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EDHE6710_20090304
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last edited
by Starr Hoffman 15 years ago
EDHE 6710
03.04.2009
- doubling-up on Case Studies next week
- need to check on the reading, as well
Race in Organizations
Theory & Research
- theory becomes very clear in this section of the ASHE Reader
- sometimes our approach to research influences how we evaluate research
- many times research is formed by reading the literature and looking for gaps; still based on someone else's research
- research is usually based on other research/ideas, unless you're forming a completely new theory
Race
- need to "re-vision" the study of race: changing your conception
- are organizations race-neutral?
- they may try or believe that they appear to be so, but usually unsuccessful
- what is "neutral?" common denominator for all humans--regardless of race or gender
- but race/gender are critical to some interactions, and it's false to strive for "neutral"
- how is race as a variable used in organizational research studies? usually an aside, or extra paragraph--"other"
- ethnicity (based in Darwinism) and assimilation (immigrants assimilating into standard culture)
Alternative Frameworks
- power-conflict (race as a labor need)
- also deals with the "not everyone wants to/should go to college" question
- racial formation theory (sociohistorical concept)
- Census bureau categories, based on anthropological, historical, biological studies/theories
- based most on point-of-origin; has to do with DNA tracing back to human origins, period
- but race itself is a theory, not a fact
- perhaps "race" should be considered instead as "culture" studies
- everyday racism--looking at "institutional racism," usually unconscious but deals with the way things are done
- black studies--focus and perspective shifted
Questions to consider...
- how can we break the silence about race in organizations?
- change hiring practices
- projecting onto candidates--"overqualified," "won't be happy here," etc.
- not race neutral, but race not being a factor in getting daily work done
- affirmitave action politicizes the issue; often seen as negative
- how can organizations address diversity?
- start at the top, structure process to include everyone
- include all aspects of the org. into that mix, into consideration; part of your mission
- try to reduce feelings of "threat" by those currently in power (white males, etc.) to increase institutional buy-in
- address all levels--administration, faculty, students
- controversy over required classes for all those groups
- purposefully mixing living circumstances between cultures
- mix committee makeup in a similar way
- diversity focus groups discussing controversial, variety of perspective articles/films/etc. ("safe" environment of honesty)
- org. often aren't creative enough--come up with boring, mandatory workshops
- how does racial identity affect organizational experiences?
- discussion about being a lone member versus being in the majority, how this affects your identity, behavior, thought process, etc. (think about the female majority at the library)
- web includes race, gender and class...
- tend to all influence each other, perspectives
Institutional Racism
- org. factors that promote institutional facism; elements of higher education that exist and can be used to change
- mission
- culture--even architecture, art, holidays celebrated, etc.
- power
- structure
- resources
EDHE6710_20090304
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