Study Shows Average Age of Management Positions Now 25 Years Old

Generation Y people born after 1981 tend to climb to managerial posts in companies at a relatively much younger age than their older counterparts. Employees born after 1980 tend to first become managers at an average age of 25.3, compared to 31.8 for their counterparts who were born in the 50s. The Y-generation people seem to climb the career ladder faster as they tend to have stronger ability to learn and a stronger work ethic, according to the poll.

Most of the business executives said they do not particularly consider employees’ ages when they are choosing new leaders within their corporations. They choose according to negotiation and coordination ability. The ability to solve problems and professional abilities are more important factors when they are considering promotions.

Interestingly enough, the Y-generation people do not necessarily perform well in management terms. According to company executives, managers aged 39-48 were the best performers.

 The Labor Department on Friday said nonfarm employment fell by 80,000 jobs in March, more than expected and the biggest drop in five years. Financial markets saw this as reinforcing the need for further Federal Reserve interest rate cuts.

Adding to the bleak picture, the Labor Department said a total of 152,000 jobs were lost in January and February, sharply above the prior estimate of 85,000, and the jobless rate jumped to 5.1% from 4.8%, the highest since September 2005. Construction employment fell 51,000, the ninth consecutive month of job losses.

Factory employment fell by 48,000, the biggest decline since July 2003, exacerbated by a 24,000 fall in auto manufacturing jobs that the department said likely reflected the impact of a strike at an auto parts maker. Most economists, having seen a third monthly decline, were now convinced that the economy is in recession.

The numbers drew calls from Democratic presidential hopefuls Hillary Clinton and Barack Obama for aid to families facing foreclosure on their homes, while Republican candidate Senator John McCain said tax cuts and streamlining burdensome regulations were needed to foster growth.

A New York Times/CBS News poll released on Friday showed the economy’s deepening woes were weighing heavily on the minds of Americans. Of those polled, 81% said they believed things were “pretty seriously” on the wrong track, up from 69% a year ago and 35% in early 2002.

Workers in certain industries can have more comfort in knowing that, even if they are fired, there is so much demand they should be able to find another job very quickly.

Talk of a recession and creeping unemployment rates are enough to make you wonder: Where can you find stability in unstable times? Kiplinger consulted career experts and combed through job trend data to come up with five industries that should provide safer havens to workers, no matter what the economy is doing. No matter what field you work in, you have the possibility of losing your job. But there are things you can do to protect yourself and increase your odds of getting another job, just in case.

Healthcare  
Many of the nation’s fastest-growing careers are in the health care industry, according to the Bureau of Labor Statistics. An increasingly aging population fuels demand in this field. Some specific jobs with stable prospects include doctor, nurse, pharmacist, physical therapist and physician assistant.

Education
Teachers for any grade level who specialize in high-demand fields such as math, science or bilingual education should have an easier time finding and keeping a job. And the outlook for college instructors looks stable, too. College enrollment is rising as the number of 18- to 24-year-olds increases. Some areas of the country are more stable than others for teachers because education jobs follow population trends. So teachers in fast-growing states in the South and West, such as Nevada, Arizona, Texas and Georgia, will have more opportunity than in slower-growth areas in the Midwest and Northeast.

Security
Crime doesn’t stop in a recession. That makes security jobs, such as police officers, detectives, private security guards and international security experts, a good bet. Layoffs in this industry are rare. In the off-chance law enforcement officers lose their jobs to budget cuts, they have little difficulty finding jobs with other agencies because demand is so high.

Environmental Sciences
The current “green” movement reaches far beyond changing your light bulbs to fluorescents. It’s also translating into a solid career choice. The BLS expects environmental careers, including ecologists, hydrologists, environmental chemists and others, to grow 25% over the next decade.

Government
Some of the most stable jobs around are within the federal government, where firings and lay-offs happen at just one-quarter the rate in the private sector. One reason: Even in hard economic times when big businesses are forced to downsize, the government must carry on. And only one in every 5,000 non-defense workers is ever fired for poor performance each year. Crazy odds! Due to an increasingly aging workforce, the government is doing a lot of hiring lately, especially among the 20-something crowd.

What perks would drive a normal person to consider the graveyard shift? 

Money money money! Yet money isn’t the only benefit. There are other intangibles, like greater autonomy, fewer meetings (all the higher-ups are sleeping!) and the likelihood of getting promoted sooner since there are less people to compete against.

1. Registered Nurse (RN)
Day Shift: $54,500 annually
Night Shift: $55,700 annually

2. Licensed Practical Nurse (LPN)
Day Shift: $36,300
Night Shift: $38,400

3. Certified Nurse Assistant (CNA)
Day Shift: $22,200
Night Shift: $22,600

4. Truck Driver
Day Shift: $31,300
Night Shift: $36,000

5. Bartender
Day Shift: $24,600
Night Shift: $31,200

6. Waiter/Waitress
Day Shift: $16,500
Night Shift: $22,500

7. Verizon telephone operator
Day shift: $890 weekly
Night shift: $979 weekly

8. Television writer/ news writer
Writers on the night shift get a 15% differential hourly rate.

9. Nanny
Night nannies generally start their shift at 2 p.m. and work until 10 p.m. They receive about 20% more than daytime nannies

10. Pharmacist
Median Total Cash Compensation: $97,700
Night Shift: differential varies significantly, from 2% to 10%

Embellishing your resime is one thing; lying is another.

Most bosses are pretty forgiving if you come clean about a minor brush with the law or a supervisor so nutty he sent you running for the door. Yet resume tinkering is practically an epidemic. Superheated competition for jobs, especially those with big paychecks, tempts many to pump air into their resumes. A gig as an administrative assistant expands into a management title. A mail-order MBA is passed off as the real deal. Most bosses are pretty forgiving if you come clean about a minor brush with the law or a supervisor so nutty he sent you running for the door.

An annual employer survey turned up “inconsistencies” in the work histories of nearly half of job-seekers last year, with 20% of applicants providing false or misleading information about their educational credentials. Discrepancies in verifying past employment were up 13% over 2005 and up 7% involving education. Job hunters should be forgiven for feeling like they are criminals before they even get to the interview. But increasingly, employers are looking to protect their reputations and deflect any liability if they unwittingly hire a crook or a fraudster. So job offers routinely come with a big string attached — passing a background screen.

5 Things NOT To Do On Your Computer At Work 

If you’re reading this at work, you should probably be asking yourself: Am I actually allowed to browse online and read news stories at the office? The parameters for computer use at work (and even at home) are often confusing. We communicate, network, watch our TV shows, do our grocery shopping, and get our news on our computers. But it’s no free-for-all. Employees should know exactly what their employer’s policies are for e-mail and Internet usage, because workers are losing their jobs after computer-based missteps. Here are five ways to log on and lose your job:

1.) Blogging. While some blogging advocates say a well-executed blog can boost your career by presenting your best side to the HR executives Googling you, there are limitations.

2.) Playing. Solitaire, that ever seductive way to while away the hours, is probably not a great choice for the workplace. New York City Mayor Michael Bloomberg caught sight of a solitaire game on a city employee’s computer screen in 2006 and fired him. “I expect all city workers, including myself, to work hard,” Bloomberg said then.

Richard Bayer, chief operating officer of the Five O’Clock Club, an outplacement and career coaching organization, says employees who use a company computer for personal matters on company time — whether playing solitaire or checking on their 401(k)’s — are essentially stealing from their employer. “It’s a new, 21st-century form of theft,” Bayer says.

3.) Look at Dirty Pics. Nearly one third of bosses have fired workers for misusing the Internet, according to a recent study by the American Management Association and the ePolicy Institute. 84% of those employers said the reason was the viewing, downloading, or uploading of inappropriate or offensive content. The computer system belongs to the company, and courts have consistently sided with employers when it comes to computer-related terminations. So look at that stuff on your own time.

4.) Posting Your Pictures. Social networking may quickly gain an air of formality. Employers are beginning to monitor social networking sites. Not only do companies fear employees posting proprietary information, but they also don’t want to find photos of the boss dancing on the table drunk at the holiday party. Opinions posted that run contrary to company values can also get employees into trouble.

5.) Write R-rated e-mails. More than a quarter of employers have sent an employee packing for e-mail-related offenses, according to the American Management Association/ePolicy Institute survey, and 62% of those said it was for inappropriate or offensive language. When you write, just assume that someone inside the company is reading it. Most of the 43% of companies that monitor e-mail do it automatically, but 40% have live human beings reading and reviewing it.

Employers largely are concerned with their legal liability noting that a growing number of companies are choosing to archive electronically stored information, rather than erase it, and it’s subject to discovery in a federal lawsuit.

People draw opinions about who we are and how we operate based on what our space looks like, sounds like and even smells like

Take a look around your desk. What do you see? A chipped mug with the congealed remnants of yesterday’s latte, a mountain of unopened mail, a pen holder so overstuffed that it can’t accommodate the pens you use? If so, enjoy your stay — because you are probably going to occupy cubicle hell for the long term.

Regardless, your current cube decor and office style speaks volumes about your personality — and your colleagues and bosses are taking note. “It sounds cliché but the more research I’ve done, the more I’ve come to believe that what’s going on outside the mind reflects what’s going on inside the mind,” says Sam Gosling, a personality researcher at the University of Texas.

For instance, if you find yourself surrounded by knick-knacks and symbols of personal relationships with friends, family and pets, you’re more likely to be in a woman’s office. Men’s offices, on the other hand, tend to display items pertaining to sports and personal achievements. Since we spend more waking hours at work than we do at home, it’s natural to want to decorate our office or cube spaces, creating a home away from home.

People who decorate their offices often have higher levels of job satisfaction and psychological well-being, leading to higher levels of employee morale and lower turnover. So, no matter how much or little work you have on your plate, maybe it’s time to start paying attention to what’s on your desk.

The meaning behind certain objects in people’s workspace:

• Placing a candy bowl in your office or cubicle is like putting down a welcome mat. It’s a clear indication of an extrovert. Comfortable, welcoming chairs have the same effect.

• A barren work space may indicate that a worker has little status in the organization and probably isn’t dedicated to his or her job.

• Time-conscious people often have a clock and calendar on their desks to help them keep track of appointments. Clock lovers are often meticulous and hardworking, but calendars can be deceiving. Often people stock up on supplies like wall calendars in an attempt to get more organized, but they still have the page turned to three months ago.

• Photos in the workplace can have double meanings. Perfect family photos that face guests rather than the office dweller can be perceived as status symbols, whereas photos facing the office owner are genuine reminders of loved ones (and often suggest guilt about spending time away from them).

You just know in your gut whether or not you can work with your spouse.

For many, the notion of working with a spouse sounds, at best, dangerous, and, at worst, like a direct path to marital collapse. But for a growing number of American couples, running a business together offers the best of both worlds: pursuing a professional dream with someone you love and respect, while getting a chance to spend more time with them. According to the National Federation of Independent Business, there were approximately 1.2 million husband- and wife-owned small businesses nationwide in 2003, the most recent year for which the group has data. Anecdotally, family-business experts say that number has only continued to climb.

The increase in the number of women choosing an entrepreneurial path is playing a role in the growth of husband-wife teams. In the past, men tended to open a business and often a wife is helping, but he doesn’t always see her as his partner. Now, women are more entrepreneurial and recognizing that more in themselves than they used to.

It’s nearly impossible for couples to completely separate their work and personal lives. Other couples say that a key to maintaining both a strong business partnership and healthy marriage is to establish distinct responsibilities that do not overlap. Still, it’s not for every couple. When personalities and business acumen mesh in a couple’s professional life, these married entrepreneurial teams say the personal relationship often follows suit.

Kissing @** is Tough Work. If You’re Going To Do It, Make Sure It’s The Right Way

There’s an art to sucking up, and if the boss (or your co-workers) can figure out what you’re up to, you’re not doing it right. More importantly, it will backfire. So while everyone calls it something different, it’s key to your success at work.

1. Speak your boss’ language. Figure out your boss’ style and adapt to it. Is your boss a huge sports fan? Learn sports metaphors and incorporate them into your conversations about work.

2. Make everything seem like it’s the boss’ idea. Instead of simply pitching the boss an idea, say something like, “Thanks for your guidance on that issue. As a result of your direction, here’s how I’d like to handle it.” That makes it seem like this bright idea you have is actually his.

3. Avoid gratuitous compliments. No need to gush over the boss’ new outfit. Instead, use compliments strategically. For instance, “That was a great idea you mentioned the other day. Here’s how I think we can execute it.”

4. Give the boss what he or she wants. If your boss is detailed and needs all your work to be the same, then do it. Give your boss the type of work he or she wants. Don’t waste time by complaining. It may not be the way you prefer to work, but it’s what your boss wants and that’s all that matters. Don’t complain or fight her about it.

5. Ask permission before offering input. This is a way of showing deference to the boss. Before offering your opinion say, “Can I give you some ideas that might enhance this project?” Or, “Would you be open to a different opinion than the one we’re talking about?” If you ask for permission to offer your thoughts, your manager will rarely say no.

6. Match the boss’ energy. If your boss is short, sequential and fast, match that. If he or she is leisurely and ponderous, match that. You get it. Each time you match the boss’ energy, you build trust and strengthen the relationship.

7. Respect the boss’ position. Remind him or her that you know who’s the boss. For instance, say, “I have these ideas, but I will defer to your decision.”

Those with net worth of $1 million to $10 million reshape U.S. culture

• Middle-class millionaires now account for 10% of the U.S. population.

• 7.6% of American households, or 8.4 million households are middle-class millionaires

• The average middle-class millionaire works 70 hours per week

• Middle-class millionaires are five times more likely than the average worker to say they are always available for work

• 89% believes that anyone can attain wealth through hard work

• 62% believes that networking, or knowing many people, is the key to financial success

• 9 out of 10 middle-class millionaires say they made a bad career or business move, but almost three-fourths say that was crucial to their business success

• They are five times more likely than the average middle-class person to continue on in the same business course in spite an earlier failure

• 65% of middle-class millionaires characterize their approach to negotiating as “doing whatever you need to do to win“

• They say they need a net worth of $24 million to feel wealthy, and $13.4 million to be considered rich.

 Take The Quiz

If employee turnover and absenteeism within the company are too high, and productivity and morale too low, the person in charge may be the one at fault.To find out how good or bad — a boss you are, the National Federation of Independent Business, a small business advocacy group, suggests asking yourself these questions:

1. Have you ever publicly criticized an employee?

2. Do you take credit for your employees’ work?

3. Do your employees fear you?

4. Do you expect employees to do what you tell them without question?

5. Do you believe employees should know what to do without you telling them or providing guidelines?

6. Are you a yeller?

7. Do you demean employees as a form of punishment?

8. Do you play favorites?

9. Do you hate delegating?

10. Do you check everyone’s work?

According to the answer key, the more “yes” answers, the greater the likelihood you are a bad boss. Author Trevor Gay has come up with a basic list of the differences between good and bad bosses. In his 35 years of work (in the health care industry), Mr. Gay said he discovered that his best bosses had these attributes:

• Inspired confidence
• Were humble
• Had integrity
• Knew what they were talking about
• Let me get on with things
• Were always there when I needed help
• Usually said, ‘Yes, try it.’”

His worst bosses had these deficiencies:

• Never seemed to be around when I needed them
• Always asked me to justify what I wanted to do
• Always wanted to know what I was doing
• Often said ‘no, we can’t do that’
• Gave the impression of being distrustful
• Didn’t smile much
• Talked about themselves a lot.

 Would You Quit If This System Was Installed At Your Office?

Microsoft is developing Big Brother-style software capable of remotely monitoring a worker’s productivity, physical wellbeing and competence. The system would allow managers to monitor employees’ performance by measuring their heart rate, body temperature, movement, facial expression and blood pressure. Technology allowing constant monitoring of workers was previously limited to pilots, firefighters and Nasa astronauts. This is believed to be the first time a company has proposed developing such software for mainstream workplaces.

Microsoft submitted a patent application in the US for a “unique monitoring system” that could link workers to their computers. Wireless sensors could read “heart rate, galvanic skin response, EMG, brain signals, respiration rate, body temperature, movement facial movements, facial expressions and blood pressure”, the application states. The system could also “automatically detect frustration or stress in the user” and “offer and provide assistance accordingly”.  Physical changes to an employee would be matched to an individual psychological profile based on a worker’s weight, age and health. If the system picked up an increase in heart rate or facial expressions suggestive of stress or frustration, it would tell management that he needed help. If this technology was used in vehicles to monitor state of driver to enable safer driving and save lives, it could be rather useful. Not so sure about an office.

Doctors and Lawyers, Make Way For The Hedge Funds and Private Equity Firms

As of 2006, nearly 60% of doctors polled by the American College of Physician Executives said they had considered getting out of medicine because of low morale, and nearly 70% knew someone who already had. Make no mistake, law and medicine (the most elite of the traditional professions) have always been demanding. But they were also unquestionably prestigious. Sure, bankers made big money and professors held impressive degrees. But in the days when a successful career was built on a number of tacitly recognized pillars (outsize pay, long-term security, impressive schooling and authority over grave matters) doctors and lawyers were perched atop them all. Now, those pillars have started to wobble.

“The older professions are great, they’re wonderful,” says author Richard Florida.  “But they’ve lost their allure, their status. And it isn’t about money.” The pay is still good and the in-laws aren’t exactly complaining. Still, something is missing, say many doctors, lawyers and career experts: the old sense of purpose, of respect, of living at the center of American society and embodying its definition of “success.”

In a culture that prizes risk and outsize reward (where professional heroes are college dropouts with billion-dollar Web sites) some doctors and lawyers feel they have slipped a notch in social status, drifting toward the safe-and-staid realm of dentists and accountants. It’s not just because the professions have changed, but also because the standards of what makes a prestigious career have changed.

This decline is rooted in a broader shift in definitions of success, essentially, a realignment of the pillars. Especially among young people, professional status is now inextricably linked to ideas of flexibility and creativity, concepts alien to seemingly everyone but art students even a generation ago. Indeed, applications to law schools and medical schools have declined from recent highs. Nationally, the number of law school applicants dropped a 6.7% between 2006 and 2005.  44% of lawyers recently surveyed by the American Bar Association said they would not recommend the profession to a young person.)

Unquestionably, many doctors and lawyers still find the higher calling of their profession — helping people — as well as the prestige and money, worth the hard work. And the stars in either field are still that: commanding the handsome compensation and social cachet. But to others, the daily trudge serves as a constant reminder that the entrepreneur’s autonomy simply can’t be found in law or medicine.

Life for attornies is less like “Ally McBeal” and more like “The Practice,” where lawyers work like dogs in a thoroughly unglamorous setting. Doctors face similar pressure. Complaints about managed care crimping doctors’ income and authority over medical decisions are nothing new, but the problems are only getting worse, several doctors said. Increasing workloads and paperwork might be tolerable if the old feeling of authority were still the same, doctors said. But patients who once might have revered them for their knowledge and skill often arrive at the office armed with a sense of personal expertise, gleaned from a few hours on the internet, doctors said, not to mention a disdain for the medical system in general. And then there’s the money issue. Or rather, money envy. Associates at major New York firms often start at $150,000 to $180,000. Partners at the country’s biggest 100 firms took home an average of $1.2 million in 2006. Hardly small sums, but for many senior investment bankers, bonuses and salaries this year will average $2.25 million to $2.75 million. Doctors rarely approach such heights. While income varies widely, a typical physician might earn $150,00 to $300,000. A surgeon might make $250,000 to $400,000; hot-shot surgeons can earn $750,000 a year, and superstars over a million dollars.

Careers in more entrepreneurial industries like hedge funds and private equity firms follow the ’sky is the limit’ model of the entertainment industry, the Web or professional sports. Kevin J. Delaney, a sociology professor who has studied the culture of hedge funds and private equity firms, said executives there “love the idea of being responsible for their own fate.” They’re going to make a million or lose a million based on the trades they make.

This star-system mentality is particularly attractive to college students, many of whom were reared with the ’80s philosophy that every child was a potential superstar. And they want immediate rewards — not exactly the mentality that will fuel a student through years of medical school, a residency and additional training for a specialty.

Dyslexia Forces People To Master Verbal Communication 

It has long been known that dyslexics are drawn to running their own businesses, where they can get around their weaknesses in reading and writing and play on their strengths. A new study of entrepreneurs in the United States suggests that dyslexia is much more common among small-business owners than even the experts had thought. Julie Logan, a professor of entrepreneurship at the Cass Business School in London, found that more than a third of the entrepreneurs she had surveyed — 35%— identified themselves as dyslexic. The study also concluded that dyslexics were more likely than nondyslexics to delegate authority, to excel in oral communication and problem solving and were twice as likely to own two or more businesses.

“We found that dyslexics who succeed had overcome an awful lot in their lives by developing compensatory skills,” Professor Logan said. One reason that dyslexics are drawn to entrepreneurship, Professor Logan said, is that strategies they have used since childhood to offset their weaknesses in written communication and organizational ability — identifying trustworthy people and handing over major responsibilities to them — can be applied to businesses. Entrepreneurs are hands-on people who push a minimum of paper, do lots of stuff orally instead of reading and writing, and delegate authority, all of which suggests a high verbal facility. Compare that with corporate managers who read, read, read. Only 1% of corporate managers in the United States have dyslexia.

Individuals who have difficulty reading and writing tend to deploy other strengths. They rely on mentors, and as a result, become very good at reading other people and delegating duties to them. They become adept at using visual strengths to solve problems.

Parallel Lessons

• Let Them Cry   Sometimes, no matter how hard it may be, you need to let them cry it out. Whether it’s an employee who wants more of something but hasn’t quite earned it yet or a baby who is overtired and needs to sleep, you can’t always get what you want. As a parent and a CEO, you can’t always give them what they ask for.
• Count to 10   Losing your temper is not a good way to show that you are in charge and worthy of respect. It’s also not a good way to help your staff/child improve. Count to 10 before you react, and think about how a measured response will get you much better results. I’ve found that in most cases when I’m really angry, it’s a very temporary thing.
• Let Them Fail   There are many times when you just need to sit back and watch people fail for their own good. Employees need to botch a sale, sometimes, in order to learn how to do it correctly. Kids have to fall down when trying to stand, walk or ride a bike. If you save either from the mistakes before they happen, you’ll deprive them of the chance to learn important lessons firsthand.
• Carrots, Not Sticks   This is a wonderful lesson that really works with kids. Rewarding good behavior creates a desire to behave well without all the trauma of avoiding pain.
• Be the Boss/Parent   There is a desire among bosses to be friendly with your staff. When push comes to shove, you have to be able to separate as a friend and be the boss. There is a huge difference between being friendly and being friends. Parents are in the same boat — you can love your kids, but you are not their friend. You need to have that separation for times when you need to use your authority.