Author: Joanna Vines

1. In their recent work, Gundemir et al offered harsh critiques of organizations lack diversity for higher level positions. The disproportionate number of White people vs BIPOC in positions like CEOs is disturbing and hard to understand given the stated researched benefits that increased diversity has on the workplace. Because of this discrepancy, the researchers of this article conducted two studies that investigate how a change in diversity mission statements/initiatives can impact the self-perceptions and goals minority groups.

I found the templates very useful. I am not sure if I picked this best one or accomplished what the prompt asked me to do but it was interesting to trial and error a bunch of them. I think templates are a great tool to model writing and help with beginning a writing piece. For me, that is where I struggle the most. I am curious to see the other prompts throughout the book.

3. Both articles discuss how the benefits that come from different forms of diversity in organizations. The ripple effect that can come from these articles is a deeper understanding of diversity that can improve current disparities. These articles have important results and examples that other companies can read and implement. As stated in the Gundemir article, having a diverse workforce has “positive outcomes such as increasing the quality of decision making, stimulating creativity, and enhancing performance”. Even though there is an increased awareness for workplace diversity and the benefits have been found through research, there still is a disconnect. How and when will there be real changes? Are these studies and ideas feasible for every company to implement? What are the barriers? These are all questions I had. Diversity clearly matters and is important, so I still am struggling to understand why people are so opposed to differences.

I had my brothers high school graduation yesterday! It was so nice to reconnect with family I have not seen since before the beginning of the pandemic.

1. I thought the different definitions of organizational culture from individuals on LinkedIn showed how complex and interconnected it is to understand this concept (and to make meaning of it). This article touched upon the importance of having a general understanding of organizational culture to change, preserve, or analyze it. This reading made me wonder if the “approach”  to understanding organizational culture needs to be a standard definition OR if we can identify key elements to it (with a ranking of importance depending on how that organization functions). When I was reading all of the different perspectives on what organizational truly is, I saw how they all fit in and were important in some way. I do not think it is just one of these things. By looking at the purpose, mission, and goals of an organization, the approach to understanding the organizational culture can be through all the definitions mentioned in the reading. I am interested to look at a specific organization and apply these definitions. Then see how they are interconnected and the power each one holds.

In the reading “Why diversity matters”, I became interested in other forms of diversity and how they promote or detract growth. The author mentioned that age, sexual orientation, and experience also can “bring some level of competitive advantage”, but I am wondering if socioeconomic plays a role in diversity in a company. Does a person with a different socioeconomic background bring different and useful perspectives to the table? Is this even a valid category of “diversity”?

3.

“Organizational culture is the sum of values and rituals which serve as ‘glue’ to integrate the members of the organization.” — Richard Perrin

This definition sparked some questions for me. Almost all organizations have some values and beliefs that are publicized and promoted. To have an organizational culture that is diverse, wouldn’t it be normal to not abide by the same belief systems or values? I think in some cases conflict is good and can lead to a progressive change. Also, why would a culture of likeminded people be encouraged when statistics show that diversity leads to greater production. I understand values that embrace respect, but what about deeper values or rituals? I also  want to know what extent these values and  rituals have on an individual’s membership into a specific culture. Do individuals only carry these values at work or are they expected to maintain them in all parts of their life? What happens if someone disagrees or breaks these values? Additionally,  who decides these values? I think these elements to organizational culture can be meaningless and I do not think it is the most important thing to “glue” people together.