McKernan, James. Curriculum and Imagination: Process Theory, Pedagogy, and Action Research. New York: Routledge Press, 2008.
Murray, Charles. “For Most People, College Is a Waste of Time.” The Wall Street Journal. 13 Aug. 2008. 13 Jan. 2009
Qualities Employers Look For Career and Community Learning Center, U of Minnesota. 25 Jan. 2009
Robinson, Ryan P. & Doverspike, Dennis. “Computers in Teaching: Factors Predicting the Choice of an Online Versus a Traditional Course.” Teaching of Psychology (2006): 64-68.
Charles Murray in his 2008 article “For Most People, College Is a Waste of Time,” attacks the bachelor’s degree, framing it as a “cruel” and “insane” system that provides few individuals with success. He comments that only a “handful of majors,” tell an employer anything specific about an applicant’s knowledge or skill level. He proposes that the solution to this problem is “not better degrees, but no degrees (1).” Specifically, Murray contends that national certification tests are the best means to show an applicant’s qualifications. He suggests that the CPA exam used for accountants should be viewed as the certification prototype to be replicated by all other disciplines.
While Murray’s point that the current system of degrees is flawed is somewhat valid, his solution seems to have many weaknesses. Firstly, Murray has failed to see any negative effects that will occur if a certification system is established. Secondly, Murray has disregarded some basic truths about how people learn best. Lastly, Murray has seemed to ignore many of the qualities employers are looking for in potential employees.
Murray’s claim that certification tests essentially have no drawbacks at the least invites speculation. For one, certification tests offer barriers to more people than just those “coasting through their years in college (2).” What about those working diligently who know their content, but are poor test takers? What about people with learning disabilities who may not be able to pass a certification test, but are highly qualified for their profession because of their interpersonal skills? What about English Language Learners (E.L.L.) who may have exemplary leadership skills, but are unaccustomed to standardized test formats or questions? Clearly, Murray has overlooked many potentially capable people who would be denied the opportunity to contribute to society because they cannot pass a test. Furthermore, if the poor test takers, students with learning disabilities, and E.L.L. students have to keep re-taking the certification test, the idea that certification tests are more cost-efficient is defeated.
Moreover, Murray seems to paint a picture that if a system of certification tests is put into place, everyone will rush to sign up for online courses and bypass traditional college. While a 1999 study by Peter Jonas and Don Weimer indicates that students in non-traditional accelerated business programs score as well, if not better, than traditional students in business programs at the same institutions (abstract), a 2006 study conducted by the University of Akron shows that students still prefer traditional programs. Specifically, the 2006 study found that “students’ attitudes and subjective norms toward an online course to be relatively negative compared to their preference for a traditional course (Robinson & Doverspike, 67).” Some students do not like how online learning hinders faculty and peer interaction. Still others have anxiety about the Internet and computer use in general (Robinson & Doverspike, 68). Hence, Murray seems to have overlooked the fact that while online courses may be less expensive, many students prefer traditional education. This makes sense when put into the context of Howard Gardner’s Multiple Intelligence theory (1983). For instance, those that learn best by interacting with others would find online learning challenging. And online learning could be problematic for those individuals who are not visual or kinesthetic learners.
Just as students prefer multiple delivery modalities to learn material, employers prefer applicants who are well-rounded and flexible. If students are only preparing to pass a certification test, the chances that they will develop all of the skills an employer is looking for is greatly diminished. A multiple choice and essay certification test can only show one-dimension of someone. Employers are interested in more than just that one dimension. For example, The Career and Community Learning Center of the University of Minnesota, says knowledge is just one of several characteristics employers are looking for in employees. An ability to communicate effectively, to exercise maturity, to demonstrate flexibility, and to be a leader are all just as important as being academically strong.
A look at McKernan’s book, Curriculum and Imagination: Process Theory, Pedagogy, and Action Research, supports this notion of the detriments of preparing people only to pass tests. If Murray’s utopia of national certification tests were to come to fruition, our society would move closer to an uncreative, uniform civilization. Being able to pass tests would take precedence over anything else related to being valuable employees. The ability to communicate effectively, to work as a team player, to be a creative problem solver would become underdeveloped, as students would concentrate on passing a standardized exam.
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