For Jϋrgen Habermas, one of the most influential social theorists of the twentieth century, the idea of “communicative action” goes a long way in explaining the present human condition. Shorn of its many conceptual intricacies for our purposes here, the elevator lecture on Habermas’ theory would point to how most communication between individuals is “distorted.” It is, in other words, hindered by underlying social and institutional power relations and the motives and norms arising from such. This deters the prospects for “human emancipation”–which would have as a precursor only participants sincerely engaged in uninhibited, free dialogue, since, as Habermas put it, “in the process of enlightenment there can only be participants.”
This likely sounds starry-eyed and idealistic, and while Habermas’ critics fault his ideas for being too mechanistic and old fashioned–he insists, for example, on the use “reason” and remains optimistic toward the redeemable elements of “modernity”–they are helpful for reconsidering the communication problems between FAU faculty, administrators, and the broader public that the Annual Assessment of Administrators highlights yearly.
Here’s how. You would never tell your boss to her or his face that their polka-dotted pantsuit or sport coat is an utter fashion catastrophe and causes you no small degree of torment to behold, even if that is an honest and reasonable assessment. Nor, as an FAU faculty member ,would you likely take comfort in telling a top administrator that, based on your estimation, their management style and/or set of priorities are ruining the university, even if you could point to ample evidence of how things are falling to pieces. This might, after all, cost you your job, a promotion, or make you a target for some other less apparent retaliatory action. With this criteria in mind, faculty assemblies chaperoned by top administrators and even some department meetings are forums where distorted communication is on parade; where the administrators’ very presence tends to diminish if not eliminate forthright remarks of faculty–tenured or otherwise–and the voicing of their very legitimate concerns for fear of reprisal, a fear that many would argue has over the past several years only accelerated at FAU. The June 5 Faculty Senate meeting condemning both the administration’s reorganization of the College of Engineering and termination of tenured faculty was an instance where administrators bent the stick too far, and proved an unusual exception to the rule, but has not deterred the drive for reorganization.
UFF encourages faculty to know your rights, which include the right to voice your concerns at the workplace without fear of reprisal. The Annual Assessment of Administrators has for over thirty years been an important –and arguably the only–“free” or “ideal speech situation” between faculty and administrators. That some of this year’s survey forms were returned with typed comments or slid underneath the UFF president’s office door suggests some faculty members’ unmistakable fear of the present administration. At the same time, it shows the extent to which some faculty desire to have their voices heard over the din of “branding,” press releases, reports and speeches, video packages, and other forms of propaganda offered up by the administration that purport to speak as one voice for the FAU community, but are to a large degree the product of a very tightly controlled communication apparatus. What is more, many of the surveys were completed in the wake of Frank Brogan and the Board of Trustees’ refusal of a modest pay increase that arose from an impasse process the BOT itself requested, and so there is a considerable degree of “I’ve absolutely had it!” frustration evident, particularly in the dozens of written responses.
UFF-FAU is now increasing the availability of the 2007-08 and 2008-09 survey results by making them available on its website. In future months we also want to increase the number of opportunities where faculty can weigh in on a variety of concerns relating to your FAU employment–including, but not limited to, faculty confidence in administrators’ performance. For example, what things can UFF be doing to better serve its members and further strengthen the faculty’s workplace rights and collective voice? What areas of our contract with the FAU Board of Trustees are most important to faculty and should be opened for bargaining this coming year?
In short, since the faculty are indeed the heart and soul of the University, UFF-FAU seeks to aid in the faculty’s role in shaping the university’s priorities by insisting on a meaningful place for the faculty at the table where it is able to freely participate and be heard without fear of dismissal or reproach. The momentum is building toward that end but we can only do this together. I encourage you to stay tuned for your opportunity to participate and become more involved.
Please also try to attend the September 11 UFF-FAU Luncheon from 11:30AM to 1:30PM in the Board of Trustees Room on the FAU Boca Raton campus. Bring your questions for UFF officials who will be in attendance.
In solidarity,
James Tracy
UFF-FAU President