我是该留下还是该离开?

来自系列:美国人类学的学术前提:论坛

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学者们经常警察学术界和企业界之间的界限,对那些选择具有一百万个小手势的学术途径的人表示偏好。当我的姐夫选择在数学上去研究生院时,他加入了他的哥哥部门。与此同时,他的大学朋友正忙着形成技术初创公司,并要求他成为创始人之一。当他对他的朋友说习俗时,他的教授有机智不要直接谴责他的决定。但他们一直告诉他的哥哥是一种悲惨的决定,这是令人遗憾的是,有希望的“辍学”是令人遗憾的。我的姐夫只是选择了一个不同的职业道路,但他的老师认为他失败了。在这方面,数学家可能比人类学家更糟糕,但我们仍然要自己看待自己。我们提供类似的信号,通常在没有实现它的许多部门列表中,他们的博士学位都有所就业机会,而且只有学术工作。这些问题是整个学术系统的显着性,但我们作为人类学家特别良好地发展以发展社会精明的解决方案。

在阅读Anne Allison和David Platzer的文章之后,我想知道某些地位和排除的手势是否变得过于昂贵的人类学家作为当前资本主义条件下的社区。我担心大学再现自己的方式对他们的金融福祉或只是为了不同,不那么令人满意的工作来损害。我想到了我所知道的所有人类学家现在在公司工作,谁拒绝出现在美国人类学协会(AAA)的年度会议上,因为他们厌倦了让他们的职业决定被解雇而不是庆祝。在纯粹的诡计条件下,这些人是可以帮助最近获得博士学位的人,但现在没有再参与人类学界,这使得新毕业生可以轻松地获得。

最近在企业美国学习招聘(见Gershon 2017),维持与非遗传学家的人类学家中的热情关系比以往任何时候都更重要。企业招聘与至少一种重要的方式不同于学术招聘。当学者雇用时,他们可以评估候选人如何执行他们被雇用的工作的具体证据。求职者提交撰写样本,给出职位谈判,有时教一场课堂会议。在公司招聘中不是那么招聘,通常正在对他们的简历或面试答案进行评估。大多数企业工作不要求员工在典型工作周内将复杂的工作历史减少到一组或两页的子弹点中,但这是招聘过程选择的技能。由于申请人实际上正在做的工作,他或她将被雇用的是罕见的,最好的雇主可以希望是潜在员工如何在过去做出任务的报道。

Let’s face it, resumes, LinkedIn profiles, interview answers—all are standardized genres that do not reliably signal the kind of information that an employer wants to know: how well will this person do the job, and how well will he or she get along with others in the workplace? With too many applicants for most jobs, employers increasingly rely on insights about what a job candidate might be like from people they happen to know who also happen to have worked with the job candidate in some capacity. Just knowing someone casually doesn’t help; an informal recommender’s ability to speak to who the applicant is as a worker is invaluable. This is why career counselors so strongly recommend networking: workplace ties often help people find their next jobs. To help anthropologists cross easily between academia and other types of jobs, anthropologists should welcome and sustain relationships with those who already have done so.

At the 2017 AAA meetings, I was asked to speak to one of the Association of Political and Legal Anthropology’s mentoring workshops, and someone asked the panel: “Can you get a job in academia if you have had to get a job outside academia to make a living for a few years while hoping for a tenure-track position?” My first response was: those of us on search committees aren’t jerks, we understand how difficult it is to get a job these days (and perhaps自学科的起源以来)。我还承认,您需要向您展示您通过定期发布并每年参加会议或两次会议留下人类学家的剩余部分智力群落。

但我仍然担心我们不受跨越边界的人。我们是“累积奖金经济”的一部分,因为安德鲁·罗斯(2009年,10岁)放了它,我们知道只有很幸运的少数将获得一个人的工作。许多希望获得一个任职的人的人,谁没有决定退出尝试,做?他们兼容。有些人访问教学职位或博士后。And the ones who stay in these unsettled jobs do so in part (but not only) because of the fear that if they get a better paying job that isn’t part of the academy, they have taken themselves out of the running for the job they desperately want. How, we might ask, do departments and individual faculty members help to sustain this perception and, in the process, encourage adjuncts to work for less pay? If we were not encouraging a surplus supply of labor by sustaining the jackpot economy through a myriad of small decisions, universities would have to pay adjuncts more. They would not be able to find people who would teach for less than a flourishing wage (a living wage is too low a bar).

Tenure-Stream Compulty经常在大学管理人员和兼职教师之间的中间,而不是将薪水或两人雇用的薪酬,而是雇用教他们的人。Tenure-Stream Chiply Consulde如何与辅助,以提高他们的工资并帮助他们获得更好的福利?累积奖金经济可能在这里留下许多结构原因,但人类学家确实可以控制他们如何在这种背景下管理他们的关系以小方法工作来鼓励对方在任何工作中。

参考

Gershon,Ilana。2017年。在新的经济中,人们如何找到(或找不到)今天的工作。芝加哥:芝加哥大学出版社。

罗斯,安德鲁。2009年。如果你能得到它:效力和劳动力在岌岌可危的时候。纽约:纽约大学出版社。