Adis Maria Vila

 

Selected Resources for Adis Maria Vila

“Implementing a Beneficially Diverse Organization”, Heather E. Bock and Charles Greco, InformationWeek, January 14, 2002.  http://www.informationweek.com/news/6500681   Accessed Dec 13, 2011.  “The benefits of diversity are pretty clear: people who can incorporate multiple perspectives and who aren't afraid to experiment are more likely to innovate. But how do you get from here to there? Guest columnists Heather E. Bock and Charles Greco explain the process.”

Kotter, J. P. & Cohen, D. S. (2002). The Heart of Change: Real-life Stories of How People Change Their Organizations. Harvard Business School Press, Boston, Massachusetts.  Available through Ohiolink.  ++“For individuals in every walk of life and in every stage of change, this compact, no-nonsense book captures both the heart--and the "how"--of successful change. Organizations are forced to change faster and more radically than ever. How are companies faring in meeting these challenges--and what can we learn from their experiences? In this powerful follow-up book--organized around Leading Change's revolutionary eight-step change process--Kotter and co-author Dan Cohen reveal the results of their research in over 100 organizations in the midst of large-scale change.”  Note: Taken verbatim from Amazon.com.

Latting, J. K. & Ramsey, V. J. (2009). Reframing Change: How to Deal with Workplace Dynamics, Influence Others, and Bring People Together to Initiate Positive Change. Praeger., Denver, Colorado.  Available through Ohiolink.    “Should managers and leaders be aloof and dispassionate, with emotions kept clear of decision-making?  A considerable amount of verifiable research shows that the most effective leadership comes from listening to your emotions, expanding your cultural awareness, and working more positively and collaboratively. But how do you turn those goals into working plans and real results? Reframing Change: How to Deal with Workplace Dynamics, Influence Others, and Bring People Together to Initiate Positive Change is based on the premise that if people act with integrity and learn to develop positive workplace relationships, a ripple effect can engender similar changes in an organization as a whole.... You have the power to consciously choose actions that will make a profound difference in your professional and personal lives and for the organization for which you work.  This book will show you how it's done.” Note: Taken verbatim from book cover at Amazon.com.

Steele, Claude.  (2010). Whistling Vivaldi: And Other Clues to How Stereotypes Affect Us. W. W. Norton & Company, Inc., New York, NY.  Call number at Bierce Library HM1096 .S736 2010.  “Through dramatic personal stories, acclaimed social psychologist, Claude Steele, shares the experiments and studies that show, again and again, that exposing subjects to stereotypes—merely reminding a group of female math majors about to take a math test, for example, that women are considered naturally inferior to men at math—impairs their performance in the area affected by the stereotype. Steele’s conclusions shed new light on a host of American social phenomena, from the racial and gender gaps in standardized test scores to the belief in the superior athletic prowess of black men. Steele explicates the dilemmas that arise in every American’s life around issues of identity, from the white student whose grades drop steadily in his African American Studies class to the female engineering students deciding whether or not to attend predominantly male professional conferences. Whistling Vivaldi offers insight into how we form our senses of identity and ultimately lays out a plan for mitigating the negative effects of “stereotype threat” and reshaping American identities.”  Note: Taken verbatim from Amazon.com.  

A 30 minute NPR Talk of the Nation interview with author Claude Steele, Whistling Vivaldi: And Other Clues to How Stereotypes Affect Us including transcript.  http://www.npr.org/templates/story/story.php?storyId=125859207

Tapia, A. T.  (2009). The Inclusion Paradox. The Obama Era and the transformation of global diversity. Hewitt Associates, Lincolnshire, IL.   “It turns out that the warm, let's-all-get-along connotations of inclusion are misleading. Achieving true inclusion is hard. Very hard. Harder than achieving awareness. Harder than achieving tolerance and sensitivity. Harder than diversity itself. In The Inclusion Paradox: The Obama Era and the Transformation of Global Diversity, Andrés Tapia, Hewitt Associates' Chief Diversity Officer, reveals how in these times of unprecedented peril and opportunity, diversity's demographic tsunami is accelerating today's social, economic, and political tectonic shifts. In the book, he explores what is required to move into the next generation of diversity work in ways that get past the tired and clichéd approaches. He makes the case for making inclusion relevant for all, including the white male, and breaks ground by challenging the notion that the melting pot leads to inclusion.”  Note: Taken verbatim from Amazon.com.

Mentoring Resources: Supplemental material containing a list of resources on mentoring in different types of organizations The references include topics on mentoring and mentoring for women and underrepresented groups.  

Sample Assignment - Adis Maria Vila

• Inclusiveness in American society has been mirrored in the US military. Harry S Truman integrated the Armed Forces in January 1948. How has the US military dealt with subsequent civil rights efforts, including those for gay servicemen?
• Are there parallels in the historic discrimination against African American and current claims of discrimination on the part of female military personnel?