Tag: week of 7/6

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Week of 7/6 Discussion

  1. Heterogeneity and team performance: Evaluating the effect of cultural diversity in the world’s top soccer league

In Heterogeneity and team performance: Evaluating the effect of cultural diversity in the world’s top soccer league, by Keith Ingersoll, Edmond Malesky and Sebastian M. Saiegh, the authors discuss a study in which the success of various professional soccer teams was analyzed on a premise of the level of diversity in each team. What they found was a positive relationship between diversity and performance. Teams with international talent on their roster outperform teams with a motivation towards cultivating “homegrown” (local) talent.

This source is extremely useful to my research because it brings the topic of diversity from within the realms of workplace structure, to the outside world, in the far reaches of professional international sports. This brings the topic from a small to very large scale, and opens up the possibility to relate the topic to other realms. By reaching to sports performance , something very different from office performance, it opens up all the places in between where there is room to look for connections between diversity and success. This article will work as a connection point from the workplace research to the larger world research.

2. In Readers Respond: Open Offices Are Terrible For Women, the women who respond build on the original ideas from the article. One women does this effectively by extending some of the original examples with her own experiences. She describes how she has been meaning to speak with her manager for a while now about a man who stares at her consistently and has caused her to take other routes throughout the office in order to avoid him. By illustrating her own experience she helps validate the original articles claims. I found her input interesting because it shed light on the feelings women have throughout their day while in an open office plan. The nature of many men cause them stress the men don’t ever have to bear. She furthers the point by adding that usually when women bring up issues like this their managers claim there is little they can do to fix it , and it has a negative impact on the worker who reported it and not the man.

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Discussion post 7/6/20 (Dan)

  1. Rahul Chakraborty (a professor at Texas State university) wrote an excellent  article called A Short note on Accent-bias, Social Identity and Ethnocentrism.  This article explores concepts such as social identity theory (S.I.T.). This is a theory that states how people will identify themselves with others who share similar traits as them. SIT explains that this tendency to categorize ourselves gives us a feeling of familiarity and belongingness. People who are in the same social group of ours form “ingroups” and the people that are not form “outgroups”. Rahul then talks about how this is related to a topic called ethnocentrism. Essential the meaning of this is that members of ingroup believe that their group is centric to everything. This ethnocentrism when taken too far can lead to people discriminating against outgroups Accents are a typical characteristic that people tend to categorize each-other with. The author then offers some tips that can help mitigate the issue of accent discrimination. Some of the tips included the use of speech language pathologists to help nonnative speakers improve their pronunciation in their nonnative language. Another tip was hiring more diverse staff in universities so that students become more accustom to working with people who have a nonnative accent.

This article is an important part of my portfolio explains some of the psychology involved in unconscious bias. This article has taken my understanding of this topic to a much higher level and was crucial to my final project in this class. Another thing I found useful about this article is how it referenced and explained several studies that were conducted which validate his arguments. I found this article through the use of the advanced search on Syracuse Summons library.

Chakraborty, R. (2017). A Short note on Accent–bias, Social Identity and Ethnocentrism. Advances in Language and Literary Studies, 8(4), 57. doi:10.7575/aiac.alls.v.8n.4p.57

 

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Discussion Posts Week of 7/6

  1. An article that I want to add to my research portfolio is titled “Work-Life Balance: The Generational Divide.” Authors Kathleen M. Nelville and Kelly Brochu go on to explain the four different generations at work which are Traditionalists, Baby Boomers, Generation Xers, and Millennials. They performed a study to determine whether there are fundamental differences in how student affairs professionals interpret the meaning of the work, and the study focused on those in the Northeast region of the United States. Their study proved that all 4 of the generations define the terms “work ethic,” “professionalism,” and “work-life balance” differently. In conclusion of this study, the two authors of the article noted that professionals on student college campuses need to be opened to the assessment and ongoing evaluation of policies and structures of departments within student affairs.

I believe this source will be useful to me because of its focus on student affairs professionals and the need for change on college campuses. It also just so happens that this study was based off of schools in the Northeast region of the United States, and while the article does not state any specific university, it’s a coincidence that SU is in the same region the two authors talk about. This is one of my few sources with an actual study and a table, so I think finding a source with this approach will be beneficial to my research as well. While I have other sources that go into depth on these 4 generations working together, none of them center of student affairs professionals which as a current college student, is a topic I am very interested in and so happy I came across this source.

2. One response I would like to choose is Lauren T’s response. She builds upon the ideas in the original article by continuing to discuss sexism in an open office atmosphere. She extends the conversation, though, beyond that by discussing how her particular office was designed by a female and that the office itself is wonderful. What she says to justify her point that the actual environment is not offensive or degrading to women, and that it’s the “entitled, sexist men being unwilling to evaluate their own behavior and how it impacts their women colleagues” is where Lauren opens up a new line of inquiry.  In Lauren’s last paragraph, she explains that it’s not the fault of the open office space as these kind of things happen commonly in gyms, transportation systems, and the street, which intrigued me because in a way she sort of contradicts the blame of an open office and she illustrates the idea that sexism exists everywhere else too.

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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 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.