The relief and excitement afforded by a firm employment offer after at least 15 years of preparation account for the reluctance of many young scholars and scientists to examine the details critically. They are simply afraid that probing too deeply will ruin the deal and leave them without a job. So, perhaps some excessively cynical overkill is needed at this point to set the tone for the discussion to follow.
Naturally, once you are the recipient of such an offer, you want to assume that you were offered the position because you were the most meritorious candidate. Nothing could be farther from the truth. At best, you are the cheapest of several alternatives. Why is recruiting not being done at a higher level, say, full professor? Of course, cost is a factor; any competent department chairperson or director will seek to satisfy institutional requirements with the smallest possible outlay. At worst, you are seen as a potential sucker who might fall for a deal that no one else will accept. Intermediate possibilities are also distasteful—but you get the picture.
... Chairpersons come in innumerable styles, but only a few sources of motivation are strong enough to induce anyone to take such a thankless job. These are altruism, greed, ego, and survival instinct: corresponding chairperson types are Altruist, Parasite, Egoist, and Survivor. A leader motivated by one or another of these drives can affect departmental atmosphere and staff career development so strongly that this individual's personality must be considered part of the offer package.
