Month: July 2020

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Instructions for creating a blog post with embedded links and files

For the research portfolio, you will be submitting multiple documents all in a single post. Please follow these instructions to get everything in there so that it’s easy to read.

Your Unit 2 research reflection (answering the prompt on the assignment sheet) will be the body of the post–just create a post as you usually would on the blog.

  • Title your post with your name and “Research Portfolio”
  • Categorize it as “Research Portfolios”
  • Tag it with [your name], “unit 2,”  and “portfolio”

Add these PDF file attachments within the same post:

6 different annotations (please post them individually, so I can easily see what’s there)

Your supporting materials: focusing flowchart, complicating your research, and Rounding out the conversation exercises (the same things you submitted on Bb, but saved as  PDFs and attached here)

Here’s how to do this:

  • make sure your documents are saved as PDFs (this makes them easier to read because they will just open without a download)–you can do this in Word or Pages or Google Docs in the “Save As” options
  • make sure you’re using the regular text editor window on Expressions–what you see when you click +New -> Post (so that you have full functionality)
  • when you’re ready to insert your files, click on the “Add Media” button
  • you’ll have 2 options–“Drag files anywhere to upload” or “Select Files.” Choose “Select Files”
  • Choose the first file that you’re uploading–then you’ll see the Attachment Details menu on the right side of your screen.
  • Name the file using the Title box in that Attachment Details menu–choose something usable and easy to understand like “Annotation 1.”
  • Click the blue “Insert into post” button on the bottom right–this will take you back to the regular text editor window, where you’ll see your file as an embedded link, listed by the title that you gave it

Repeat this process for each of the file attachments (there should be at least 9 attachments–6 annotations and then 1 for your focusing flowchart, 1 for complicating your research, and 1 for Rounding out the conversation)

Add this embedded link: 

link to your Research Plan post (updated if need be to reflect current direction of your project)

Here’s how to do this:

  • Locate your Research Plan post on the blog (this was due back on 7/5). If it doesn’t reflect the direction you’re currently heading with your research, please add a comment to the original post that explains what you’re doing now. Go to this post (not just to the list of posts), and copy its url. You’ll need that for the next steps.
  • Working within the same text editor window as the above process, click “Add Media” again–you’ll see the same screen you were just on
  • Click on “Insert from url” in the left menu–a box with “http://” will appear on the screen
  • Paste your url into that box (note that you might end up with two “http://”; delete one if that happens)
  • Enter a usable name into the “Link Text” box–something easy to understand like “Research plan”
  • Click blue button “insert into post” on the bottom right

If you have any questions, please don’t hesitate to ask!

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Week of 7/6 – Discussion

  1. One article I’m looking to add to my research portfolio is called “Linguistic Diversity in the International Workplace.” In his article academic researcher Dorte Lonsmann explains what language ideologies are and the dangers it can develop into such as leading to issues of exclusion and language competence. He goes onto describe this in six written sections that draw varying forms of attention to a type of diversity that is underrepresented and should become more characteristically addressed in the workplace. Adopting an ethnographic approach for research, Lonsmann evaluates a modern international company in the context of Denmark observing and surveying employee’s language differences.

The article is useful in reinforcing the research I’ve previously done given its findings apply in a different international environment (in short that there is an essential connection between language and individuals and failure in recognizing this can inadvertently have consequential effects on performance). Similarly, Lonsmann’s ideologies explain individual behaviors through insider-outsider group relations, status perceptions, and social identity which overlap with many of the articles we’ve read in the past. Lonsmann also identifies the gaps of research there are which his current study is designed to better address by revisiting initially perceived diversity conceptions. Lastly, the article’s best strength is in the extent/intent of inclusivity by surveying the companies employees at all organizational levels (adding more voice to support the perspective of why we should care on the issue).

3. Being an architecture student this week’s readings fell right in my line of interest. There were a lot of illuminating points made between the news article and reader responses which quite frankly are seldomly touched on in school. Sexism being a product of design, particularly in the layout of a floor plan, caught me by surprise however after reading the numerous sources I began to empathize with the given perspectives.

To add a bit of background to this discussion, I’d like to share that the architectural industry has increasingly expressed the inequalities and gender gap between men and women architects. The career path and work to obtain an architectural license is especially difficult and significantly lower for women. When you consider gender roles, wage differences, power structures, award recognition, etc. it becomes more evidently clear why the system is unjust. Architect Denise Scott Brown probably best sums up this in this short video clip which can add more scale to the issue. Its also been the reason more organizations have come together to support practices led by women and host forums to openly discuss this.

The reason I share this is that the article noted all the floor plans from the study were designed by men.  While this a credible facet, I don’t think the article accurately represents the issues at large (which might suggest placing all responsibility on men i.e. one-group fits all). One reader added,

“I should also mention that a woman designed our office, and I think she did a wonderful job. I don’t think this issue is a product of open office plans, I think it’s an issue of entitled, sexist men being unwilling to evaluate their own behavior and how it impacts their women colleagues, and an issue of companies not challenging this problem beyond just sticking a page in the HR manual about sexual harassment”

I found this response from Lauren best describe the nuanced reality of the situation. The problem is when people don’t hold accountability for their behaviors and when those in management positions don’t use their power to enforce anything about it. This is an issue of communication and a lack of better understanding others points of view. Being more conscious of our actions is a place to start, but that can only begin with a conversation on the subject matter.

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Discussion Prompts Week of 7/6

  1. The first source I’d like to do an annotation on is an article titled “Why some principals say screening students can actually help schools hang on to diversity.”  Throughout the article, the author argues how the entire screening process can actually increase diversity rather than past beliefs that argue how it actually hinders it. Using statistics and quotes from faculty and staff of various schools, the author does a great job at getting his point across to the reader. One principal said it was difficult to ensure diversity through screening because the city doesn’t provide the schools enough information such as the socioeconomic status of the student. However, the process can still be integrated to help diversify schools. I feel that the incorporation of the quotes helped the article flow nicely and the quotes raised interesting questions. One of them being what factors do schools priories the most when trying to diversify schools better?

This article raises the question whether screening is good or bad for schools. I am going to use this source to argue why it can be beneficial and use another source I found to show why it may not be. I feel that it is important to show both sides of it because it is a heavily debated topic. I would also like to show how beliefs may be different across different types of schools and depending on where it is. This article also includes the importance of diversity and why it is so essential in schools. I want to show why diversifying the education system is important so this source helps with that.

2. The section under the subheading “A lack of privacy makes anxiety worse” intrigues me because I feel like I can resonate with it. Just from prior experiences, I tend to feel more comfortable doing work while no one else is watching or judging. When people are, I feel pressured and as a result, makes the work lesser quality because I just want to get it done as fast as possible. When I am by myself, I have the time to think through and hopefully produce better work. The author is doing a great job at explain responses by people to then prove her points. The author is explains how women tend to be more comfortable when they aren’t in a large open spaces and how there are often places they go to settle down a bit and avoid all the eyes on them. The author uses the responses and builds upon her argument which is really effective.

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Discussion 7/6

  1. In an article titled ” More talk than action: gender and ethnic diversities in leading public health universities” which explored the discrimination faced by minority women in the workplace. The article explores the lack of women in high level positions because of their race and gender. It addresses how changes could be made in modern day workplaces to help decrease the pay gap and expose some of the racial inequality these individuals are experiencing. Although some women find themselves in senior positions it is noted they only maintain these roles so each company can reach a certain quota. However it argues that race and gender shouldn’t play such a monumental role in the hiring process and that an applicant should be viewed solely by their skill and not by their characteristics.

This article is important because it features the voices of students at public health universities and how finding high ranking positions can be particularly hard for minorities. It provides an important aspect when viewing the future world of college students and how applicants are sometimes judged not only based on their abilities. I think this piece will be important because it shows how ones livelihood can be affected by certain prejudices placed in the world. If we can address these problems even earlier in the education process we can help young minorities get the opportunities and positions they deserve.

3. Of course some might object that having an open floor plan leads to less work productivity. Although, I concede that being constantly watched by others might make you more determined to get work done, I still maintain that having an audience only makes you self conscious about your work and hinders the quality and speed at which its being done. One thing the author fails to talk about is that when people are constantly looking at the work you are doing and harshly critiquing your assignments you are unless to complete the tasks as well. I also feel anxiety when people can see the work I am doing and wondering whether it really measures up. I feel that these expectation only shelter negative effects on each worker and won’t ultimately lead to success.

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discussion post for week of 7/6

  1. In a secondary source titled “Disability Inclusion–Moving Beyond Mission Statements” the authors provide statistical evidence for disability inclusion and detail where work should be moving in terms of inclusion. The first few paragraphs address barriers that companies may face in regards to moving to a more inclusive environment. One barrier they speak about is the policy and institutional ones. The authors provide evidence of legal Acts that are in place to protect those with disabilities and further, enforce the idea that all employees are entitled to a suitable work place. Which further raises the question of why do not most workplaces have all inclusive areas. Another barrier they address is the training and hiring process, which is exposed to be selective in the world of ability and disability.  The lack of those with disabilities in the workforce creates a harder advocacy for those who want to join the workforce as, the authors state, they do not see enough representation of their identity. The authors write this article in their opinion, and end with the expression that these barriers are easy to change and must, for a more inclusive environment.
    I plan to use this source to emphasize my own opinions of disability inclusion in the workforce, and to counter points that may include how it would be difficult to create an universal design and how many hold the opinion that those with disabilities can not perform the same. This article uses the importance of historical policies already set in place, and the ability that institutions have to make a change to convey the message of an universal design. I plan to use this source in that way, to further develop the center of my paper.

3. What I would inject into the discussion is the idea that in an open office type set up, it allows for more scrutiny than just your coworkers. For example, the Barnes indoor pool has a glass window that onlookers can look into the pool and observe the new area. However, this opens up the door for increased scrutiny and pressure on the guards and those who supervise. You would think that this would be a positive, however it leaves guards under immense amounts of pressure. I myself have gotten in trouble for touching my hair and crossing my legs up on the stand because someone walked by and assumed I was not paying attention and doing my job. Although many may think that this would be good and constructive criticism is appreciated, however it leads for many to lead blindly and draw conclusions. While Schwabb already discusses anxiety in an open office, I would further her point by adding the pressure of the onlooker. Outside criticism leads to those who know how to do their job to second guess their abilities, because a wandering eye or a passer by-er did not believe they were. Privacy would enable the worker to focus on their work, without questioning their sitting position, the break they take to sip their water or feeling the pressure from the outside.

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Discussion – Week of 7/6

Caroline Heldman’s Protest Politics in the Marketplace: Consumer Activism in the Corporate Age is a comprehensive look at how consumers have attempted to use the power of choice in the marketplace to drive social and political change for centuries. Using examples as varied as The Boston Tea Party and Occupy Wall Street, Heldman breaks down consumer activism across multiple eras, each with their own methods and goals. Featuring chapters which focus on social and economic justice, environmental and animal rights movements, gender and LGBTQ rights, and conservative causes, Protest Politics in the Marketplace provides a well-rounded perspective on the various drivers behind consumer activism. Heldman then wraps it up by discussing the varying success rates of such activism,  and shares her perspective on what factors will need to be in place for real change to come about.

Protest Politics has been an incredible resource for me as I work this project. I went into this thinking about “cancel culture”. Heldman’s book has been the start of broadening my perspective beyond the recent trends on social media, and to think more about the various types of protests. I’m now not only thinking on what the motivations might be, but also on how companies are using consumer activism to create a competitive edge.  Certainly not where I started, but a fun journey nonetheless.

Until COVID-19 forced us all to work remotely, I too worked at an open-concept office. One of the things that struck me as I read the responses to Schwab’s article was whether, as a cis-white-male, I had ever been guilty of making a co-worker feel like some of those who had written in. As someone who was diagnosed with Attention Deficit Disorder, open-concept offices are filled with reasons to look up from your work. Dozens of women walked past my desk everyday, and the movement would just about always make me look up. Did those glances make some of my co-workers uncomfortable in any way? I hope not, but as became clear in response after response to the Schwab article, it’s likely that I’ll never know.

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Discussion week of 7/6

1. An article that stood out to me when conducting my research was “The Impact of Method, Motivation, and Empathy on Diversity Training Effectiveness” by Alex Lindsey et al, which examined diversity training methods. These methods of diversity training are perspective-taking, goal setting, and stereotype discrediting along with individual differences and how they impact the effectiveness. Each method is talked about in great length investigating the cause and effects, methods, comparison, and conclusion. Each topic has its sections to first give an overview of the topic and mention general facts, such as how perspective training resulted in increased positive attitudes, along with side comparisons and discussions. These touch on each hypothesis and their findings, along with specific details such as the positive impact reported towards LGB individuals and more.

I found this article very useful to my research because of how thoroughly it investigates diversity training. More specifically it directly discusses empathy and perspective which are the main focus of my topic. When searching for evidence about empathy and perspective as a way to make people more accepting of diverse groups I found a lot of opinions that were helpful but they were also subjective. Using a scholarly journal brings as a source adds credibility along with data and facts. The use of multiple hypotheses and analysis of both successes and failures of the training helps the discussion become more well rounded. 

2. The response that stood out to me was “The pressure to keep up appearances”. I connected to this response because I often find my physical comfort translating to my mental comfort, and if I am not comfortable I find it hard to accomplish and even focus work. Reading how uneasy it made the women feel to be watched all day made me understand that they had many added pressures to their work because of an open office. The writer adds to the ideas of the original article because the pressure to keep up appearances is a direct result of men staring. Schwab quotes “men in particular, often in groups, look obsessively at women” which is similar to the mention of her need to “look proper because I was visible from all angles” illustrating that an open office is extremely exposing for women. 

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Discussion, 7/6 Benjamin Fisch

1.) Curt, B. More and a couple of others conducted an experiment to see how neurodiversity is related to entrepreneurial cognition. Their study draws on prior research from entrepreneurship and neuroscience to empirically examine the relationship between attention-deficit/hyperactivity disorder and the entrepreneurial mindset. They examine differences between
entrepreneurs with and without ADHD in cognitive style, entrepreneurial alertness, metacognition, and resource induced coping heuristic. Their results suggest neurodiversity from ADHD is meaningfully related to aspects of an entrepreneurial mindset. The results suggest entrepreneurs with ADHD employ a more intuitive cognitive style and demonstrate higher levels
of entrepreneurial alertness and RICH, while no significant differences in metacognition were found.

This source I am using has tremendous value to my topic and my overall portfolio. When I first started doing preliminary research, I was looking through the lends of only one perspective on neurodiversity, and that was neurodiversity in the work place. Then I stumbled across this source, which was an experiment conducted and written by Curt, B. More and a couple others, that focused on neurodiversity and its relationship to entrepreneurship. This made for a totally new perspective on my topic and that is why its highly valued. This source connects to other sources I’ve gathered thus far, because its focus is on neurodiversity, yet, their is a different perspective that both have on neurodiversity.

Source: https://journals-sagepub-com.libezproxy2.syr.edu/doi/full/10.1177/1042258719890986

3.) I think open space offices would be extremely unproductive for a few reasons, but mostly it would be distractive. In my opinion, it would so hard to get any work done when you can see directly into co-workers areas. I think these types of offices would cause fear for some workers, because it makes you feel like your always being watched, and that might actually be the case. Also, sexual harassment in the work place could grow, because men would have more exposure to their female co0workers.

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Discussion Post week of 7/6

  1. In the article “Examining Racial Bias in Education: A New Approach”, the concept of implicit bias in regards to education is the focus. In a different book chapter that I came across earlier in this course, the idea of implicit theories of intelligence was introduced to me- where people have an idea that certain ethnic groups have more knowledge than others. This article I am using for my research now uses this but goes further into the field of education and discusses how teachers use this, despite their good intentions and attempts at fostering a diverse climate in their classrooms.

This article is really helpful in my research because I plan on going into education after I complete my BA in History, and this behavior is something that peaks my interests. I was always aware of biases that people had (to include teachers naturally) but never knew that it was such a widespread thing. Finding out more about why a person will predetermine how you are going to perform academically just by the color of your skin is vital for us to understand if we ever want to have an honest discussion about diversity and inclusion and how we can contribute anything of value to help fix this issue.

2. Briggite D. answers the article by giving a little background about her experiences working in office environments, giving us as little personal testimony of how these open environments made her feel. What I feel was important that she brought to the discussion is her introduction of some personal issues that she encountered while working in this type of office environment which is extending the picture for us. Briggite brings up the group mentality of the office as a whole, where she would bring up a complaint to her manager and request to be moved because of noise complaints, breakroom and microwave complaints, etc and she would instantly be singled out for trying to break the group dynamic. This seems like groupthink to me and is very unnerving. The purpose of work (to me) is to get stuff done and be successful, and it seems that she (and i’m sure others like her in other places) would be shut down from trying to do their best because they didn’t have the freedom to work comfortably and were essentially forced into going with the flow.

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Discussion Week 7/6

1. One of the most fascinating sources I stumbled upon when researching was the article “Action need on LGBTQ Diversity” by Dexter Morse, focusing primarily on improving diversity amongst genders within the airline industry. Morse’s call to action is creating a more diverse and inclusive workplace for those who are discriminated against for their sexuality, this pertaining to many who identify as anything other than heterosexual. The article begins with showing the United States’s delay on bringing this inclusion to airlines, as other countries have implemented federal laws to protect discriminated employees. Other countries have taken immediate action to introduce laws and regulations that make it illegal to sexuality as a reason to discriminate between employees, and therefore allow all to be hired no matter what they identify with in terms of their sexuality. Morse reports from his own findings, that sadly “… more than 53% of LGBTQ workers hide their identity at the workplace”; proving that there is still plenty of action to be taken to bring this number down drastically. Although all members of the LGBTQ community are affected, those who identify as transgender face the most discrimination as “…27% of the transgender population said they were not hired, were fired or were not promoted as a result of their gender identity or expression”. Moving into tying LGBTQ inclusivity with the airline industry, Morse mentions the steps airlines such as American Airlines, Virgin Atlantic, United Airlines, and Emirates have taken to improve upon their gender diversity within the companies. In addition, Morse connects the dots together to conclude the article with ways to raise awareness for this discrimination and how companies should utilize their business ventures to improve upon this issue at hand. 
 
Overall this article is beyond beneficial, providing evidence and statistics that are easy to visualize to better understand the exclusivity in terms of gender within big time companies. Focusing on the improvements airlines have made to incorporate a more gender-diverse workforce was also interesting, as these findings were specific to Dexter Morse’s article and not found in other articles I read. I think this source is extremely beneficial in terms of providing statistics that are worthwhile, each statistical number having enough weight to hit readers and those educating themselves on the issue how drastic this needs to be changed. Morse also provided some examples of policies and laws that have been made in response to improving on gender-diversity, and also improving the benefits that those who identify with the LGBTQ community. 

 

2. One of the responses that really hit home for me was subtitled “A Lack of Privacy makes Anxiety Worse”. As someone who suffers from anxiety from time to time, I found it especially personal to read the response as it corresponded with how I would also feel if placed within an open layout office. Immediately as the start of the response, the writer opens with an illustration of what this office is like. I believe that this is crucial in understanding the rest of her response as you can visualize what working in the environment must have like. Visualizing these hiding spots the girls within the company, only of which there were three, was heartbreaking as they had to leave the office to find some sort of calm and peace. I think that from this I was able to illustrate a point I would want to make, that being the importance of mental health within the workplace and how it corresponds to the quality of the work performed. I was intrigued to find out that the writer did explain to the company through her exiting letter the toll that the office space took on her, but I was also appalled that she did not have a response or anything to say on whether or not the company improved upon this response to the environment they had created for their employees.