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Why buy the cow when you get the milk for free

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Why buy the cow when you get the milk for free

  1. 1. Research Objectives - Determine whether or not the poor Why economic climate has influenced the amount of unpaid internships offered by heritage institutions, andbuy the Cow when you moreover the level experience expected of a qualified applicant when seeking their first professional job. get the Milk for free? - Explore whether advantage in the job market (being able The impact of unpaid internships on to accept unpaid internships) is becoming equated with professional development in the personal traits (commitment, perseverance, hard work) and heritage sector. thus reshaping employers concepts of professional value and expectations of young professionals. - Establish whether there are hierarchies of value attributed to specific placement opportunities (i.e. the Imperial War Museum vs. your local records office), and assess whether this perceived value incentivises unpaid working schemes and/or influences future employers. Background - Explore whether internship & volunteer programmes are 9% of B.A. graduates in 1992 the U.S. take on unpaid displacing and/or replacing formerly entry-level positions. internships. - Determine to what extent young professionals are self- 80% of B.A. graduates in the directing, or self-selecting, their options when starting their 2008 U.S. take on unpaid internships. professional careers, and how this behaviour corresponds with possible shifting definitions of professional value from an employer’s perspective. The Milburn Report warns of 2009 unpaid internships creating a “glass ceiling” blocking disadvantaged applicants. Museum Galleries Scotland receives 2011 3200 applicants for 20 paid methodology internships. - Develop two separate questionnaires, one of which will be sent to recent graduates of selected Archival programmes, the other circulated to a number of organizations offering internships in the sector. - Create a body of data specific to the effects of internships in Archives, including information on: · Whether the amount of qualified applicants willing to accept unpaid positions has increased under recent circumstances. · Whether internship programmes have evolved to incorporate more applicants or have merely become more selective. · The average gap between graduating with a professional qualification and entering the professional workforce. · The average qualifications expected of volunteers in contrast to interns, and finally in contrast to entry level employees. · How the organizational contributions of interns, volunteers, and entry level employees are defined, supervised and assessed.

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