Delving deeper into the lasting effects of stereotype threat, authors of the article “Contending with Stereotype Threat at Work: A Model of Long-Term Responses” focus on demographics such as women and people of color being misrepresented in the general workplace. With little research conducted on the long-term effects of stereotype threats, specifically to women and minorities, using intellectual theories the authors collaborate to discuss what some of the long-term effects of this threat could potentially be. This “model” they develop takes into account theories stemming from social, organizational, and counseling psychology. With additional evidence from short-term studies aimed to provide results on stereotype threat, the authors are able to predict the outcome if the data were to continue onward, marking evidence of long-term effects. Examining the positive and negative outcomes further allow this model to be rather subjective towards the idea that there are certainly some consequences to this threat being perceived the general workplace.
Week of 6/8 Discussion
- In the Ted Talk “Why work doesn’t happen at work” by Jason Fried, the overlying message is that the structure of office work in our society is flawed because of mandatory distractions in the workplace. Fried is a technology entrepreneur who in this presentation it is easy to tell that he is passionate about this topic. It seems that the audience he is aiming towards would be people who currently work in an office environment (or who have in the past).
His message of why the office environment is actually counterproductive is because while asking the question “Where do you go when you want to get things done?” (which is something he’s asked many people for quite a while) hardly ever comes back with the answer of “the office”. He came up with the phrase “M&M” being the cause of the biggest distractions in the office- it stands for managers and meetings.
His style is very conversational, almost like he is talking to a group of his peers and not in an academic sense, and he uses a bit of humor to make his points come across more comfortable for the listeners.
2. In the Margaret Heffernan speech “The human skills we need in an unpredictable world” we hear a very powerful message. She is a former CEO of multiple companies, and the audience of her speech is/can be a very broad one: it can be geared towards a group of students or it can be more of a social/political speech such as a state of the union address. She begins with using an example of a grocery store chain switching to a digital format to capitalize on efficiency, and uses this to delve further into some anecdotal messages of how this actually makes people and companies less efficient because it doesn’t account for the human element, or that the world is just naturally unpredictable.
Further on however, she uses more concrete examples of this point: CEPI, the Coalition for Epidemic Preparedness has to prepare for upcoming epidemics. They do not know when, what, or where they will be, but they have to prepare anyways. This might not be efficient but it’s robust (which is one of the central themes of her speech.) Another is the English rugby club who goes on expensive, unorthodox team building trips and adventures which strengthens their bonds together. Banks holding more capital than they need, which is different from the past. Then she gets a bit more into the political economical realm about countries building trade relationships, putting in the time and effort into befriending many nations because it is better for their economy.
She smoothly translates this into the theme of automation in our industries and personal lives, saying that the more we allow technology to take over, the less we become involved in things, and it doesn’t suit us well to do this.
Dan Summary of article
The title of the article that I chose was “Bridging the gap in the workplace: How I learned to stop worrying and love working with the millennial generation.” This was written by Dr. Thanakorn Jiresevijinda at Weill medical College through Cornell University. The purpose of the article was to explain to the reader how to create a more connected work environment through acceptance of the millennial generation.
Dr. Thanakorn uses examples from his own personal experience to elucidate the frustrations that many folks of Generation X have with the millennial group on-the-job. Some of the frustrations included their use of technology and different preferences of communication. Another topic he discusses is the craving for the feedback that Gen Y desires. He poses the problem of how their desire for feedback may be misconstrued as the students caring more about their grade than their education and ability to help the patients in need. Dr. Thanakorn then explains how even though he could relate with the frustrations, he was able to identify a multitude of positive traits that this new generation possesses. He was then able to leverage these positive characteristics to create a workplace of synergy between multiple generations.
Articles like these are important as they strive to improve the interpersonal relationships between generations in our organizations. This will inevitably become more important as a new generation enters the workplace. Generation Z, Millennials, and Gen X will have to continue to find ways to accept the abilities and differences of each other to succeed in a rapidly changing world
Expanding the Canon, Week of 6/1 [Toni]
In this article, Janice Gassam reports in Forbes magazine on Ben & Jerry’s and how they created a new flavor last September to highlight racism and criminal justice reform called Justice ReMix’d. Gassam efficiently displays action Ben & Jerry’s takes to demonstrate commitment to diversity and inclusion and provides examples your company can learn from. A quick peruse of Ben & Jerry’s website will reveal several different social issues they’ve been vocal about over the years, and a large part of their three-part mission is aiming to create linked prosperity for everyone that’s connected to their business: suppliers, employees, farmers, franchisees, customers, and neighbors alike. For Justice ReMix’d they partnered with Advancement Project National Office, which uses innovative tools and strategies to strengthen social movements and achieve high impact policy change. Gassam illuminates how Ben & Jerry’s encourages companies to consider being outspoken about their corporate stances on social justice issues; to be mindful of alliances and partnerships, acknowledging relationships based on profitability alone may not be the wisest, and looks into Ben & Jerry’s proven and long history of partnerships with social advocacy groups, all while making ice cream just for the sake of ice cream!
https://www.forbes.com/sites/janicegassam/2019/09/04/ben-jerrys-creates-new-flavor-to-highlight-racism-and-criminal-justice-reform/#798be21e44b4
Expanding the canon
The article I chose is called “Gifted Ethnic Minority Students and Academic Achievement: A Meta-Analysis”. It is a study conducted to explore the prevalence of minority students in gifted programs and the lack of equal representation and valuable learning. Gifted minority students are often overlooked for excelerated programs and teachers have trouble identifying students that qualify for the programs. In an effort to not single out each student or provide different variations of the curriculum they propose a teaching method that is adequate for all students. When minority students are placed in predominately white areas they are less likely to succeed and are behind when they enter college courses. This study proposes conducting a meta analysis that will test the effectiveness of the gifted programs and the students activeness/ ability. Their academic achievement after participating in the programs is recorded and compared to those not given the same opportunities and are behind in their studies. The study was created and carried out by 3 PhD professors who study identity and inclusion within minority students.
https://journals-sagepub-com.libezproxy2.syr.edu/doi/full/10.1177/0016986216674556?utm_source=summon&utm_medium=discovery-provider
Expanding the Canon
The article I choose is “Disability and employment – overview and highlights” “from the European Journal of Work and Organizational Psychology” by Katharina Vornholt, Patrizia Villotti, Beate Muschalla, Jana Bauer, Adrienne Colella, Fred Zijlstra, Gemma Van Ruitenbeek, Sjir Uitdewilligen & Marc Corbière. From the authors, many specialize in Social Psychology along with other focuses. This article discusses disability in regards to employment to conclude from research, what disability is, how it is seen in the workplace, and how the inclusion of disability is being promoted in different countries. The text outlines the research on disability and employment, beginning with the complexity of defining disability. They then include the legislation behind the integration of people with disabilities into the workplace followed by the barriers of hiring and maintaining workers with disabilities. In conclusion, they bring light to the fact that around the world there still contuse to be a low percentage of disabled workers, even with legislation and programs made to encourage them to be hired. The researchers acknowledge that disability emerges from the interaction of person and environment, and as a result encourage that more research about defining disability and accommodating for those with disabilities needs to be done, for an increase in inclusion.
https://doi.org/10.1080/1359432X.2017.1387536
Expanding the Canon Summary
Historically, people within the LGBT community have faced drastic prejudice and discrimination in the workplace. While it has gotten better over the years, it has not changed however in collegiate and pro sports. Using the Syracuse Library, I have found an article entitled “Between Homohysteria and Inclusivity: Tolerance Towards Sexual Diversity in Sport,” talking about diversity in sports and specifically sexual diversity. It was published in 2018 by Joaquin Piedra, Rafael Garcia-Parez and Alexander G. Channon. The article states how sports have always been an area of male dominance where gender and sexual diversity has been obscured. Leaving it harder for women and people in the LGBT community harder to get into the field and ultimately play play at the pro level. Many individuals have been told at a young age that sports wasn’t for them due to them being LGBT. Studies have shown a wide range of types of discrimination with people not fitting these stereotypes and forced to be silent under the weight of heteronormativity and straight up discrimination. However, research has shown that that some women who “came out” on team showed manifold positive effects on not only the team, but the individuals as well. Homohysteria helps to explain how gendered patterns of behavior, both within and outside of sport settings, play out in relation to shifting levels of homophobia. The article goes further in explaining what this means and how they studied it. how they studied this, and the rustles it had.
Link: https://link-springer-com.libezproxy2.syr.edu/article/10.1007/s12119-017-9434-x
article summary, Isaac Haseltine 6/1
The article titled “Racial Diversity: There’s More Work to be Done in the Workplace” highlights the disadvantages that continue to diminish minority groups morale in the workplace, and categorizes the individual issues and their potential resolutions. Terri Williams is an African-American freelance journalist, in the article she shares her stance against the typical homogeneous organizational culture that is disabling many businesses across the globe. Her approach towards unconscious bias and microaggressions could certainly have a positive effect, and she addresses issues that go unspoken quite frequently. Tokenizing people of color as a PR move to seem like a more diverse organization can torment a person with the stress that is placed on a person, only because they differ racially, ethnically or sexually. The quotes Williams uses help solidify the idea that more diversity will always lead to a more perceptive and positive workplace, and boosting the morale of the minority groups in business culture will help the entire companies growth and outlook.
https://execed.economist.com/blog/industry-trends/racial-diversity-theres-more-work-be-done-workplace
Exploring The Impact of Diversity in Professional Soccer- A Summary
Written by Keith Ingersoll, Edmund Malesky and Sebastian M. Saiegh, and published in the Journal of Sports Analytics, “Heterogeneity and team performance: Evaluating the effect of cultural diversity in the world’s top soccer league” is an academic study focused specifically on the impact cultural diversity has on the success of European soccer clubs. The authors focus on the clubs who competed in Europe’s top competition, the UEFA Champions League, during a ten year stretch from 2003-2013.
Ingersoll, Malesky and Saiegh collected data on 168 players across 41 clubs. Each of those clubs were given a cultural diversity rating based on a calculation referred to by the authors as “linguistic distance”. This, they explain, is to account for teams comprised with players who may be from different countries, but where the same language is spoken. (For example, South American players who play for Spanish clubs.)
Keeping in mind to address potential impacts to the results of the study, such as the financial resources of each club, Ingersoll, Malesky and Saiegh use the linguistic distance measurement, along with such readily available statistics such as goal difference, to determine the success rate of each club over each season of the annual tournament. Using data science, they find, much as I had very unscientifically, that the clubs with the greater cultural diversity rating did in fact have greater success on the pitch.
Week of 6/1 – Expanding the Canon, Summary
The standards way of thinking about diversity has it that ethnic, gender, and race are the predominant merits companies need to associate at the workplace. Where they often fall short of, however, is in fully realizing the effect language diversity plays in conversation. From the “Journal of Applied Behavioral Science,” researchers Regina Kim, Loriann Roberson, Marcello Russo, and Paolo Briganti stress why global leaders and managers should embrace multilinguist communication more in our increasingly globalized workplace. Their article “Language Diversity, Non-native Accents, and Their Consequences at the Workplace” contends that varying levels of a speakers fluency and the perceived difficulty of an employees’ competence, regardless of their actual competence, creates subtle forms of discriminations, the underevaluation of foreign employees, and fewer opportunities for careers.
Since language and communication ultimately pervade every facet of organization life, challenges between different linguistic backgrounds are inevitable. As a response the authors extend recommendations and intervention strategies based on conducted interviews and surveys. Their research illuminates lesser-known areas of language diversity approaching the actual experiences of nonnative speakers rather than how prior research merely evaluated subjects in the past. In doing so they make clear why organizations should reconcile these issues prior in order to create a more productive and inclusive work environment.