1 response = 1/2 page (1) I scored the highest on smoothing and the lowest on wi

1 response = 1/2 page
(1) I scored the highest on smoothing and the lowest on withdrawing. According to our textbook, smoothing is “to teddy bears, the relationship is of great importance, whereas the goal is of little importance. When the goal is of little importance to you, but the relationship is of high importance, you give up your goal in order to maintain the relationship at the highest quality possible” (Johnson, 2012). I would say the results are pretty accurate; if the goal is not essential to me, but is to someone else, then I will set my goals aside to assist with achieving the other persons. Using this belief has brought me success in the past because it builds loyalty and trust with the person I am helping achieve their goals. Whereas, if I were to use a different belief, it may cause conflict, or the other person involved not to trust me in the future if I am only trying to achieve my goals. Using this belief could hinder my success since I may not achieve the goals that I have set. Although I may not realize it at the time, it could hinder my long term success. I most likely learned this belief throughout my childhood. Many things you learn when you are young impact your future, values, and beliefs. I also have worked in customer service my entire adult life, which is where you are taught the customer is always right. This may not necessarily be true, but the end goal is to ensure the customer is satisfied with their experience, which is a significant smoothing factor because you put your own goals or needs aside. If I put the smoothing belief aside in my current role, I would most likely not be very successful or not have very many satisfied customers. Our job is focused on customer satisfaction, and if I were to put my own goals ahead, it would only lead to unsatisfied customers. Smoothing may reveal that my assumptions state someone has to give up their goals in order for others to achieve theirs. This is not always the case since everyone is held accountable for their own goals when working in a group. If one person does not achieve their goals in a group, it could significantly impact everyone’s results. Modern racism is “a contemporary form of prejudice against members of other racial groups that is expressed indirectly and covertly, typically by condemning the cultural values of the outgroup or by experiencing aversive emotions when interacting with its members but not acting on those negative emotions” (APA Dictionary of Psychology). Ethnocentrism is when someone has preconceptions of other cultures according to their cultural standards and customs. In comparison, prejudice is when someone has an opinion on something when they have never actually experienced it. I have not seen this occur as I work in a very diverse organization. However, we all know that it does exist and is something leaders should be highly aware of. My company hosted a five hour-training for every person in management to attend. We were taught what to look for, whom to go to, and how to create a safe space for anyone you witness that may be experiencing it. I believe training is an essential item when trying to facilitate an environment that values diversity. The fact that our company was willing to send all of us to a five hour training shows that they value having a diverse and inclusive company. It is also essential that this form of leadership starts from the top down. Everyone should be aware of their surroundings and taught the proper skill to address a situation if it were to arise.
(2) I don’t feel that problem solving will hinder me but smoothing or accommodating the concerns of other people first can hinder me since it’s only a short-term solution and you would have to revisit the conflict later to resolve it instead of just putting a temporary band-aid on it. When I reflect on my childhood, I think I might have learned problem solving growing up with 2 brothers. Siblings fight and there is some degree of jealousy and competition, but I think our parents always taught us to listen to one another and casted sibling harmony. I fear that if I acted in the opposite of problem solving, I would be a nuisance and agitator and many people would likely avoid working with me because I would be so difficult to work with. My high score in problem solving is in line with my assumptions on how groups work because I think they both have a goal to arrive at a solution and it teaches encouragement and support. Teams must learn to work with one another and when they have learned to problem solve together, the result is better communication, better thinking, higher commitment, increase in potential, and better solutions. After all, the point of a group is to accomplish a goal, and it’s important to be able to resolve conflicts to be a successful group. Racism is discrimination targeted at people because of their race or ethnic affiliation. Ethnocentrism is the inclination to consider one’s racial group, nation, religion, or culture as superior. Prejudice is an unfair pessimistic approach toward a person centered exclusively on that individual’s affiliation in a group other than one’s own. (Johnson, 2013). I think some attributes of all three of these can be extreme pride, association with others who have the same beliefs, belittlement of others, latent hate, and denial of others. Many people in the workplace may not even be aware that their views or actions are considered discriminatory. Living in the United States with an uncommon name isn’t easy and my name gets butchered constantly and it’s awkward when someone tries to pronounce it. You get to a point where you stop trying to correct people when they mispronounce it. I’ve been told to have a nickname or make my name easier to pronounce – in my opinion this is stripping my identity. Next time you come across someone in a meeting who’s name you can’t pronounce, ask them how to pronounce it but don’t make any comments about it being unusual. If you don’t know how to say someone’s name, just ask. I think in today’s organizations they are acknowledging and speaking up about racism, especially after the Black Lives Matter movement. I drive by many stores and see stickers and words written on the streets or windows with the words “Black Lives Matter”. I think this is extremely important because racism is happening, and it has been happening for many years, but we just never speak up about it. This movement has the potential to be vital in tackling the disparity and holding people accountable. There are a lot of things leadership can do to facilitate an environment that values diversity. A diverse organization and diverse teams lead to better performance in my opinion. A leader should listen from the ground up and allow employees to challenge the status quo. Another thing leadership can do is communicate the importance of diversity and mix up teams and be ware of unconscious bias. Overall, leaders shouldn’t think that they should not get involved in the discussion of diversity, they should be involved often and promote it.

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