America-Lite: How Imperial Academia Dismantled Our Culture by David Gelernter

By David Gelernter

America-Lite (where all of us reside) is rather like the USA, purely became an leisure park or a online game or a supersized Pinkberry, the place the previous and destiny are clean and there's just a mammoth NOW.

How did we come to anticipate no advantage and quite a bit cynicism from our tradition, our leaders—and each one other?

In this refreshingly judgmental ebook, David Gelernter connects the ancient dots to bare a stealth revolution conducted by way of post-religious globalist intellectuals who, most of the time, "can't run their very own universities or scholarly fields, yet are very yes they could run you." those imperial lecturers have deployed their scholars into the head echelon of professions as soon as monopolized through staid and regular WASPs. during this easy manner, they've got put in themselves because the new specific drivers of yank culture.

Imperial lecturers dwell in an international of thought; they pontificate disdain for mere evidence and for old school fact-based judgments like actual or fake. Schoolchildren are repeatedly taught theories approximately heritage rather than real history—they research, for instance, that each one countries are both great with the exception of the United States, that's almost always nasty.

With educational specialists to do our pondering for us, we've in a well mannered way close up and enable second-raters take the wheel. in truth, we have now passed the keys to the megastar student and teacher's puppy of the post-religious globalist intellectuals, whose election to the presidency of the U.S. constituted the final word international crew hug.

How can we eventually face the reality and come back into the driver's seat? America-Lite ends with a one-point plan.

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Woodall’s study covered a wide range of organizations, many of whom had supposedly good records for management development, so her findings, coupled with our own and other studies, indicate that there is a real problem here. We hope that the opening section has provided an unanswerable case for work based learning. Just to reiterate four points, though: 1 2 3 4 Usually the only means that you have to improve performance is through learning. People learn at work all the time. However, the efficacy of this work based learning could be significantly improved in every organization that we have studied.

But what is being promoted by some consultancies is that this is the way to do learning of all sorts. Michael Stark of the Learning and Skills Council is quoted as saying that ‘people do everything in small chunks these days’ (Roberts, 2003) as a justification for the approach. Mike Cannett of the Chartered Institute of Personnel and Development suggests that ‘What people have realised is that we all learn much better in short bursts’ (Smith, 2003). Now both these generalizations are quite false.

Since this was out of keeping with many other organizations we had studied, we asked to see those produced by the training and development staff. This, in reality, proved a problem and a number of the trainers admitted that the PDP was only in their heads – they had not written anything down at all. Another area that we identified was ‘learning inhibitors’ in HR policies and practices. This was confirmed in the Woodall study. For instance, performance management systems, to use her words, ‘obstruct work-based management development’ because they focus on short-term deliverables and ‘squeeze out long term development’ (p.

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