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Dangers of Academic Ghost-Writing

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While growing up, I read mystery novels that told stories about ghost-writers and ghost-writing. Then, I thought ghost-writing was all about writers shadowing important people so they could chronicle important events in their lives. All I knew about ghost-writing centred around writing true stories on people’s lives.

Later, I found out that ghost-writing isn’t just about writing stories on people; it is all about writing things that wouldn’t fetch you any credit, except the money you will be paid. I learnt this when I started writing speeches and addresses for my bosses. That was when I realised that presidents and CEOs don’t have to write their speeches. All they needed to do was to hire ghost-writes and then edit what was written.

But today, ghost-writing is taking another dimension. People still hire others to write their stories and speeches as well as textbooks and novels, which is ok as far as I know. But the one that is gradually taking over the ghost-writing business is what I call “academic ghost-writing”.

Understanding Academic Ghost-Writing

Remember, ghost-writing involves writing piece of works for others and taking no credit for them. A ghost-writer is what he is – a ghost. He’s invisible in all ramifications. He writes what was contracted to him as if he was the client. When the work is done, the client’s name is published as the author. And the ghost-writer, who is the actual author, vanishes into oblivion. Most clients do not even allow their ghost-writers to keep copies of their works. Some don’t allow these ghost-writers to present their works as samples of their creation. These clients assume authorship and seal up any portal that will link those works to their ghost-writers.

This is ok and acceptable in the world of creative writing for so many reasons, such as want of time, expertise and resources. But when students and academics hire ghost-writers to write their academic articles, assignments and projects, then ghost-writing becomes ruinous.

I know people may jump to conclusions by stating that this situation is peculiar to Nigeria, but I am here to make it known that this is a global thing. Yes, we see and hear of students paying other students to write their assignments, tests and exams for them; and we know some projects and thesis were ghost-written; but I know that these attitudes were frowned at and discouraged by academics. In fact, some project supervisors, who suspect their supervisees of hiring ghost-writers, ask that students continue to re-phrase, re-cast and restructure their works until they are sure the work is original. These students may see them as mean but it is all for their own good.

However, things are getting digital these days, so that today it is easier to hire ghost-writers from different parts of the world. This is made possible as a result of internet platforms that bring together academics and students solely for this purpose. These platforms usually advertise openings for academic writers, research writers, researchers and so on. Those that seek for ghost-writers that will carry out location-bound research only hire people that live within that location. Some look for only people in specific fields of learning. Others pick academics based on their highest qualifications and quality and quantity of publications. These platforms can be found in every remote work advertising websites.

Kindly understand that academic ghost-writing is not the same thing as seeking out researchers, who will supply their clients with data which will be used in research. It is also not the same thing with looking for editors, who will point out loopholes in their clients’ works. Academic ghost-writing here is a situation whereby an academic or a student pays someone else, in whatever form it may, to carry out studies and research, structure them, outline the paper and then write them. After which the client will assume full authorship for a paper the content of which he didn’t know how it was arrived at.

Dangers of Academic Ghost-writing

I know many people benefit from these transactions but I believe this may have negative effects in the long run if it is not curtailed. I’ll try as much as I can to state the side effects of hiring ghost-writers for academic works.

  1. Plagiarism

This is the commonest problem associated with academic ghost-writing. Plagiarism will be almost impossible in situations where the writer tells stories of someone’s life or writes speeches for specific occasions (except in the few embarrassing instances we witnessed in Nigeria). But in academic works, plagiarism is high. This could be linked to the fact that academics accept and write papers on areas of their specialty. And when they are to write on the same subject matter for two or more different persons, they will be tempted to simply twist some words and phrases and then push out the works.

Cases such as this have been witnessed in academic project defences, where two or more students wrote almost the same content but with modified project topics, or where students copied an existing project verbatim. In most cases, investigations reveal that the affected students used the same ghost-writers. Well, they pay the price by having their works cancelled.

  1. Half-Baked Graduates

This stands to be debated because I know a lot of people argue that it’s not a must that students need to write their assignments and projects before they become good in their fields. In as much as I know that empirical study can show this as true, it is still worthy to note that one of the things expected of a student is to be able to outline his assignments and then write them analytically. If a student finds it hard to study a phenomenon, read up past works on it and analyse his findings, then I don’t see that student graduating as a professional.

  1. Recycling Information

As I always tell my students that when one thousand students are given the same assignment, the lecturer expects to see one thousand new ideas. But in a situation where the one thousand students decide to use ten ghost-writers, only ten ideas will be projected.

This is more noticeable in the cases of dissertations, where topics that have been in existence for donkey years were written over and over again and the same results are given. The effect of these is that we have so many hands that would have helped to solve the world’s problems, but because these hands entrusted this responsibility to just a few people, the same old solutions are used to solve new problems.

  1. Unprofessionalism

This is more pertinent in the case of academics hiring ghost-writers to conduct research and write their academic papers. As a lecturer, I have been approached by several colleagues, who wish to pay so I could include their names in any paper I wanted to publish. These people are only interested in getting their next promotions and never bothered about professionalism nor knowledge acquisition. By the end of the day, we have so many top academics, who have little knowledge of their fields because they have not bothered about conducting research and publishing them.

Don’t get me wrong. I’m not kicking against people seeking help from academics across the globe in doing their assignments and other academic publications. My take here is that the whole work shouldn’t be left to ghost-writers to perform. The essence of academic works is to acquire further knowledge, which will be lost if academic ghost-writing is allowed to get out of hand.

Focusing On What Matters

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Over the years, the singular issue that confronts most young people is “how do I get out of the meanness of the circumstances of my birth to achieve greater milestone, greater happiness, more contribution to humanity, fulfilment.”

If we’re sincere to ourselves, we’ll agree that this is the central reality that underpin our daily efforts as youths.

I do believe that we as young  individuals can really do something to make life worth living and fulfilling, not just only for ourselves, but also for those around us.  And I believe that there are no quick fixes to building a solid foundation that supports our progressive advance in life and works.

The surest way through which we can improve our lots, if we’re serious about the milestone we seek to attain in our lifetime, is to develop undying appetite for the following:

  • • Consistent Discovering of our knowledge and skill gaps, that needs filling, as we move along;
  • • Persistent learning, through books, other publications, seminars, from colleagues, mentors, great leaders and role models… to close those gaps;
  • • Undying commitment to actually taking reasonable actions.

It’s important to remind ourselves  that not every deed  we do  along the way, that may produce the target we’d hoped to attain by doing those deeds. But every step we take certainly take us a little away from our challenges. And every step we take can help us to see what we can do next.

However, If we know so much and we don’t border to apply them, there will be just no way to actually figure out what works. It’s through ‘doing’ that we get to know what does or doesn’t work. It’s through actions that we get to grow.

If it’s taking years to figure out how you can get past your present life dilemma, you must remember that it actually takes a lifetime to get past the cares of life.

Thanks to Ms. Hyacinth who said “… A four year degree earned after seven years, is still a degree…”

This should make us focus on solving our problems instead of counting how long it’s taking to get done, the things that make our lives better.

The priority should be, at first, to start. As we grow, we’ll have the need, and necessarily take steps, to becoming more efficient at what we do.

I’m a young man. I live in the reality of the challenges of youths. I believe in the potentials of youths.

Stay or Go: Accepting a Counteroffer After You have Submitted Your Resignation Letter

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Once you’ve announced your intentions to leave your present employer, its of no doubt that your loyalty will always be in question regardless of long and much value you have put in at your present organization. As tough as it can be, you should be prepared to accept reality. This article, co-authored by Hansel explains how.

For starters, you might think about what a ‘counteroffer’ is or entails? A counter-offer is an offer from your current employer to rival the one you have received from your future employer, to convince you to stay.

Counter-offers can take many forms: a straight increase in salary, additional company benefits, a sought-after promotion or new job title, additional responsibility, a change in role, more involvement in projects that interest you—or any combination of these.

The Need for A Counteroffer

From looking for a new challenge to career advancement, a desire to work with newer technology or within an organisation where they can contribute and feel valued, people are prone to change jobs for a different range of reasons.

Why then would a pay rise, new job title or additional benefits be anything other than a superficial tactic to convince you to stay? If you receive a counteroffer, it’s worth considering the reasons why you initially looked for a new role to begin with. They must have been serious and genuine since you not only looked for a new job but applied, were interviewed and accepted a position elsewhere. These are not the actions of someone satisfied in their current role. Having prepared yourself both mentally and logistically for a move for so long, a counter-offer can easily throw you off-balance and put your plans in disarray; they can be a real spanner in the works.

The decision to leave your job is never one taken lightly, so when you’re presented with a counter-offer you should keep a clear head, take a step back and consider all your options.

Here are some reasons why an employer might want you to stay:

  • Finding a suitable replacement will be expensive.
  • It will mess up their budget to re-recruit that time of year.
  • They have not got time to re-recruit right now.
  • They want to have you cover while they hunt for your replacement.
  • They want you to finish the project you are working on.
  • They don’t have the time to train someone new at the moment Losing staff might reflect badly on your employer.

The cold reality that your employer doesn’t see, is that keeping you on because your skills are indispensable to the business is only one of many reasons employers issue counter-offers. You’ve made it clear that you don’t see your long-term career progressing within this organisation so you’ve got to think about whether this will affect your employer’s decision-making when considering future promotions.

You’ve got to also consider the possibility that your boss will start planning for your replacement as soon as you accept the counteroffer. If they’ve got someone waiting in the wings for when you next decide to look elsewhere this could cast a shadow over your everyday routine, in turn affecting your performance and overall satisfaction.

The Dilemma: Should I stay, or should I go?

Well, ultimately that’s your call. When making your decision to accept the counter-offer or not, remember above all to put yourself first. Don’t concern yourself with feelings of guilt or loyalty; your employer certainly doesn’t think this way.

Once you’ve removed emotion from the decision making process assess with a clear mind whether the counter-offer meets the concerns you had or the fulfillment you sought when you first decided to leave the job. If it does then great, you might not have to leave after all.

Conclusion

Do not let an unexpected counter offer stop you in your tracks. Take it in your stride, thank your employer for the opportunity and reaffirm your intention to leave.

Credit: Hanny Talker

Communicate A Greater Purpose

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In business, it is always easier to execute a new, hard and great mission than a marginal one. Men and women easily sign up for things which are GREAT than things which are ephemeral. Yes, it would be easier to execute Tesla mission than another typical car company like Ford or Peugeot. While great people will line up for Tesla, many would be unresponsive for another Ford or Peugeot company!

At different levels, a Call to Mission requires extremely committed people. Even in your business, you must have that capacity to find and recruit people that can help you execute a great mission. You must prepare them. Equip them. And push them to come and get glory.

As a founder or project champion, that is your challenge. When no one wants to work with you, it means you could be trying to solve a mundane problem. Sure, you are fixing a friction and you are solving a business problem in the market. Nonetheless, it is not challenging enough to inspire the best you need to help you execute. If you have that talent paralysis, you may need to go back to the drawing board. Yes, you need to distil the vision further. That is the only way you can get believers for the mission.

When Mark Zuckerberg says he wants to “bring the world closer together“, via Facebook, he has put a great vision. It is certainly new and it is worthwhile. The newness and hardness are not necessarily a function of technology, but rather the aspirational quality of the mission at hand. When Google says it wants to organize the world’s information, it has something many people, across generations, would commit to help it execute.

In our age, you can sign up a whole village if you say you are going to the moon. But if you say you want to dig the ground, many will not show up. Going to the moon is new and harder; men and women would be inspired by that possibility. Digging the ground is easier and stale; few people would want that. The best talent would congregate for the moon business while the digging ground one will struggle. Do hard but great things, and the best will like to work for you!

It is counterintuitive – founders who typically succeed are those who go out for new and hard challenges! They easily mobilize the world to execute what they want done. The other founders (who play safe) struggle to find believers, and they typically fail because the best do not want to work on marginal problems.

The deal is clear: find a way to communicate a greater purpose with passion so that people can join to help you. I want to “unite African payment” is far better than I want to have a “platform for people to pay”. I want to “help people live fuller and healthier lives” is better than “I want to build a clinic”. That distillation anchors many things, and you must get the right message for your startup. You need that, if you want the best to wear your company badge.


Culled from Written Materials of Tekedia Mini-MBA Week 2

Week 2 Session

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Notes: As requested, we have created a LinkedIn page for this program for members who plan to add it in their profiles. The page is here. Again, do not use “MBA”; always add the “mini” in front as this program is non-credit and certainly not degree-awarding. We’ve updated the Written Material for minor typos (Figure […]

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