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Please write a paper outline (the resulting paper will be 10-15 pages, the outli
Please write a paper outline (the resulting paper will be 10-15 pages, the outline only needs to be 2). The outline should include the case example, brief descriiption of the issue, and a tentative paper outline. For the resulting paper itself: The case study should be divided into two sections. The first half of the case study should be a descriiptive narrative of the problem and describe salient events and organizational context as well as the stakes for the organization. The second half of the case study should be analytical and prescriiptive. It should consider how various concepts and theories from class (attached documents) illuminate the situation in question. The paper should recommend a course of action, including specifying management and leadership implications. At this time, only an outline for this paper is being requested. The case it should be based on is as follows:
A competitive allied health program at a community college has experienced significant faculty turnover in the past decade. Previously, the program benefited from the expertise of three long-standing faculty members, all of whom have either retired or moved on. Currently, the program is sustained by only two faculty members who are overburdened with responsibilities to keep the program operational.
Despite increasing demands from surrounding healthcare institutions to expand and cater to the community’s medical needs, the program faces challenges due to its limited faculty capacity. The healthcare facilities have generously offered a substantial grant to support program growth and accommodate more students. However, with just two faculty members, it’s not feasible to meet the expectations associated with this grant.
The program has struggled to fill an open faculty position for the past 10 months due to a lack of qualified applicants. The position requires a bachelor’s degree at the time of hire and a master’s degree within four years, yet it offers compensation that is either equal to or less than what students graduating from the program with an associate’s degree earn. This pay gap presents a significant hurdle in attracting suitable candidates.
Moreover, the program enforces the most extensive faculty contact hour requirement within the college. It also necessitates holding at least one ancillary role or title, such as clinical coordinator, safety officer, or director. Additionally, faculty members are obliged to commit to a 12-month contract, precluding any opportunity for them to take summers off. Furthermore, they are required to fulfill academic advisory duties alongside their teaching responsibilities. New faculty are also expected to complete assignments and projects as part of a comprehensive first- and second-year faculty development program, which significantly increases their workload.
These challenging requirements, coupled with the relatively low compensation, make it difficult to attract and retain qualified faculty members for the program.
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