The impact of differential promotion systems on careers

Two promotion systems are shown to differ in two steps of procedure: noticeability and merit. In one system the scientist must depend completely on being noticeable to be recommended and worthy to be promoted. In the other system these two steps are buttressed by periodic consideration and routine promotion for length of service. The general impact of this difference is that the former system results in more discrepancies between rank and responsibility or competence and is appraised as less satisfactory. The impact on careers shows less satisfaction with promotion chances and job security and a longer wait for promotion in the former system. Professional recognition is shown to be a way of coping with the system demands of being both noticeable and worthy. Some practical implications of this type analysis of reward systems are discussed.