Should have created a massive change in the company by now, right?
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I thought they were handcuffed for 5 years after CVX foots the bill for the MBA
I knew one of the Rice ones... he went to FB and doubled his salary.
More knowledge and training is better than nothing. And whoever gets a rice degree also should feel very lucky. But we need to make it easier for anyone to receive at least some type of education assistance so people can get higher degrees. They don't have to he expensive fancy all paid degrees, but we should want an educated workforce
@1opa, nice hypothetical, but you didn't answer the question - did we get anything out of the MIT experiment other than some bloated egos? (I, for one, see nothing)
@1elz world class talent will not come to an oil company, they go for NVidia, Google, Microsoft,in other words, why the best mind should come to a max 300 billion $ market cap company where the company value would most definitely go down in the next 20 years instead of going to a Trillion $ market cap company with better pay, better bon, better benefits, and better ling term market cap appreciation, oil companies are in the death spiral, similar to tobacco and coal industry [40 years ago], did any bright talent went to any of those industries? It is that simple!
@1opa: Ok, but I have to ask why a fortune 500 company needs to play the lottery to get ahead (a su-kers bet?). Why not search out world class talent to hire and build internal community of practice networks to grow talent internally (i.e., the Chevron way pre-"transformation").
You need to look at these as a lottery, sometimes you can get a bright mind to come out of these program with amazing idea, the expectation should be low in general, but if it happens, it pays off for all the rest of investment.
Anyone with half a brain would understand that you can't confuse someone who took 12 or 18 months of crash courses (i.e., Chevron's wunderkind) with someone with a bona fide degree in the same field (i.e., our competition). I'm actually surprised MIT would associate with such a Dollar Tree approach to education, but I guess they need the money. 4 years into the program, it's an utter failure, other than inflating the egos of mostly CTC prima donnas. To date, no impact on reserves or operations.
Another failure because it does not focus on individual's who have already demonstrated strong potential for numerical studies. There is a misguided idea in management that everyone is equal (interchangeable), rather than recognizing the need for life time learning. Those that demonstrated high numerical aptitude throughout k12 and college are the ones most likely to impact the future in this space.
From what I have observed the ones (not all, but many) that are going through those programs are the “wanna be hi-pots”. Some truly are high potential, but many are not and view this as the “big thing” to “finally get ahead” and distinguish themselves from the rest (to the point it’s been observed in meetings of folks introducing themselves as MIT program grads… yikes)…. They are on the outside looking in so to speak in this elusive “hi-pot club” and are desperate to join and so view this as the ticket to do so…. Getting an additional degree that your manager could doesn’t care about while taking a year off work from delivering what they are actually interested in does not seem like a sure fire way of distinguishing yourself… and that is the mentality for the most part of this group and exactly why we have seen no results… too much emphasis on trying to achieve what makes them look good and not enough on delivery for the company… which would actually make them look good.. assuming they are interested and going for that sort of thing… just my two cents.
bwaa haaa ha, them and the rice ones - any of them getting TCO on time or on budget?