Interviewing During a Tight Job Market

Various tips for interviewing for PhD graduates, seeking an academic position in a research university in Asia or North America are discussed. It is suggested that having the dissertation done before interviews gives a large degree of relief on one\u27s mind. It is found that to be practical about job research package and keep a close eye on applications increases the confidence level. It is also observed that the questions during the talk provides opportunity to clarify and strengthen the talk and show this ability during the interview

Why Aren't They Teaching? A study of why some University of Alaska teacher education graduates aren't in classrooms

Alaska Statute 14.40.190(b), passed as Senate Bill 241 in 2008, requires the University of Alaska (UA) Board of Regents to submit a report each regular session titled Alaska’s University for Alaska’s Schools that “describes the efforts of the university to attract, train, and retain qualified public school teachers.” In 2012 this report documented that approximately 50% of UA initial teacher preparation graduates did not teach in Alaska public schools after completing their programs. Unfortunately, the data available could not tell us the reasons why so many graduates were not employed as teachers. In response to legislators’ questions about this, the three UA Education deans (with support from the Center for Alaska Education Policy Research) made a commitment to conduct a 2012 research project to understand why graduates of UA initial teacher preparation programs did or did not teach in Alaska public schools after completing their programs. This project was conducted in response to that commitment

Work and Family

This survey offers in-depth analysis of workers' ability to balance work and family, the policies made available by employers to help their employees achieve this balance, and workers' attitudes about the policies designed to address the need to balance work and family

Second Wind: Workers, Retirement, and Social Security

In this report, Second Wind: Workers, Retirement, and Social Security, we hear from American workers about how they view retirement in our new economy, what they hope for -- and what they fear. Workers describe a vision that is not the work-free retirement for which their parents long. Rather, it is a work-filled retirement focused on fulfilling personal goals and contributing to the economy and to society. The survey finds that workers expect little support or help from government or employers in surmounting the barriers they face to their vision of a successful retirement. Workers express tepid support for corporate pension and retirement plans, and little confidence in Social Security and Medicare. In evaluating the Presidential candidates and their positions on Social Security and retirement, workers are remarkably unimpressed. Still, while Americans are willing to go it alone into old age, they hold out hope for change, for government and employers to step up their efforts to address the needs and desires of an aging workforce

From Emotional Suppression to Regulated Empathy: The Changing Face of Control in the CES

Between the 1970s and the 1990s the level and type of emotionality in the Commonwealth Employment Service (the Australian national employment service) altered. Within a context of changing economic conditions and concomitant work intensification, it is argued that untenable working conditions resulted in new recruits adopting a coping strategy that led to the use rather than the suppression of emotions. The use of emotions provided workers with job satisfaction and greater control over service interactions. Management subsequently commandeered the use of emotions to complement the introduction of private sector management techniques and service delivery reforms, regaining control over worker-client interactions

Talent Is Ready: Promising Practices for Helping Immigrant Professionals

Outlines the need to better integrate highly skilled immigrants into the workforce, promising practices in assessment and advising, skill building, and organizational capacity building; and tips and insights for nonprofits, funders, and policy makers

How much difference can current policy make to professional contract researchers?

This article explores the role of the professional contract researcher in higher education. The factors which have led to the need for directed policy growth, the perceived consequences of these policies and the shortfalls of policy in practice. It begins by exploring the questions who are researchers, where do they work and what are their problems? It will then go on to describe the current policies targeting this cohort and highlight areas of policy which are expected to address some of the issues of concern. It will then identify areas where policy may continue to fall short in practice and address ways in which these gaps may be fille

Crafting A Human Resource Strategy To Foster Organizational Agility: A Case Study

A decade ago, the CEO of Albert Einstein Healthcare Network (AEHN), anticipating a tumultuous and largely unpredictable period in its industry, undertook to convert this organization from one that was basically stable and complacent to one that was agile, “nimble, and change-hardy”. This case study briefly addresses AEHN’s approaches to business strategy and organization design, but focuses primarily on the human resource strategy that emerged over time to foster the successful attainment of organizational agility. Although exploratory, the study suggests a number of lessons for those who are, or will be, studying or trying to create and sustain this promising new organizational paradigm

Insights gained from conversations with labor market decision makers

I describe insights into wage dynamics and downward wage rigidity obtained from more than two hundred interviews with businesspeople, labor leaders, and various labor market intermediaries and made in the early 1990s in the Northeast of the United States. I explain the morale explanation for downward rigidity of the pay of existing employees and discuss what morale is, why businesspeople care about it, and why pay cuts damage it. I discuss the origin and nature of pay structures internal to an establishment, the relation between pay at different establishments, and why firms tend to lay off workers rather than cut pay. The findings of the study to be discussed are reported in detail in Truman Bewley, Why Wages Don’t Fall during a Recession. Cambridge, MA: Harvard University Press (1999). JEL Classification: E3, J3, J5wage determination, wage rigidity