Faculty recognition

Three key success factors facilitate the institutionalization of change (1) faculty recognition and incentives, (2) a culture of faculty learning, and (3) student expectations and academic requirements. 

This book has grown considerably since the first edition in 1993. The fifth edition is the most comprehensive of all editions to date and reflects the increasing complexity of the speciality. The enthusiastic uptake of this book is a tribute to The Faculty of Pharmaceutical Medicine of The Royal Colleges of Physicians of the United Kingdom who have done so much to sponsor the discipline leading to the discipline achieving the status of specialist recognition. 

Results—Two Georgia Tech faculty members who have collaborated for more than 15 years on sustainable chemical processes are among the winners of 2004 Presidential Green Chemistry Challenge Awards. Other examples of results could be published journal articles or recognition from the scientific community. 

Industry appears to be more family friendly, so the question became, Why One issue that was raised had to do with retention. Retention is very important in industry. In academia, if a faculty member leaves, you soon have a pile of 200 applications sitting next to you to fill that one job slot. So retention takes on a different character in academia. You want to retain someone if they bring in a lot of money and have national recognition or if they bring something important to the institution—but that may not come until later in their career. In industry, there is a greater push to retain people once they walk in the door. This leads to policies that are more supportive of the community on issues—child care is one—that have been on the back burner for many academic institutions. 

There is even recognition of this in the university by making faculty prove themselves before granting them tenure. 

Harriet Louise Frush was one of the pioneering women scientists who entered the field of carbohydrate chemistry in the 1920s and with perseverance and hard work was able to succeed. At that time there were few women chemists in U.S. Government agencies, and hardly any on the faculty of most universities. Her career was not easy to be accepted by her peers she had to prove herself in research, yet when she had done so, her position was terminated. Although later reinstated, she was overshadowed by her co-workers and never quite received the recognition she deserved. This memoir draws attention to her many accomplishments in the carbohydrate field. 

In over 35 years of teaching he has been a faculty member at the University of Colorado, Boulder Parkland College (Illinois) and the University of Illinois where he served as Professor and Associate Head and Director of Undergraduate Programs in Chemistry until he became Professor Emeritus in 2003. In 1994 Dr. Zumdahl received the National Catalyst Award from the Chemical Manufacturers Association in recognition of his contribution to chemical education in the United States. 

Tom Morton was born in Los Angeles, where his forebears (both Heilman and Morton) were employed by the motion picture industry. He received his A.B. from Harvard University in classics (Greek) and fine arts, and his Ph.D. from Caltech in chemistry under the joint direction of R. G. Bergman and J. L. Beauchamp. Since 1972, he has served on the chemistry faculties of Brown and Brandeis Universities and, from 1981, the University of Cahfornia, Riverside, where he is professor of chemistry. His research centers on the chemical consequences of internal rotation within molecules, including recognition of conformationaUy mobile structures by chemosensory systems. He is also affiliated with UCR s graduate programs in biochemistry and neuroscience. 

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