Well, a new book and a review of a new book in the news this week had some critical things to say about Intern Queen Lauren Berger.
Since I don’t find Berger all that “odious,” I met up with her for lunch in Los Angeles (where, even in this town of celebrities, I was surprised to see a familiar face sitting next to us).
Below, we talk about unpaid internships, funding internship programs, virtual internships, and more. Apologies for the background noise.
A new documentary released today argues that the obsession with college and where you or your kids attend college is one big scam, one involving streams of lies perpetuated by colleges to convince people the high costs of universities are worth it, as well as collusion between textbook-makers and schools to make people buy new, expensive books all the time.
This comes via the National Inflation Association. It says it isn’t against education; on the contrary, it strongly encourages it, but says people can get educated with far less money (and thus less debt) and far more utility than through college.
The NIA says its president, Gerard Adams, is in “regular contact with the CEOs of over one hundred large multi-million dollar corporations and only about a dozen of them are hiring at this time. Of the dozen or so companies that are hiring, 100% of them are choosing who to hire based entirely on their experience and passion for the work that they do. None of them care one iota about whether or not the applicant has a college degree. Shockingly, several CEOs recently told Mr. Adams that in today’s world, those who didn’t attend college are actually more likely to stand out from the crowd.”
The association believes that the U.S. is nearing a disaster brought on by too much debt and too much reliance on government programs — disaster that will cause the dollar to crash and the wealth of most Americans to get wiped out over the next decade.
It’s looking like recruiters in California and elsewhere will have a new batch of candidates.
Cisco, as part of a cost-cutting, shedding-weaker-business-lines initiative, will be cutting somewhere around 3,000 employees, possibly 4,000.
In California, which has boomed and busted through the years as the Cold War ended, the dot-com craze expanded and contracted, real estate grew and shrunk, and so on — the latest bust may be nearing an end.
In the northern part of the state (San Francisco to San Jose), tech companies may enjoy the feast from Cisco, as the LinkedIns and others of the Silicon Valley world expand, start up, and battle for talent. In many other parts of the state, real estate, construction, and government belt-tightening remain problems.
The issue of why Asian-Americans are sometimes very high achievers in school, but sometimes under-represented in senior management of companies, isn’t new. A former human resources executive wrote a book about the topic six years ago.
But, now the topic’s in the news as much as ever. Some reading for those interested:
- A lengthy new feature in New York magazine, about there being “throughout corporate America, lots of Asians at junior levels, quite a few in middle management, virtually none in the higher reaches of leadership.” The theory offered, in short, is that Asian-Americans very generally speaking have been brought up to be more reserved, less questioning, and otherwise with characteristics that aren’t detrimental in school but may be on a corporate ladder.
- A response in Forbes yesterday, which among other things says that the author, when reading the New York article, “kept thinking of exceptions to Yang’s sweeping claims about Asian behavior.”
- And from a Slate column this week, the author says, about the New York article, “… every individual is marked by several overlapping forms of identity—not just ethnicity but also gender, class, attractiveness, intelligence, and distance in time and space from the emigrant country. Ignore these other factors and naturally everything becomes a simple reflection of ethnicity … in my professional life, for example, I’ve dealt with many of the issues he describes. I’m not as assertive as I’d like to be. I often fear that I’m more tenacious than creative or canny. These are precisely the “typical” Asian qualities Yang describes. But do I feel this way because I’m Asian? I could just as easily see those issues as a reflection of my status as a woman.”
Who’ll end the relationship between you and a given employee who works for you? Will the employee quit, or be let go?
According to one new telephone survey, 72% of employees say they’ll leave on their own free will, with 14% saying their employer will decide when they go.
In July 2009, only 60% of employees said they’ll be the deciders.
One in four people, the survey says, are looking for a job at somewhere other than their current company.
You might think that the challenge for military recruiters isn’t finding qualified people — it’s convincing them to join the service.
That’s not always the case.
A group of more than 200 retired generals are expected to issue a report Friday saying that about 75% of young adults couldn’t join the U.S. military even if they wanted to.
That’s because they either are dropping out of school, are too obese, got into trouble with the law, or just couldn’t pass the entrance exams.
Other reports on the topic have shown similar challenges, like one that “paints a dismal picture” of the ability of would-be soldiers to get into the U.S. Army. Other branches, like the Navy, are even tougher.