{"id":263,"date":"2020-05-29T17:37:16","date_gmt":"2020-05-29T17:37:16","guid":{"rendered":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/?p=263"},"modified":"2020-05-29T17:37:16","modified_gmt":"2020-05-29T17:37:16","slug":"week-5-25","status":"publish","type":"post","link":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/2020\/05\/29\/week-5-25\/","title":{"rendered":"Week 5\/25"},"content":{"rendered":"
1. When it comes to the topic of organizational diversity policies<\/span>, most of us will readily agree that these policies have some relation to the success of an organization<\/span>. Where this agreement usually ends,\u00a0<\/span>however, is on the question of how these policies affect minorities<\/span>. Whereas some are convinced that these mission statements pursue means of promoting multiculturalism<\/span>, others maintain that they may pursue means of value-in-individual differences or value-in-homogeneity within an organization.\u00a0<\/span><\/div>\n
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For this approach, I first focused on choosing one statement, one that still aligned with the article but was challenging. I found it difficult to represent the article while still following the statement\u2019s foundation with the blanks. This proved to of course be challenging, but manageable, and with this challenge I was able too further dive into my interpretation of Gundemir\u2019s means of experimentation when it came to organizational diversity policies. I found this framework to be useful, and one that I can see myself using more often. I would use these statements in the particular case that I am having trouble understanding an article. I feel that the frameworks given are ones that are not too complicated to fill in but are also just difficult enough to jog some though into and encourage myself as a reader to analyze the text even deeper.<\/div>\n
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2. I\u00a0believe my understanding of\u00a0organizational diversity has expanded since reading these two articles. The first, Gundemir\u2019s article focusing on minority\u00a0representation and\u00a0diversity, was fascinating to myself in ways I had not expected. The\u00a0results of the two experiments were intriguing, seeing how different policies can produce an outcome from the participants. Seeing\u00a0that when mutliculturalism and value-in-individual differences are endorsed, the participants perceived this as a more diverse\u00a0approach in comparison to the value-in-homogeneity.\u00a0Little did\u00a0I think, until reading Austin and Pisano\u2019s\u00a0article, that those who suffer from neurological disorders fall into the diverse category and indeed they do. These individuals see the world from a\u00a0different perspective,\u00a0one that should most certainly be represented but I would assume is most\u00a0certainly not the case when observing organizational diversity. From my perspective\u00a0before being so definitional, I did not think to question what diverse would mean in this\u00a0instance, how it would pertain to anyone who is not considered the majority or\u00a0privileged.\u00a0Through both articles, they present the positives to this diversity, and why it should be incorporated in the business world more often than it is. The stigmas and issues surrounding being a more inclusive company are\u00a0presented, but after reading both articles there is a clear understanding that the positive outcomes outweigh the worries some may have.<\/div>\n","protected":false},"excerpt":{"rendered":"

1. When it comes to the topic of organizational diversity policies, most of us will readily agree that these policies have some relation to the success of an organization. Where this agreement usually ends,\u00a0however, is on the question of how these policies affect minorities. Whereas some are convinced that these mission statements pursue means of … <\/p>\n

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