Based on the feedback I got from these posts, I’ve reposted a few blog entries from earlier months. My blogging will be sporadic for a few days while I have some follow up surgery this week (check out the video). See you soon.
Incorporating Culture into Your College Recruiting: Some thoughts on how employers can incorporate concepts of culture into their recruiting efforts. Here and here.
– > For Career Centers
Making College Relevant: Some thoughts on the worth of a college education despite some of the news out there advocating it’s not really worth it. Some thoughts about what employers want in recent grads too.
Lessons from the Hummer: What can college recruiting learn about change? I use the fall of the GM Hummer as an example.
Efrain Nieves over at Being Latino has an excellent article sharing the profiles of Hispanics that you’ve not probably heard of, but have certainly made significant differences in the lives of others. The article got me thinking: Am I making a difference or just taking up space? It’s a question we often don’t ask ourselves because we’re too consumed with our daily responsibilities and commitments. When I encountered my medical predicament a few weeks ago (which I’ll blog more about tomorrow), I became acutely aware of this question. And while all of us know people that are financially successful, I can attest few that I know, try to live significant lives.
Paul Rogat Loeb, author of Soul of the Citizen, has discussed how most Americans are thoughtful and caring with family and friends, however, fall short in the public realm: “We’ve all but forgotten public participation…and how much it can enrich our lives.” While Loeb’s thoughts might not be true of everyone, it should give each of us pause to question whether or not we’re making a difference.
As for me, I often ask: Am I actively engaged or am I a disengaged observer of events that shape the workplace? I hope that through this blog and my other educational efforts, I’m reshaping it in some way. Being engaged means bringing all your capabilities to what you’re passionate about and believing that what you do, adds value to the whole—when that happens I believe you can make a difference – and make history.
I just received a draft copy of The Business Journal of Hispanic Research issue that will include my article. I was excited and honored to see that I was the lead article for the next issue. You can read the article once it is released via the NSHMBA website (subscription required). It’s hard to believe that one of my lifetime goals is just about coming to fruition. Article info and abstract are below (in case you were curious – which I know you are!). Enjoy!
Corona, M. A. (2010). The Relationship Between Emotional Intelligence and Transformational Leadership: A Hispanic American Examination. The Business Journal of Hispanic Research, 1 (4), 22-34.
Abstract: Leadership studies examining Hispanic Americans in the context of their organizational experiences and leadership behaviors are still lacking. Hispanic Americans account for 14.8% of the U.S. population (44.3 million), making them the largest ethnic minority in the country. While Hispanic Americans account for only 13% of the U.S. workforce, this demographic represents 37% of the total increase in U.S. employment. The significance of these statistics underscores the lack of research undertaken to examine the leadership attributes of Hispanic Americans. To address this disparity, the current study investigates the relationship between emotional intelligence and transformational leadership using a Hispanic American sample. The study additionally examines whether age, gender, educational experience, and years of professional experience were determining factors in overall emotional intelligence scores. A total of 103 individuals from a national Hispanic American business organization participated. Hispanic American emotional intelligence and transformational leadership characteristics are presented. Results demonstrate a statistically significant positive correlation between emotional intelligence and transformational leadership. Results additionally found no statistically significant differences on emotional intelligence by age, gender, educational level, and years of professional experience. Limitations, implications, and recommendations for future research are discussed.
If you read this blog on a regular basis, you know I’m a fan of leveraging other reports or research that can be applied to the topic of the Hispanic workforce. Whether it’s marketing or technology, corporate or non-profit, or academic or business – there is a lot of excellent information and lessons that can be applied to recruiting and retaining the Hispanic workforce.
The Anita Borg Institute just released an interesting report from its 2009 Technical Executive Forum. The event (initiative) brought together thought leaders from well known Fortune 500 organizations to raise awareness, actively engage discussion, and drive action among R&D executives on issues regarding the recruitment, retention, and advancement of technical women. Of course, many of the same challenges faced by women are also faced by other minorities, including Hispanics.
In short, the participants in this forum concluded that while the pipeline of technical women with technical degrees coming out of academia was insufficient, the women who do graduate from these programs are not joining organizational cultures that are as receptive as they could be to gender diversity. One can safely assume therefore this is probably true of all types of diversity factors. Read more…
There’s an excellent article over at Campus Progress on a topic that I can definitely appreciate. The article discusses how working class college students can often be caught, literally, between two worlds. The article is filled with a great discussion regarding the unique experiences working class college students face before, during, and after college. A couple of pieces that hit home:
One of the greatest pressures for working-class students in higher education is the sense of not belonging,
In many working class families, college-educated people aren’t seen as real workers, Linkon says. For college students from working class backgrounds, “there can be a sense that you’re betraying your family.”
When you mix in other factors such as Hispanic culture, for example, you can imagine how college can get even more socially complicated. I can attest that working class college students, especially those first-generation college students, go through significant changes as they navigate life on campus. In addition to managing the same anxieties, challenges, and dislocations experienced by most college students, Hispanics and other minorities also have to cope with cultural, social, and academic changes. Much of this can be applied to the work environment as well. Hispanics can often feel as though they are caught between two worlds. One built upon innate cultural traits fostered in their upbringing and another that is centered upon professional and organizational environments.
I just came across an organization that’s making impressive contributions to the Hispanic community in Austin. The Futoro Fund is
a collective effort to engage our community through philanthropy and leadership. The organization was founded by a group of young, Hispanic professionals to provide a new way to leverage the tremendous talent and resources in our community to positively impact our future. FuturoFund members include people of different backgrounds, philosophies, ages and occupations, but all united by a common commitment to make a difference in our community.
Exactly the type of community organization that employers need to partner with in order to build those all important relationships with the Hispanic community. An employer that demonstrates that their in tune with not only the academic institution but also the community in which that college or university resides is a vital strategy in recruiting Hispanic college graduates and professionals.
Nice article in the Houston Post regarding how colleges and universities can improve their recruitment and retention of Hispanic college students. With the recent articles regarding the AEI report, it’s nice to see how one college is really making a difference in supporting Hispanic academically. In addition, the article does pull out some great tips for employers that can use the same concepts for recruiting and retaining Hispanic employees by focusing on the sense “of belonging” and inclusion. Great tips and article.
Over the weekend, I was reading a few blogs/articles regarding the recent American Enterprise Institute’s study on Hispanic graduation rates. I’ve been amazed by the number of people out there that would rather highlight the negative aspects of the study rather than concentrate on the progress Hispanics have made over the last couple decades. Indeed, there is much work yet to be done, and I’ll be the first to suggest that serious challenges face Hispanics in this regard. However, to advocate for example that Hispanic Serving Institutions are NOT doing their part or that trying to help improve Hispanic college graduation rates is a lost cause is simply wrong, short-sighted, and ignorant.