Thursday, April 27, 2017
Wednesday, April 26, 2017
Tuesday, April 25, 2017
And he's got a point. But I still think you're better off with a degree than not. It's just that so many have no degree and substantial debt. From The Huffington Post.
When I started college, I had great expectations.
After checking out at the bookstore, I realized my bill was over $1,000. I gulped in despair and asked myself, “Is this really worth it?”
I went home that evening and did some research. I discovered that each textbook cost an average of $10 to make and market. I began to wonder, “Why are they charging me $200 per book?” It seemed like a $190 profit was too unreasonable, especially for a book I barely used.
As my first semester flew by, I realized that I hadn’t even read a dozen pages. I concluded that we only go to school to read books and it was a curriculum I didn’t want to be affiliated with.
Monday, April 24, 2017
Thursday, April 20, 2017
It's hard for me to believe that Democrats ever supported for-profits, but evidently they did. They were for them before they were against them. From The Atlantic.
In Congress, on the presidential campaign trail, and in the editorial pages of The Wall Street Journal, Republicans have been unified in the belief that the Obama administration badly overreached in its attempts to regulate for-profit career colleges that leave graduates unable to pay off student debt with income from the jobs for which they were trained. Rolling back the Obama administration’s so-called “gainful employment” requirements for postsecondary career programs is thought to top the GOP’s current higher-education agenda.
What’s surprising about this GOP consensus is that it is deeply at odds with conservative practice: Republican administrations, dating back to President Eisenhower, have traditionally pressed for tighter regulation of for-profit colleges, often over the objections of Democratic lawmakers.
In earlier eras, Democrats such as Senator Ted Kennedy and Senator Paul Simon defended for-profit colleges from government regulation, citing the role that the schools played in preparing low-income students, single mothers, minorities, and dislocated workers for jobs in specific fields—the very same defenses that Republicans employ today. Charles Kolb, who served in the Education Department during the Reagan administration and in George H.W. Bush’s White House observed dryly last year that “There are future doctoral dissertations waiting to be written about how and why Democrats and Republicans reversed positions on the merits of the for-profit trade-school sector.”
Doctoral dissertations aside, some conservatives are puzzled to learn of the prior Republican crackdowns on poorly performing and predatory for-profit colleges. Why would conservatives support laws and regulations that impose government-mandated accountability on for-profit colleges, instead of letting the invisible hand of the free market ferret out the institutions that thrive or fail?
The answer is simple. Far from being free-market paragons, accredited for-profit schools typically depend on federal student-aid programs for 75 percent or more of their revenues. (Trump University was an unaccredited for-profit school and thus ineligible for federal aid). Conservatives have long asserted the need to regulate for-profit colleges because they have long maintained that schools which depend heavily on federal aid ought to be held accountable for their use of taxpayer dollars.
Wednesday, April 19, 2017
They just finished swearing me in. Ba-doom Pshh. CBS Money Watch has some tips to make profanity work for you, instead of against you.
But profanity doesn’t have to be a liability in the workplace -- it can be a persuasive tool that conveys enthusiasm and honesty, said Benjamin K. Bergen, professor of cognitive science at University of California San Diego and the author of “What the F: What Swearing Reveals About Our Language, Our Brains, and Ourselves.”
However, curse words can backfire when they take on an abusive tone or come from those in authority who are seen as abusing their power, Bergen said in an interview with CBS MoneyWatch. “The same words that can hurt and offend in some circumstances can unite and inspire in other ones,” he said. “It all depends on the intent behind them.”
Tuesday, April 18, 2017
Trevecca Nazarene University reached a deal Friday that set the stage for a possible merger with a sister institution outside of Boston.
Under the deal with Eastern Nazarene College in Quincy, Mass., Trevecca President Dan Boone will lead both institutions while administrators mull the mechanics of a complete merger for up to three years. The goal is to cut costs by consolidating backroom functions such as financial aid processing.
“There’s a lot of cost in the back office of higher ed,” said David Caldwell, Trevecca's executive vice president for finance and administration, who also will take on the duties of chief financial officer at Eastern starting Monday. “We’ve found ways to save money and to work together.”
In an interview shortly before the deal was approved by the board at Eastern, Caldwell said officials at both colleges had been considering some sort of collaboration for years now. It is normal for the eight Nazarene-affiliated colleges to team up to help one another, he said, although this would mark their most inventive plan to date.
Eastern is the smallest of the Nazarene-affiliated colleges, and recently announced plans to shutter three academic programs and lay off some professors. Trevecca, on the other hand, is in the midst of a boom period.
Monday, April 17, 2017
And Project Time Off. A boss should discuss and encourage time off with his/her staff, according to sponsored content from The Atlantic.
How Millennial Trophies Created a Generation of Workaholics
Research into Millennial vacation behavior shows they are afraid, not entitled. Compared to Boomers, Millennials are at least twice as likely to say they are fearful of losing their job. This cohort worries about what the boss might think, wants to show complete dedication, and does not want their bosses to see them as replaceable.
These findings are counterintuitive to the coddled Millennial stereotype that ignores the circumstances of the generation’s experience. Coming of age during an economic downturn has consequences. When Millennials landed jobs, they bring with them a strong desire to prove themselves, intensified by the often long and painful search that preceded their first day. This all occurs amidst changing American work culture and attitudes toward taking time off.
Millennials are the first generation to enter the workforce in the era of vacation decline. After decades of using an average of 20.3 days, Americans’ vacation usage began to decline in 2000 and it has not slowed its downward trajectory since, most recently hitting 16.2 days used.
Millennials are also the first generation to experience internet and email as a fixture of their work life from day one. These digital natives view and use technology differently than older generations. They are more likely to stay plugged in, and less likely to benefit from time off: 34 percent of Millennials said they worked every day of their vacations and felt less productive upon return.
The solution to the vacation problem is simple for every generation: plan ahead. Project: Time Off research shows that workers who plan their days out at the beginning of the year are happier with their job and professional success, relationships, and general wellbeing. Still, Millennials, who are more likely to feel that their company culture is silent or negative about vacation time, may not feel comfortable making a request for fear of the optics.
To dispel that fear, managers must lead. Thirty percent of Millennials say their boss is the most powerful influencer over their time, beating out their own families by 10 percentage points. Yet, even though 91 percent of managers say they encourage time off, just 43 percent actually talk to employees about vacation.
For Millennials in the workplace, there is good news. Millennial managers—now about a quarter of the generation—are more likely to agree that employees who take time off are less prone to stress and burnout and return to work recharged and more productive. Still, nearly half of Millennial managers feel that company pressure prevents them from approving time off requests, compared to about a third of Gen X and Boomer managers.