[ استحقاق الترقية وعوائقها: وجهة نظر ]
Volume 37, Issue 2, September 2022, Pages 269–273
Gassim H. Dohal1
1 Independent Researcher, Gizan, Saudi Arabia
Original language: Arabic
Copyright © 2022 ISSR Journals. This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
Promotion represents an important factor for the employee regardless of his/her position, especially the academic. It is noticeable in our daily life that there are obstacles that limit promotion, and these obstacles are established and organized for in at least some cases by those who are related and have something to do with it. These obstacles are placed in order to avoid the financial burdens or social positions that the person in question may obtain. In some cases, the reason may be personal, caused by competition, gender, status, etc. Indeed, the procedure of promotion happens according to protocol frameworks that make the helpless employee accept the fait accompli. When an employee signs and agrees to work, s/he should accept and consent to all frameworks and regulations enacted by employers, whether they are individuals or institutions. There could be unfairness in those regulations that the employee must accept for the sake of having a job. During my search for articles discussing the subject of promotion, especially academics, I found very few, and all of them are about promotion in North America, and they depend on information and statistics that I have nothing alike. Due to the lack of references and statistics, I will rely on my experience in most of the presentation of this topic. This paper addresses the need for explicit expectations and transparent requirements within the academy.
Author Keywords: promotion, barriers, eligibility, academic, obstacles.
Volume 37, Issue 2, September 2022, Pages 269–273
Gassim H. Dohal1
1 Independent Researcher, Gizan, Saudi Arabia
Original language: Arabic
Copyright © 2022 ISSR Journals. This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
Abstract
Promotion represents an important factor for the employee regardless of his/her position, especially the academic. It is noticeable in our daily life that there are obstacles that limit promotion, and these obstacles are established and organized for in at least some cases by those who are related and have something to do with it. These obstacles are placed in order to avoid the financial burdens or social positions that the person in question may obtain. In some cases, the reason may be personal, caused by competition, gender, status, etc. Indeed, the procedure of promotion happens according to protocol frameworks that make the helpless employee accept the fait accompli. When an employee signs and agrees to work, s/he should accept and consent to all frameworks and regulations enacted by employers, whether they are individuals or institutions. There could be unfairness in those regulations that the employee must accept for the sake of having a job. During my search for articles discussing the subject of promotion, especially academics, I found very few, and all of them are about promotion in North America, and they depend on information and statistics that I have nothing alike. Due to the lack of references and statistics, I will rely on my experience in most of the presentation of this topic. This paper addresses the need for explicit expectations and transparent requirements within the academy.
Author Keywords: promotion, barriers, eligibility, academic, obstacles.
Abstract: (arabic)
تمثل الترقية شيئاً مهماً للموظف-ساستخدم المذكر لكن الأمر يصدق على الجنسين- أياً كان موقعه وبالذات المعلم والأكاديمي وهذا هو الجانب الذي سأتحدث عنه هنا. نلاحظ في حياتنا اليومية بعض العوائق التي تحد من الترقية وهذه العوائق يُؤسَس لها ويُنَظَم لها سواء وُجِد نص في النظام المعني يُمكِن تأطيره أو عَمِد لتفسيره المسؤول المباشر. وتُوضَع هذه العوائق تجنباً للأعباء المالية أو المركز الاجتماعي التي قد يحصل عليها طالب الترقية. وفي بعض الحالات قد يكون السبب شخصياً تدفع له عوامل شتى منها الإحساس بالمنافسة والجنس والمركز إلخ. كل هذا يحصل في أطر برتوكولية تجعل من الموظف المغلوب على أمره يُسلّم بالأمر الواقع. فالموظف عندما يُوقّع ويُوافِق على العمل يكون ذلك ضمن أطر وأنظمة سنّها أرباب العمل سواء كانوا أفراداً أو مؤسسات، وقد يكون فيها ما هو مجحف اضطر لقبولها الموظف ليضمن الوظيفة. خلال بحثي عن مقالات تناقش موضوع الترقية خصوصاً الأكاديمية منها لاحظت ندرتها وإن وُجِد فيكون عن الترقية في أمريكا الشمالية وتعتمد على معلومات واحصائيات دقيقة لا يتوفر مثيل لها عندي، وهي معلومات يحتاج لها البحث العلمي. ولقلة المراجع والاحصائيات فسأعمد إلى التجربة الذاتية عند عرض هذا الموضوع. الغرض من طرق هذا الموضوع هو إفادة القاريء والمهتم، وقد تكون هذه الورقة فرصة للفت نظر الآخرين لهذا الموضوع الذي يستحق الدراسة.
Author Keywords: ترقية، عوائق، استحقاق، أكاديمي، معوق.
How to Cite this Article
Gassim H. Dohal, “Eligibility and Barriers to Promotion: A Perspective,” International Journal of Innovation and Applied Studies, vol. 37, no. 2, pp. 269–273, September 2022.
