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My dissertation examines how slam poets in Madagascar have forged a novel form of public discourse that emphasizes both freedom of speech and accountability for one’s speech. This illuminates broader questions about how speakers determine what kinds of speech are possible and appropriate in various contexts, how they perform authority, and how they anticipate and manage the consequences of their speech. Slam—a performance poetry competition created in Chicago in the 1980s—has become a popular social movement around the world, but in Madagascar it has flourished in a context that includes pre-colonial genres of verbal art that are central to everyday life and to politics. In many of these genres, public speech has long been reserved for elder men. Slam’s insistence on “free expression” thus constitutes a radical break from long-standing notions of the social roles and risks associated with public speech. Treating the concept of free speech as historically and contextually specific rather than abstract and generalizable, my dissertation shows how Malagasy slam poets balance liberal discourses of individual freedoms with notions of responsibility and accountability, dialogic authority, and embodied relationality.
The excerpt below from page 99, then, is not particularly representative of the rest of the dissertation. It’s a bit of a historical interlude that sets up some of the core issues that I examine later in the chapter, so I return to these ideas about linguistic difference and language politics but without this level of historical detail. Most significantly, this excerpt stands out because it doesn’t reference any of my own fieldwork research, or even mention slam poetry at all. Most other sections are based around ethnographic vignettes, poems, and interviews. But this historical section is critical for understanding the heft and significance of contemporary language politics—the dominance of “official” Malagasy (based on the Merina dialect), and the sociopolitical valences of French versus English. This history is critical to understanding the imbrication of language and public speech with contemporary social inequalities and political and economic networks of power.
from page 99:
[…] The British were eager to forge an alliance with the Merina Kingdom, which in turn was eager to further its control over the rest of the island. As Velomihanta Ranaivo’s (2011) history and analysis of language politics shows, the British support of the Merina Kingdom in developing formal education was structured to train the children of elites in the Highlands. She writes that the emergence of Malagasy as a codified language based on the variety used in the Highlands fits into this logic of subtle domination. It establishes the development of the monarchy via church, school, and press—the favored channels of communication and the diffusion of ideas. This domination is systematically worked from the inside using the existing machinery, which had been progressively transformed within a kingdom in full expansion since 1787, long before missionary incursion. (Ranaivo 2011: 72, my translation)
In 1835, the Merina Kingdom’s reigning monarch, Queen Ranavalona I, began a violent campaign of repressing Malagasy Christians, prompting most missionaries to leave the island and bringing an end to the U.K.-Madagascar alliance forged by her predecessor and husband, King Radama I, and to the evangelization of the country. It also likely enabled the French colonization of Madagascar in 1894: with the British gone, France saw an opportunity to invade. They struck a deal with the British in 1890, in which they ceded Zanzibar in exchange for Madagascar. From a less-than-equal partnership with a foreign power, in which Britain had the military and economic advantage over Madagascar yet recognized the sovereignty of the Malagasy Kingdom, the nation was thrust into more than 70 years of forced labor, extreme poverty and famine, massacres, violent repression, racialized debasement, and cultural and linguistic subjugation.
To speak of the linguistic context of Madagascar today, we must remember that “Malagasy,” while technically one single language, is in practice a catch-all term for a wide variety of dialects. One study found that Bara children in the South do not understand the Merina dialect (Bouwer in Larson 2009: 34), yet Larson nevertheless concludes that dialectal differences are “weak” and “never a hindrance to mutual comprehension” (idem). Larson does not provide evidence for this claim, nor does he expound on what constitutes “comprehension,” a concept I address in Chapter 3. […]
Hallie Wells. 2018. Moving Words, Managing Freedom: The Performance of Authority in Malagasy Slam Poetry. University of California, Phd.
Hallie Wells is a sociocultural and linguistic anthropologist whose work engages questions of public speech, media, performance, and postcoloniality. She was a 2017 Mellon/ACLS Dissertation Completion Fellow, and completed her PhD at the University of California, Berkeley, in 2018. You can reach her at halliewells@berkeley.edu.
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by Ilana Gershon
Job Application Forms
The military introduced this as a widespread practice starting in 1917, when the Committee on Classification of Personnel in the Army developed forms to standardizing practices for evaluating soldiers. Initially these forms were called application blanks, and were intended to accompany a cover letter that was supposed to be tailored to that particular company. (Thelen 1998: 64) Prior to the resume and application blank, cover letters could be more generic, but in the 1920s, authors offering job advice began encouraging applicants to write a letter addressed specifically to that company, and ideally, to a specific named potential employer.
Thelen, Erik. 1998. “The Evolution of the Application Letter in America: 1880-1960.” Phd Thesis. University of Wisconsin-Milwaukee.
Informational Interviews
The first mention of informational interviews that I can find is in 1975 – the first volume of Women’s Work suggests that women conduct informational interviews about the jobs in which they might be interested.
Behavioral Interview Questions
Tom Janz introduces this approach at a conference in 1977, but only addresses it in print in his 1982 article “Initial Comparisons of Patterned Behavior Description Interviews versus Unstructured Interviews.” in the Journal of Applied Psychology 67(5): 577-580.
Structured Interview Responses
In 1986, Tom Janz had published his book, Behavior Description Interviewing in which he recommended that people deploy the SHARE Model to structure their answers when responding to a behavioral interview. Over time, this has morphed into at least two other acronyms that I have come across during my fieldwork – the STAR model and the PSR model.
The SHARE model:
S Describe a specific Situation.
H Identify Hindrances or challenges.
A Explain the Action that you took
R Discuss the Results or outcome
E Evaluate or summarize what you learned.
PSR Model – I found this more on the West Coast
Problem
Solution
Result
STAR Model – I found this more in the Mid-West and on college campuses
Situation
Task
Action
Result
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By Ilana Gershon
Since people weren’t using job ads to find applicants or positions until the mid-1880s, what did they turn to? They ended up turning to intelligence offices, which managed a number of different tasks, including staffing, finding lost animals, branding animals, providing information about how commodities were doing in the marketplace, or information about commodities that are rare or unusual, and also serving as a pawn shop. The first ad for an intelligence office I could find is James Hulme announcing in the Pennsylvania Gazette that he has successfully set one up in 1774. By 1812, people were writing op-eds to New York City newspapers criticizing intelligence offices for placing servants and then luring them to another position by delivering tempting flyers about a new workplace to the servants’ workplace only a few days after they were placed. From this critique, it seems clear that in 1812, both job seeker and employer paid the same amount (50 cents) to be matched. The intelligence offices became such a problem that the NY legislature passed a law on February 4, 1822 insisting that intelligence offices required a license in an attempt to regulate them. Other states soon followed – scurrilous intelligence offices was a concern for state legislatures for many decades, and various states experimented with ways to regulate the private employment offices. It did take a while, however, for dictionaries to acknowledge this institution. Webster (in 1884) defined intelligence offices as “an office or place where information may be obtained, particularly respecting servants to be hired.”
By the time the Webster dictionary started defining intelligence offices, employment bureaus which were free to the job-seeker had already been well-established. In the 1850s, the New York YMCA branch offered services similar to intelligence offices, hoping to help the young men who were boarding at the YMCA find jobs. In 1866, the Chicago YMCA became concerned that Civil War vets were having trouble finding jobs when they returned home, and hired a man to work full time on job placement, and in 1875, he had placed 4,000 men that year alone (Hopkins 1951).
Starting in perhaps the late 1880s, the widespread distrust of private employment bureaus sparked an interest in having government-run employment bureaus. The Colorado Bureau of Labor Statistics in 1887-1889 publishes the first official statement advocating for government involvement in labor exchanges (Sautter 1983: 375). But this attempt did not succeed in the Colorado state legislature. Instead, the first government agencies were established in Ohio in 1890, in part because the Ohio Labor Commissoner was so impressed by Parisian employment bureaus, and was able to persuade the Ohio legislature to create agencies in the state’s five biggest cities (Sautter 1983: 382). While in Ohio, the government-run employment agencies were relatively successful, other states found it more difficult to serve a wide range of clients well. The New York agency closed in 1906, after being open only 10 years, in part because it had devolved into only helping workers in domestic service. At the time, there were over 800 commercial employment bureaus in the city. Unions, meanwhile, were suspicious of these charitable and government bureaus, and believed that part of their function was to help employers easily hire strike-breakers.
References
Hopkins, Charles Howard. 1951. History of the Y.M.C.A in North America. New York: Association Press.
Savickas, M. L., & Baker, D. B. 2005. The History of Vocational Psychology: Antecedents, Origin, and Early Development. In W. B. Walsh & M. L. Savickas (Eds.), Contemporary topics in vocational psychology. Handbook of vocational psychology: Theory, research, and practice (pp. 15-50). Mahwah, NJ: Lawrence Erlbaum Associates.
Sautter, Udo. 1983. “North American Government Labor Agencies Before World War One: A Cure for Unemployment?” Labor History 24(3): 366-393.
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by Ilana Gershon
American newspapers carried announcements about jobs from as early as 1705. The first job ad I found was in The Boston News-Letter, asking for a “single able man to drive a team in Boston.” (March 4, 1705; issue 98; page 4). A few job ads appeared in every newspaper, but they were clearly outnumbered by the other ads announcing goods or land for sale, or runaway indentured laborers or slaves. In a newspaper filled with approximately 400 ads, there might be 4 ads about hiring someone. And these ads were as likely to be ads in which the person was seeking a position as much as an employer looking to hire. Most of the job ads until around 1750 weren’t even what we might consider proper bjob ads. They advertised indentured servants, asking if anyone wanted to buy their time. It wasn’t until around 1825 that newspapers began to carry a substantial number of job ads. A few years later, ads began to run for factory workers.
People tended to advertise for apprentices, cooks, maids, and wet nurses. Women were as likely to be requested or advertise themselves as available in a newspaper ad as men, although it was always clear which jobs could be filled by women and which by men. Around 1785, jobs ads began to discuss whether the applicant should be black or white, and black people might also be likely to advertise that they were looking for a position. In 1790, George Washington, or at least “the family of the President of the United States” advertised that they are looking for a cook and a coachman.
Around the 1830’s, newspapers began to clump ads together – beforehand job ads would be scattered throughout the newspaper, interspersed with everything else being advertised. Clumping was not adopted uniformly, and it wasn’t until 1856 that newspapers began to reliably have “help wanted” and “situation wanted sections.” At some point around 1856, newspapers began to split the help wanted section based on gender – lumping ads for help-wanted females or situation-wanted females together, as well as help-wanted males or situation-wanted males. Given how gender specific jobs were at this period, the division isn’t surprising at all. This however didn’t happen in all newspapers at the same time, and indeed, ten years later, newspapers such as the Providence Evening Press still hadn’t adopted this way of classifying ads. Once established, this division was a practice which would continue until the Civil Rights Act legislated against it in 1964.
There are a few other things to note about what early job ads can reveal about how information about jobs circulated in those days. Until around 1795, employers did not suggest being contacted directly. Instead applicants were supposed to ask the Postmaster about the job details, or ask the printer. After 1795, job ads often mentioned exact street addresses where named people could be approached about the job. Recommendations were occasionally asked for – sometimes employers wanted an applicant to be well-recommended, sometimes a job seeker promised that he or she came with good recommendations. While recommendations weren’t discussed much until the early 1800s, between 1800 and 1805 it became commonplace for employers to insist that servants come with good recommendations. But that was the only thing asked for – there was no mention of resumes or interviews until much much later.
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by Ilana Gershon
Job Advice I Was Surprised to Find in the 1920s
In 1917, employers were paying for employee referrals – I had no idea that this practice has been so longstanding. (Baer 1917).
As early as 1921, Kilduff in his job advice manual was strongly encouraging job-seekers to contact the hiring manager directly whenever possible, and circumvent the employment personnel bureau – which is what HR was called in those days. People have been trying to get around HR since 1921!
While every job advice manual I have ever read recommends some form of networking (although the earliest mention of “networking” as a verb I can find is in 1977), this practice wasn’t very highly valued in the 1920s. In 1921, Norman Shidle warns prospective job-seekers not to rely too heavily on their personal connections. “The help of friends and relatives should not be ignored when you begin to seek a position, but such persons should not be relied upon as the main source of a job.” (Shidle 1921: 4) He is concerned that depending only on one’s social network will lead people to take the job that is most conveniently available, and not the one best suited to their temperament.
References:
Baer, A. K. 1917. “How We Lifted Hiring Out of the Rut.” In Handling Men. New York: A. W. Shaw Company: 9-12.
Granovetter, Mark. Getting a Job: A Study of Contacts and Careers. Chicago: University of Chicago Press, 1974.
Kilduff, Edward. 1921. How to Choose and Get a Better Job. New York: Harper and Brothers Publishers.
Shidle, Norman. 1922. Finding your job: sound and practical business methods. New York: The Ronald Press Company.





