{"id":184,"date":"2021-06-16T21:51:24","date_gmt":"2021-06-16T21:51:24","guid":{"rendered":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/?p=184"},"modified":"2021-06-16T21:51:24","modified_gmt":"2021-06-16T21:51:24","slug":"discussion-questions-week-of-6-14-2","status":"publish","type":"post","link":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/2021\/06\/16\/discussion-questions-week-of-6-14-2\/","title":{"rendered":"Discussion Questions Week of 6\/14"},"content":{"rendered":"\n

Response to #1<\/strong><\/p>\n\n\n\n

In \u201cThe Impact of Organizational Diversity Policies on Minority Employees\u2019 Leadership Self-Perceptions and Goals,\u201d Seval Gundemir and her coauthors argue that organizations should consider implementing diversity policies that openly acknowledge differences as a way to foster an organizational climate where minority employees feel empowered to pursue leadership roles. Based on their research, they advocate for diversity policies that acknowledge multiculturalism and individual differences as core values over colorblind policies that de-emphasize differences.<\/p>\n\n\n\n

After reviewing the different template ideas in Graff and Birkenstein, I decided to go with a more conventional opening that summarized Gundemir et al\u2019s argument all in one sentence. This took me a long time and it ended up being a very long sentence, but I think it captures what \u201cthey say\u201d broadly. After reading it over a few times, I felt it needed a little more detail, so I wrote a second sentence that provided more \u201cthey say\u201d specifics about their conclusions. I can see how this framing technique will be very useful to my writing. I feel I could easily transition from this opening to the \u201cI say\u201d part of an essay by using a next sentence that would start with something like \u201cWhile these conclusions are insightful, I believe\u2026\u201d<\/p>\n\n\n\n

Response to #3<\/strong><\/p>\n\n\n\n

The Gundemir et al and Austin and Pisano articles discuss ways of increasing the diversity of organizations and ways of creating more opportunities for minorities or people with differences. Ideally this will lead to opportunities in specific organizations, as well as ripple out to society as a whole. This is important research, but Gundemir et al base their conclusions on sterile experiments using volunteers and fictional companies, while Austin and Pisano highlight real companies that are taking new ideas and putting them immediately into practice in real work environments. I would say that their ideas matter but to different audiences. The Journal of Leadership & Organizational Studies<\/em> is read by other researchers, while Harvard Business Review<\/em> is read by managers looking for tools to use.<\/p>\n\n\n\n

Gundemir et al\u2019s research may lead to ripple effects for society, but I don\u2019t think the impact will happen as quickly as society needs. Gundemir et al begin their article by discussing the amount of time that has passed with little progress on diversity, but then they design a research study that will require organizations to change mission statements and policies which could take years to implement. After the new policies are approved, I can\u2019t see how employees will rapidly change their behaviors and attitudes. When it comes to business practices, I think companies are more likely to adopt what is working in another company, rather than adopt what academic researchers have concluded in a hypothetical situation.<\/p>\n\n\n\n

Highlight from my week<\/strong><\/p>\n\n\n\n

California lifted its mask mandate June 15, and I went to the gym for the first time without wearing one. I could actually breathe on the treadmill!<\/p>\n","protected":false},"excerpt":{"rendered":"

Response to #1 In \u201cThe Impact of Organizational Diversity Policies on Minority Employees\u2019 Leadership Self-Perceptions and Goals,\u201d Seval Gundemir and her coauthors argue that organizations should consider implementing diversity policies that openly acknowledge differences as a way to foster an organizational climate where minority employees feel empowered to pursue leadership roles. Based on their research, … Continue reading “Discussion Questions Week of 6\/14”<\/span><\/a><\/p>\n","protected":false},"author":173,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[2],"tags":[24,12,32],"_links":{"self":[{"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/posts\/184"}],"collection":[{"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/users\/173"}],"replies":[{"embeddable":true,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/comments?post=184"}],"version-history":[{"count":1,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/posts\/184\/revisions"}],"predecessor-version":[{"id":185,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/posts\/184\/revisions\/185"}],"wp:attachment":[{"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/media?parent=184"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/categories?post=184"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/tags?post=184"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}