told his students about me -- that I was one of the few people he knew who was truly happy with her work. Now I don’t know whether to believe this; I suspect he said it to make me feel good and that he knew that someday I would realize that things were not so simple.

We began having lunches. I flexed a fledgling expense account to take him out when he came to New York, and I made time to see him on the occasions when I got to travel to Boston. I would always ask what he was working on, acting like a big girl editor. After my first year at OUP I left Susan to work for the American history editor, so this would have made sense, but it didn’t interest him in the least. His work was different from most of Oxford’s list; in many ways, I later realized, we were the mainstream he was reacting against.

Once he called me up to say that he had written a play about Emma Goldman; it was being produced in New York, directed by his son. He gave me the information and I said I would go. He told me to introduce myself to his son. I went to the play -- enraptured by the fact of knowing the playwright -- but was too shy to track down his son, who was tall and handsome like his father.

One day, over lunch in Boston, I grilled him and made me tell him his story. It’s a familiar one, by now: He was the son of Jewish immigrant, and began his career as a rabble-rouser at age 17. At that point I had moved to Brooklyn, and he talked about the Brooklyn Naval Yard, about meeting Roslyn, his wife. He talked about joining the Army to fight on the side of good against evil. “I was a bombardier,” he said. He said it twice, as if he could hardly believe it We were eating lunch, maybe at Legal Sea Foods in Cambridge, and I knew he was telling me something important. He told me about the box he’d stuffed all his army belongings into -- his medals, his papers -- and that he’d written “Never again” across the top.

He told me about teaching at Spelman College and his work during as part of the civil rights movement. He told me about getting fired.

And then he talked about Boston University and about John Silber. He said that he taught the biggest course at the university and that he wasn’t allowed any teaching assistants. The president had offered him some, he said, if he cut down his class size. Way down. He was on the eve of retirement, but said that he wanted to stick around just to irritate Silber.

At that point, I hadn’t read A People’s History of the United States. I knew Howard Zinn only as a professor who had read a manuscript for me and become, unexpectedly, my friend. And then I read him, and fell in love with him in myriad other ways. For his bravery. For his lucidity. And of course, for the generosity and authenticity of his vision. I have met labor historians who have no truck with laborers; defenders of social justice who say racist and sexist and plain old bigoted things after a cocktail or two.

There are many others who can talk about how Howard Zinn changed not only their lives, but the world. I am well aware of my good fortune. When I needed the figure of a good father, someone wise and kind, challenging and encouraging, I did a slipshod job at work and called him to read a manuscript.

Author/s: 
Rachel Toor
Author's email: 
info@insidehighered.com

Rachel Toor teaches creative writing in the MFA program at Eastern Washington University, in Spokane.

That's Offensive!

Late last month, following a protest by House G.O.P. leader John Boehner and the Catholic League president William Donohue over its imagery of ants swarming over a crucifix, the National Portrait Gallery removed a video called “A Fire in My Belly” by the late David Wojnarowicz from an exhibition. (See this report in IHE.) Over the past week, the Museum of Contemporary Art in Los Angeles painted over a mural it had commissioned from an artist named Blu; the mural showed rows of coffins draped in dollar bills. MOCA explained that the work was “inappropriate” given its proximity to a VA hospital and a memorial to Japanese-American soldiers, but has invited the muralist to come back and try again.

All of this in the wake of last spring's furor over the cartoon series South Park’s satirical depiction of Muhammad (or rather, its flirtation with that depiction). I didn’t pay all that much attention to the controversy as it was occurring, since I was still getting angry e-mail messages from Hindus who objected to a scholarly book for its impiety towards their gods. It felt like I had absorbed enough indignation to last a good long time. But there’s always plenty more where that came from. People feel aggrieved even during the holiday season. Actually, just calling it “the holiday season” is bound to upset somebody.

So it may not make sense to use the word “timely” to describe Stefan Collini’s new book That’s Offensive! Criticism, Identity, Respect (published by Seagull and distributed by the University of Chicago Press). The topic seems perennial.

A professor of intellectual history and English literature at the University of Cambridge, Collini is also the author of Absent Minds: Intellectuals in Britain (2006) and Common Reading: Critics, Historians, Publics (2008), both from Oxford University Press. His latest volume is part of a new series, “Manifestos for the 21st Century,” published in association with the internationally renowned journal Index on Censorship. As with his other recent work, it takes as its starting point the question of how criticism functions within a society.

The word “criticism” has a double meaning. There is the ordinary-usage sense of it to mean “fault-finding,” which implies an offended response almost by definition. Less obviously tending to provoke anger and defensiveness is criticism as, in Collini’s words, “the general public activity of bringing some matter under reasoned or dispassionate scrutiny.” Someone may find it absurd or perverse that there are critics who think Milton made Satan the real hero of Paradise Lost, but I doubt this interpretation has made anyone really unhappy, at least within recent memory.

Alas, this distinction is not really so hard and fast, since even the most dispassionate criticism often involves “a broader analysis of the value or legitimacy of particular claims or practices.” And it is sometimes easier to distinguish this from fault-finding in theory than in practice. “Such analysis,” writes Collini, “will frequently be conducted in terms other than those which the proponents of a claim or the devotees of a practice are happy to accept as self-descriptions, and this divergence of descriptive languages then becomes a source of offense in itself.”

Not to accept a self-description implies that it is somehow inadequate, even self-delusional. This rarely goes over well. An artist showing coffins draped with dollar bills, rather than flags, is making a polemical point -- in ways that a scholar analyzing the psychosexual dimension of religious narratives probably isn’t. But offense will be taken either way.

Such conflicts are intense enough when the exchange is taking place within a given society. When questions about “the value or legitimacy of particular claims or practices” are posed across cultural divides, the possibilities for outrage multiply -- and the problem arises of whether critique amounts to an act of aggression.

Let me simply recommend Collini’s book, rather than try to synopsize his argument on that score. But it seems like a good antidote to both clash-of-civilizationists and identity-politicians.

“Criticism may be less valued or less freely practiced in some societies than in others,” he writes, “but it is not intrinsically or exclusively associated with one kind of society, in the way that, say, hamburgers or cricket are. And anyway, different ‘cultures’ are not tightly sealed, radically discontinuous entities: they are porous, overlapping, changing ways of life lived by people with capacities and inclinations that are remarkably similar to those we are familiar with. While there are various ways to show ‘respect’ for people some of whose beliefs differ from our own, exempting those beliefs from criticism is not one of them.”

As a corollary, this implies cultivating a willingness to listen to critiques of our own deeply embedded self-descriptions. No easy thing -- for "so natural to mankind," in the words of John Stuart Mill, "is intolerance to what it really cares about." Amen to that.

Author/s: 
Scott McLemee
Author's email: 
scott.mclemee@insidehighered.com

'Holy Grail' of Reform

Suppose you are an ambitious, gifted college student with a passion for your major and the potential to become a world-class college teacher. You are precisely the person parents and taxpayers want to be teaching tomorrow’s students. Furthermore, private and public spending per college student has grown faster than median household incomes for the past three decades, suggesting that people are willing to pay more for your services. You want this career, parents/taxpayers want you to have this career, and they are willing to pay for it; what wonderful prospects!

During your undergraduate studies you were introduced to several luminaries in your field who receive considerable attention from the news media and are often on the lecture circuit. They are well-known for their six-figure salaries and commanding positions in your discipline. So far, it’s all good. Except …

Unfortunately, the luminosity of the luminaries has nothing to do with their teaching prowess; it is entirely due to their scholarship. There is a thriving market for senior scholars in higher education -- a market that brings plenty of release time from teaching, along with high salaries and fame.

There is no corresponding market for world-class teachers. No one in higher education becomes famous or well-compensated for exceptional teaching. How could this happen, since the students, parents, and taxpayers (those who pay the bills) have only a passing interest in research, but an abiding and personal stake in high-quality teaching?

Before we address that question, it is important to note there are many social benefits to be derived from an efficient market for senior scholars; the existence of that market is not the problem. Only spite and envy would ban the market for scholars as some ill-conceived “fix” for the imbalance between teaching and research. The correct response is to learn why we have a market for scholars and no market for teachers.

The critical reason why one market exists and the other does not is the information available to potential employers. Potential employers of professors have sufficient information to judge scholarly productivity, but virtually no information that would allow them to judge teaching productivity.

Institutions seeking to hire exceptional scholars can identify productive scholars at other institutions. The information they need is provided by outside sources that are independent of the scholar’s home institution, the scholar in question, and the potential employer. That information comes from the journals where the scholar publishes, books they’ve written, citations by other scholars, and their reputation among other scholars in the field.

None of this information exists for gifted teachers, and as a consequence, a potential employer seeking gifted teachers cannot identify those candidates. This creates a real problem for the potential employer. The teacher’s home institution may know who is an exceptional teacher and who is not, but too many institutions don’t even bother to find out.

If the potential employer makes an offer to a candidate and that candidate is in fact a gifted teacher, the home institution will make a counter offer. If the candidate is in fact a poor or average teacher, the home institution will not make a counter offer and the potential employer is likely to hire a poor or average teacher. This leads to what economists call “adverse selection” for job offers to potential teachers. Since the prospective employer knows it is likely to hire a poor or average teacher rather than an exceptional teacher, it does not make offers designed to attract exceptional teachers, and the market for exceptional teachers does not exist. Clearly, this problem is made worse by tenure, since tenure greatly increases the cost of making a bad hiring decision. In short, the “market for superior teaching” has unraveled due to insufficient information about teaching quality.

What does this mean for our prospective college teacher? First, he or she will not be able to find a Ph.D. program that specializes in preparing world-class college teachers; all the Ph.D. programs try to produce scholars, even when their own faculty members are not good enough to adequately train a new scholar. Most of these second- and third-tier Ph.D. programs could succeed in training teachers, but they do not because all the rewards in the faculty tenure and promotion process go to scholarship.

Second, the lack of a market for teaching creates a real dilemma for a new Ph.D. starting an academic career. If he starts his career on the teaching track, his future employment opportunities are limited to the teaching track since it is the information attached to research output that enables outside job offers and he will not have time to do research. Further, if he gets tenure through teaching, he will never be able to move to another comparable institution with tenure; the tenured teacher is stuck at his home institution and his employer knows he is stuck. On the other hand, if he starts on the research track, there is a chance he can move up the quality rankings, gaining more salary and fame if he succeeds as a researcher.

Now, suppose we have two fully informed young people: one aspires to be a world-class scholar and the other aspires to be a world-class teacher. They are about to make their career choices. The fully informed potential scholar chooses an academic career and the fully informed potential teacher decides to apply her talents to some other career. The few talented potential teachers who choose college teaching careers are those who derive significant personal satisfaction from teaching (despite the lack of public acclaim or financial rewards) or are very risk-averse (they crave the economic security provided by a tenured position).

What does this mean for college prices and quality? Since there are few rewards for teaching, faculty members focus too much on scholarship. Rather aspiring to be well-balanced teacher/scholars, faculty members become slaves to scholarship. We have a similar result for institutions. “Mission creep” among colleges and universities is partially due to the imbalance in the rewards for teaching and research. Colleges and universities try to become research institutions, rather than world-class undergraduate teaching institutions. As great teachers are discouraged from becoming professors, and as professors are discouraged from focusing on teaching, undergraduate teaching quality declines steadily over time.

Some may argue that an active research agenda improves teaching quality, but the evidence proves otherwise. A meta-analysis of the studies looking at the relationship between research and teaching by John Hattie and H. W. Marsh finds that they are completely unrelated. Nor is it hard to imagine why -- more research means less time for teaching.

Why has this obvious imbalance existed for so long? First, the average faculty member has nothing to gain from correcting the problem. This is obvious if the average faculty member is a scholar, but, it is also true if the average faculty member is a teacher, as the average teacher is by definition not a world-class teacher (out of the entire population of potential teachers, the current system weeds out a disproportionate share of good teachers and encourages the rest to focus on research, meaning that the current crop consists of below-average teachers).

Further, teaching institutions have little incentive to correct the problem. If they compete for students by publicly promoting their exceptional teachers, they run the risk of having those teachers hired by another institution, and they strengthen the teacher’s negotiating position with respect to the institution. In other words, recognizing the exceptional teachers increases their mobility and raises the probability they will be hired by others. Even among teaching institutions, colleges do not invest in the personal reputations of individual teachers; they always tout the high-quality teaching of their faculty as a group (everyone is above average). While there are a plethora of campus teaching awards and recognitions, they count for little outside their home institutions. Prospective employers know that most institutions do not make a serious attempt to measure individual value added and that leads teaching awards to be more political than they should be.

Even if the home institution sincerely wants to compete on the basis of high-value-added teaching, it has no way of changing the environment it operates in. If it is the only institution to identify and promote their exceptional teachers, those teachers can be lured away by other institutions, and the rest of the faculty will resent the recognition given to exceptional teachers (current teaching awards do not lead to this behavior because no one knows what a teaching award at different institution signifies).

What Can Be Done?

The “holy grail” of higher education reform should be the creation of a market for exceptional college teachers. The vigorous market for scholars provides the keys to this project. First, the information required does not have to be perfect in order for the market to be efficient (the information about scholars is not perfect). Second, the source of this information should be independent of the individual teachers, their home institutions, and their potential employers. There is great hope that the Web will be the requisite outside platform. Intercollegiate teaching tournaments are another possibility, as are digital course offerings.

The key requirement is a mechanism for excellent teachers to establish their reputations independently of those who have a vested interest in the outcome. Once that happens, teachers will no longer be filtered out of the pool of professors, as they are now. As a result, great teachers will enter the profession in greater numbers, and existing professors will have incentives to improve their teaching as well.

Author/s: 
Robert Martin and Andrew Gillen
Author's email: 
info@insidehighered.com

Robert Martin is emeritus Boles Professor of Economics at Centre College and author of The College Cost Disease: Higher Cost and Lower Quality (Edward Elgar, Ltd., forthcoming). Andrew Gillen is the research director at the Center for College Affordability and Productivity.

Pleas

In these financially perilous times, campus administrators are looking for places to slash costs, whether that means a universitywide hiring freeze or axing the French department. Even if the measure saves only a few dollars, the act itself is significant. When stubborn trustees or even the uneducated public inquire what the college is prepared to sacrifice to stay afloat, the provost or her henchmen must have some answers.

This air of pragmatic desperation has certainly infected the atmosphere at U of All People, where Provost Jeanne Dark has begun all meetings with the invocation “Every crisis is an opportunity.” UAP President Lenny Grouper, the third school head in as many years, has indicated his nervous assent.

Just as desperate, departments and programs are coming to terms with negative raises and zero office supplies, even as they make their annual cases to deans and higher-ups for more money. These pleas are a curious balancing act of a forlorn tone to show need, and can-do optimism to avoid Provost Dark’s pulling the plug on the program. Below is a sampling of recent e-mails.

***

From: "Dirk Hartwell" <dhartwel@uallpeople.edu>
Date: 2011/02/14 Mon AM 09:53:21 EDT
To: <mmoriar@uallpeople.edu>
Subject: 2011-12 budget

To Professor Moriarty, Dean of Humanities:

As you probably know, the psychology department converted its last remaining lab into a combined mail room and office space last year, selling off our pigeons and cages on eBay for a grand total of $352. Because of the increase in class size, from 25 to a cap of 120, we’ve had to bend our curriculum to fit. The good news is that we’ve inaugurated two new courses for the larger sections, Psych. Ed. and Mass Thinking, and though we have no one to teach them because of the untimely departure of Professor Spitch to U Hoo (where the cap on comparable classes is 27½ ), we’re soldiering on. I won’t even mention what we’ve done with our lab rats.

We all recall what happened to the French department last year during its fiscal crisis, so this isn’t exactly a plea for funds, just your solid support and perhaps a promise not to cut our last office staff member, Hilda Trupp, who’s thinking of getting married. If you want the larger picture, think of it this way: where would America be without psychology?

I ask you,

Dirk Hartwell

***

From: "Horatio Hornblower" <hhornbl@uallpeople.edu>

Date: 2011/02/14 Mon AM 10:18:21 EDT
To: <mmamo@uallpeople.edu>
Subject: music and money

To Dr. Mamon, Dean of the Arts:

Why, oh, why is music always the first in line during funding cuts? Our one concert grand is permanently out of tune, and our piano instructor is giving lessons on the side during class breaks just to make some extra money. The chorus needs funds to travel to Salt Lake City for its annual competition with the Mormon Tabernacle Choir. At the very least, you could provide us with new instruments. The children -- I mean the students -- will be so happy!

On the plus side, we’re putting on five concerts this year. Be sure and show up on March 6th, when we’ll be playing your favorite, “For the Love of Money.”

Best,

HH

***

From: "George Manly" <gmanl@uallpeople.edu>

Date: 2011/02/14 Mon AM 11:22:18 EDT
To: <jdark@uallpeople.edu>
Subject: fiscal fitness

Jeanne:

I know -- we all know -- that you’re looking to cut costs, but please don’t look in the direction of the business school, especially not as we’re just climbing out of the recession. You don’t want to cripple our recovery, do you? Shrinking enrollments shouldn’t be reflected in our take-home pay. As you’re aware, most of our faculty have deliberately chosen to teach in the academy (except Ben Krupt), when they could be pulling down six figures in private industry, if this were still 2007 and they had those jobs.

All I’m saying is that we need to pump some more money into the economy, starting with the full professors’ salaries. As for the others, the trickle-down effect will work if we just give it time.

Sincerely,

George M.

***

From: "Johnny Feare" <jfear@uallpeople.edu>
Date: 2011/02/14 Mon AM 12:13:14 EDT
To: <lgroup@gmail.com>
Subject: the usual

Len,

It’s that time of year again, and it’s the same song as last time. I’ll keep it real simple. We need $100,000 more for football recruitment. Maybe $25,000 more for incidentals. This is a small request. Did I say $25,000 extra? I meant $50,000. We had a real good season last year. We’re doing pretty damn well now, too, but we could be doing better. And you know what the alums will say if we let things slide. You want to keep your job, don’t you?

Your pal,

Coach Feare

Author/s: 
David Galef
Author's email: 
newsroom@insidehighered.com

David Galef is a professor of English and the creative writing program director at Montclair State University. He also writes dispatches from U of All People for Inside Higher Ed.

Alternate Academic Reality

Smart Title: 

Calling all professors: FOX wants you for spouse swap TV show.

Alternative Approach for Adjuncts

Smart Title: 

Contingent labor is here to stay, Bob Zemsky argues, but instead of organizing, part timers should incorporate.

Professors for ... Hoover?

Smart Title: 

As scholarly groups line up behind presidential candidates in 2008, law journal shows that the academic punditocracy has been around for generations.

Read Their Lips: No New Tenure

Smart Title: 

In one-sided vote, board of Kentucky's community college system decides not to offer tenure to new faculty hires.

New Programs: Urban Sustainability, Wind Energy, Health Care Administration, Aviation Logistics, Landscape Architecture

Smart Title: 

In Lieu of Tenure

Smart Title: 

Webster U. has long maintained a separate but equal system for faculty who prefer frequent sabbaticals to absolute job security.

Pages

Subscribe to RSS - Social Sciences / Education
Back to Top