Waiting for someone else to speak out

first_img Lawrence D. Bobo dissects police killings of Black men and the history and cognitive forces behind racial bigotry and violence, and why he sees signs of hope Racism, coronavirus, and African Americans The fire this time Why America can’t escape its racist roots Related Orlando Patterson says there’s been progress, but the nation needs to reject white supremacist ideology, bigotry in policing, and segregation Since George Floyd died after police officer Derek Chauvin knelt on his neck for almost nine minutes on May 25, demonstrators across the country have gathered to protest police actions against African Americans. While most of the protests were calm, in several cities police officers  have used force against demonstrators and journalists under the justification of crowd control. The sight of officers in riot gear beating marchers, firing rubber bullets and chemical- or pepper-based irritants, and shoving activists has reignited questions about accepted practices in the nation’s law enforcement community.Francesca Gino, Tandon Family Professor of Business Administration at Harvard Business School, studies leadership, the psychology of decision-making, and organizational behavior. She has written about how an organization can develop a culture that can turn harmful to its own people, to the success of its mission, and to its own reputation. In an interview, Gino discussed the circumstances surrounding Floyd’s killing, what they suggest about police culture in Minneapolis, and why it was unsurprising that the other officers on the scene didn’t stop Chauvin.Q&AFrancesca GinoGAZETTE:  When a police officer acts inappropriately, a common defense is that it’s “one bad apple,” not an entire department. What are the signs that it’s “one bad apple” in an organization, and when it’s something more systemic?GINO:  To me, the fact that no one reacted to the horrific situation, no one decided to help or stop Chauvin is a sign that the story is about more than one bad apple. It is difficult to make generalizations, but given how the other officers reacted, they clearly showed “bad apple” behavior as well.GAZETTE: Have you seen anything in the George Floyd incident to suggest there may be a toxic police culture at work?GINO:  Culture is a pattern of beliefs and expectations that organization members share and that produce norms that powerfully shape how people behave. Cultural norms are expectations about appropriate behaviors; they are socially created standards that help us interpret and evaluate behavior. Through their behavior, the officers on site demonstrated that inexcusable behaviors are tolerated — whether just by them or the police more generally is difficult to say. And that makes for a toxic culture. It is every organization member’s responsibility, in their own leadership and work, to cultivate an effective culture.“Why don’t people speak up more often when they see wrongdoing? One reason is the significant perceived risk of doing so,” said Harvard Business School Professor Francesca Gino. Jon Chase/Harvard file photoGAZETTE: One of the chilling aspects of this incident is that three police officers stood by casually or assisted Chauvin while he pinned Floyd down until he died. What is at work psychologically when otherwise responsible people do bad things or allow bad things to happen? Why don’t people speak up more often when they see wrongdoing?GINO:  One of the sad phenomena psychologists have studied for years now is the bystander effect. Basically, the research addresses the following question: Why is it that we look away even when atrocities are happening around us? One famous example that is often mentioned is the murder of a 28-year-old woman, Kitty Genovese, outside her apartment in the Queens neighborhood of Kew Gardens in the early morning of March 13, 1964. This case raised so many important questions: How could the neighbors look on and turn away as she was stabbed repeatedly on the street and in her apartment building? What did nobody act in a way that could be helpful? What did that collective inability to act reveal about us as human beings, our communities, and our belief systems?This is not a story in isolation. Though the details of every story are different, and each of them is quite tragic in its own way, they also point to the bystander effect: We continue to look away in the face of danger.The initial research was conducted by social psychologists John Darley and Bibb Latané. They wanted to show why the witnesses to Genovese’s murder, a case both followed avidly, behaved with such apathy, and whether they could quantify a minimum number of people present to create collective indecision. Their research found that the more people who witness a catastrophic event, the less likely any one person will do anything because each thinks someone else will take responsibility. Experiments that other researchers conducted in the years that followed suggest that in a crisis, pointing at a bystander and giving her directions to ask help or complete a task can override the robust bystander effect. Action over apathy is the greater struggle and more difficult choice, but it can prevail.This research, I think, gets to [this] question. The three officers who stood by as officer Derek Chauvin held down George Floyd until he died may have been bystanders. But it is also possible, even in a situation as tragic and horrific as this one, that the inexcusable and immoral behavior of Chauvin became contagious. As I found in my own research, the unethical behavior of a bad apple can, in fact, become contagious. In one study, for instance, we found that when a confederate (a student with acting skills we hired for the study) cheated ostentatiously by finishing a task impossibly quickly and leaving the room with the maximum reward, participants’ level of unethical behavior increased when the confederate was an in-group member (a student just like them), but decreased when the confederate was an out-group member.Why don’t people speak up more often when they see wrongdoing? There is a lot of research in management on why people do not speak up. One reason is the significant perceived risk of doing so. As I wrote recently, challenging the status quo threatens people’s status and relationships with supervisors and coworkers, research shows. Speaking up in organizations can also result in negative performance evaluation, undesirable job assignments, or even termination. Most people are aware of these potential costs; as a result, most stay quiet about bias, injustice, and mistreatment.GAZETTE: Who or what causes an organization’s culture to become toxic? Panel discusses long-festering wounds of racial inequities and possible steps forward GINO:  When there’s a toxic culture in an organization, every leader who contributed to using behaviors that are not consistent with the values the organization stands for is to blame. As I always say to executives when teaching about culture, culture is inevitable. A culture will form in any organization. The question is whether it is one that helps or hinders the leaders’ ability to execute their strategy, stay scrappy, and be successful over the long run, however they define success.GAZETTE: What harm does a toxic culture do?GINO:  Toxic cultures and workplaces, research finds, cause anxiety, stress, health problems, absenteeism, job burnout, counterproductive work behavior, and ultimately degrade productivity and increase turnover. For effective cultures to produce the effects they are intended to have, everyone has to uphold the culture even when it’s hard, it is not absolutely necessary, and no one is looking.GAZETTE: The Minneapolis police chief said he has been working to reform department culture, but has faced strong opposition from the police union. What can be done to root out a toxic culture once it has infiltrated an organization?GINO:  Cultural transformation is possible. It starts with leaders first acknowledging the issues that are present that need to disappear and define how they negatively impact the workplace, and then identifying values to live by and behaviors that are consistent with those values. But it takes discipline. Culture works when it is consistent, coherent, and comprehensive. It is key for leaders to be consistent in communicating and reinforcing the values, and to have a clear vision in everything they do. Those who are aligned will stay while those who are misaligned will filter themselves out or should in fact be fired. Leaders are the ones who set the example and the tone of the organization’s culture through what they allow and what they model. Their actions must match their message. The values and behaviors identified need to be coherent with the strategic goals the organizations have and they need to be comprehensive.This interview has been edited for clarity and length.last_img read more

Teams Set for Seyi Akinwunmi U-13 Charity Football Tourney

first_imgAkinwunmi, also said that there will be no room for age cheats and believes that the competition will be crucial to the development of grassroots football in the country.“We are starting with six teams and we hope it will become bigger and bigger in the coming years. We will have scholarships for four pupils and we will also have scholarship awards to the IDP school. The children in Eko Football are mostly sponsored by us, so it is education and football coming together.“What we did is that we were involved in the screening of the Channels Kids Cup. We screened them in their schools before they came and also did the same when they came for the Channels Kids Cup. So it is the same kids that are coming and we already know their age range.“It is not just about Seyi Akinwunmi and not only about Lagos State. One of the FA Chairmen from the North spoke with me this morning to wish me well about this tournament and promise to do his own next year too.“If all we have done is to encourage other people to emulate such tournament, then we have succeeded already in growing that mentality across the country. No doubt Nigeria will be untouchable in years to come as far as football is concerned,” Akinwunmi noted.The tournament will hold from 1st-2nd of September, 2018.Meanwhile, the LSFA Vice Chairman, Tade Azeez emphasized that donations from well-wishers plus partners will be invested back into the Seyi Akinwunmi U-13 tournament for the schools and students sponsorship.Share this:FacebookRedditTwitterPrintPinterestEmailWhatsAppSkypeLinkedInTumblrPocketTelegram The 2018 edition of the Seyi Akinwunmi Foundation Under-13 Charity Invitational Football tournament resumes this weekend at the Campos Mini Stadium, Lagos Island.The competition, which has attracted teams nation wide is now in its semi final phase and the First Vice President of the Nigeria Football Federation (NFF) and Chairman of Lagos State Football Association (LSFA), Seyi Akinwunmi said the tournament will invite back to Lagos the four semi finalists at the last edition of the Channels International Kids Cup and there will be a special invitation for a school from IDP camp in Borno State.According to him the participating teams are LGEA Central School, Kaiama, Kwara State, Emmanuel Anglican Nursery & Primary School, Okesa, Ado-Ekiti, Ekiti State; Baptist Government Primary School, Oshogbo Osun State; X-Planter Nursery & Primary School, Ikorodu, Lagos State; Amigo Largema Military Cantonment Primary School, Borno State and Ekofootball Future Stars, Lagos State. Seyi Akinwunmilast_img read more

Georgetown Employment Report Reveals RecordSetting Job Offers Salaries

first_img About the AuthorKelly Vo    Kelly Vo is a writer who specializes in covering MBA programs, digital marketing, and personal development.View more posts by Kelly Vo RelatedNYU Employment Report Reveals Employment, Salary JumpThe NYU Stern School of Business released its 2018 MBA Employment Report at the end of last month, revealing that more graduates in the Class of 2018 had accepted full-time job offers three months after graduation than anytime in the past five years. Not only that, many recent grads reported…November 6, 2018In “Amazon”Georgetown McDonough MBA Career Center Releases 2017 Employment StatsNo surprise: Georgetown MBAs are making bank! According to the most recent employment report from the Georgetown University McDonough School of Business,  the average starting salary for graduates was $112,501, which is a 4 percent increase from the previous year. “Every year, we deepen our commitment to applying a personalized…November 21, 2017In “Featured Home”Tech Interests and West Coast Jobs Spike in New Northwestern Kellogg Employment ReportLast week, Northwestern University’s Kellogg School of Management released its 2018 Employment Report revealing a record number of graduates going into the tech industry (28 percent) and more companies hiring Kellogg talent than ever before. Other highlights include a growing number of graduates headed to the West Coast for jobs (around one-third) and a…December 4, 2018In “Amazon” Georgetown University’s McDonough School of Business set records this year for both salaries and job offers according to its Class of 2018 Employment Report, released earlier this month. An impressive 98 percent of students received job offers within three months of graduation, and average full-time salary rose to an all-time high of $116,946.MBA Graduates Get More Money and More Job OffersCompared to last year, average starting salary increased by 4 percent. The average signing bonus for the latest graduating class was $31,036, up 9 percent year over year. The record-setting 98 percent of students who received job offers within three months of graduation represented a 5 percent jump over the prior year. Ninety-four percent of 2018 graduates had accepted an offer within three months, up 2 percent from last year.“Through a personalized approach to the job search, opportunities for career treks throughout the United States and around the world, and a global alumni network of 190,000 graduates, the MBA Career Center ensures students are placed in the positions that inspired them to attend business school,” Doreen Amorosa, Associate Dean of McDonough Career Services, said in a press release.MBAs Choose Consulting, Financial Services, and TechnologyFor the second year in a row, consulting, financial services, and technology were the top three industries for MBA graduates. However, the breakdown within these three industries saw some shifts.Last year, financial services was the top industry of choice, drawing an even third–33 percent–of students. Consulting was second, drawing 28 percent of grads, and technology was a distant third, at 13 percent. The most recent graduating class headed off to these three leading industries in more equal numbers. Consulting, for its part, drew 25.5 percent of students, followed by financial services at 21.7 percent, and tech at 17.5. In both years, nonprofit/social impact came in fourth, attracting 8 percent of the Class of 2018 and 7 percent of the Class of 2017.MBA Internships Remain SteadyAs for this year’s class of MBA student internships, the results remained similar to previous years with only slight increases. This year, 100 percent of students secured an internship, and 86 percent of those positions were paid an average of $7,043 per month. This was an uptick over last year, when interns averaged $6,501 per month. Also, 78 percent of all internship positions were facilitated by the MBA Career Center, a ten percent increase from 2016. Student interns gravitated toward the finance/accounting (34 percent), consulting (28 percent), and marketing & sales (17 percent) industries.This article has been edited and republished with permissions from its original source, Clear Admit. regions: Washington, DCcenter_img Georgetown Employment Report Reveals Record-Setting Job Offers, Salaries Last Updated Nov 14, 2018 by Kelly VoFacebookTwitterLinkedinemail last_img read more