Response to #1
I was very eager to test out my first template from “They say/I say,” especially by referring to Gundemir et al.’s arguments since there was an abundance of information to unpack. I was excited to test myself because I sometimes can get overwhelmed trying to word a clear point that is in my head. I ended up using the templates for introducing what “they say.” My attempt reads, “It has become common today to dismiss the short term and long term effects of diversity policies on minorities in the workforce. In his recent work, Gundemir has offered harsh critiques through studies of how diversity policies decide employees’ self-perceptions as well as career views in hopes for formal social systems in career-based settings.” I created these sentences by first making a general statement regarding something I believe is overlooked regarding Gundemir’s studies. However, I kept my view in a “they say” format by acknowledging that this point refers to Gundemir’s work with the sentence to follow. I then wrote what Gundemir’s work refers to and why he is doing so. Using this template allowed me to configure another person’s words with a good amount of information into a straightforward sentence with a clear argument. I had to read it over many times because since it is a template, I wanted to make sure everything was in the right order and that information flowed the way I wanted it to.
Response to #2
Both readings attempt re-evaluation and change of policies as a means of benefitting diverse employees as well as business growth and strength. Implementing diversity policies and reconfiguring career development policies and recruitment would affect not only a company’s strength but also the well-being and highest potential of employee talent. Commonalities between both articles include real-life results regarding physical people and their benefits. Gundemir acquires studies to represent this, and Pisano contributes information from real companies that have successfully leveraged all employees’ talents. A similarity between all articles includes the benefits of introducing and implementing diversity in the workforce and how opportunities are introduced not only for companies but employees. Gundemir’s article explains how employees’ eagerness to do well in a company due to its inclusivity can spark a personal strive to do the best. In Pisano’s article, it states that hiring neurodiverse employees allows for new perspectives and solutions that without a doubt would make these employees feel safe, recognized, and eager to stay with these companies and do the best work for them. My mom actually works at SAP and tells me about this all the time. I remember years ago, when the company was fairly new, overhearing a meeting regarding how to successfully create a way for employees to get to know each other better and connect. I remember loving this idea; since growing up, I always believed that employees, especially from a sales perspective, were out for their own personal benefits. Both articles and the reading from last week really give me hope when it comes to inclusivity and dissing the notion of selfish individuality in the workforce.
Highlight of my week
This weekend I was able to travel to NYC for my friends birthday. I traveled by train and ran into an old friend in the train station on the way back. My train was actually running behind and she happened to be on the same one, so we were able to grab a bite to eat before leaving. Sometimes a late train can be a good thing!
