1.
While they rarely admit as much, companies often take for granted that anyone in their company can be appointed to a high level leadership position.
After reading Gundemir et al’s argument, I did not see much of a “they say” side because the facts are all there. Not to mention the notion that people should not be discriminated for anything about them that might be different. However, after reading through the templates from the first chapter of They Say, I Say, I found it to be much easier to form an argumentative sentence. The templates are a good way to put ideas into words if one was struggling to do so. I also feel like there is still room to put my own writing style or use of language into the templates. There is no reason why I can’t change one or two of the words here or there, or even put the entire sentence into my own writing. I found the templates helped me not only form the sentence but it actually helped me see the other side of the argument.
2.
Both of these readings have broadened my understanding of diversity in organizations through the use of their statistics mainly. They supported the ideas discussed in the texts from last week and expanded the ideas and claims that were stated. As it has been proven through a few of the articles, having a diversity of people working together is beneficial a few different ways. It is beneficial for the success of the company, but it is also beneficial for the workers. As Gundemir explained and proved, it is beneficial for the comfort and confidence of the workers who have faced discrimination.
Austin and Pisano expanded on the idea that having a diverse group of people working together can be beneficial for the company. It can allow for another way for companies to add a competitive nature to their company and workforce. With that, adds to how it can be beneficial for the success of the company. As I explained in my last post, I believe that one reason it helps is that there are different people with different experiences and different ideas working together to achieve the same goal. Combine that with the competitive nature that Austin and Pisano elaborated on, and the company’s success goes up even higher.
A highlight from my week was I did very well on my math midterm that I had on Wednesday and I had spent a lot of time preparing for it.
Zoe, I agree with you on the fact that having diverse people not only beneficial to the organization, but also the workers. There are many ways to increase productivity within an organization, one of the ways is to make sure that employees feel safe and valued in their work environment. Being around people from different backgrounds is helpful, but it is also important to know that the organization supports different views and encourages people to speak on their different perspectives in life or on projects.
I also wanted to just bring up that sometimes there are some challenges with bringing some neurodiverse people into the organization. In the Pisano article, it speaks about people with neurological conditions who may not be comfortable in certain social situations and in turn they might say something hurtful to a colleague. Often from those interactions however, employees with neurological conditions may grow and learn how to interact better. Organizations that are willing to accept people for who they are and help them grow will increase their productivity if they are able to accommodate people accordingly, in conclusion.
Hi Zoe, I also had a bit of trouble with the first prompt because I couldn’t figure out what exactly to say. I also saw a lot of correlation between this week and last week’s articles. I like how you made sure to mention that a reason for the possible increase of success in companies with more diversity whether it be neurological or racial, may be due to everyone having “different experiences and different ideas” that they can contribute.
Congrats on doing so good on your math midterm! I just finished taking my calculus exam about and hour ago so hopefully some of your luck rubs off on me and I get a good grade 😂
Always a good feeling to see your hard work pay off!
As you note, there are different ways of thinking about benefits–the benefit to a company’s bottom line might be the easiest to see, but the benefit to individual workers in terms of how much they feel accepted or valued is profoundly important. Gundemir’s article asks us to think beyond the economic impacts to see the human impacts. Again, we can see that looking at the issue through a new lens gives us something new to think about.
We’ll be depending on this throughout the course–looking for multiple perspectives so that we can get a fuller picture of just what’s interesting and important.