Center for Organizational Research (COR)

Dear COR community,

You are cordially invited to participate in a COR Faculty Workshop where we will discuss a paper by Prof. Sharon Koppman (Merage), “The Glass Hallway: Why Men Get Core Jobs in Feminized Occupations” (see abstract below).

Friday, November 18

1:30-3:00

SBSG 1321

(Late) lunch will be provided.

Professors Matt Huffman (Social Sciences) and Melissa Mazmanian (Bren School of Information and Computer Sciences) will serve as discussants, before we open it up to everyone’s input.

Sharon Koppman

The Glass Hallway: Why Men Get Core Jobs in Feminized Occupations

In light of a large literature on occupational sex segregation, advertising stands apart.  Within this feminized occupation, women show high interest, aptitude, and qualifications for creative work, yet relatively few are employed in creative jobs.  I explain this empirical puzzle through an overlooked source of sex segregation: beliefs that circulate within occupations.  By analyzing in-depth interviews (N=54) with advertising practitioners, I reveal how beliefs that circulate within advertising-specifically, the male ideal of the emotional and independent creative person-inform individual decisions to stay in creative jobs or leave.  Through the use of primary survey data (N=351), I demonstrate that identification with this internal ideal patterns sex segregation.  Together, this study suggests that, much like the “glass escalator” lifts men in feminized occupations into management, these occupational beliefs provide a “glass hallway” through which men stride into the jobs defined as most desirable within the occupation itself.

A talk of interest to COR members….

Brokering Access through the Glass Ceiling: Sponsorship of Women and Minorities via an Identity Lens

SPEAKER:        Amy Randel

UNIVERSITY:        San Diego State University

TIME:        10:30 am~ 12:00pm

WHERE:        SB1 5200 Porter Colloquia Room

ABSTRACT: The need for increasing access to high-level positions for women and minorities and eliminating discriminatory practices in organizations has been identified by scholars and practitioners alike for many years (e.g., Dipboye & Colella, 2005; Haberfeld, 1992). One of the practices that organizations have turned to in order to improve the organizational experiences and career outcomes of women and minorities is mentoring. However, even well-intentioned mentoring of women and minorities has not consistently yielded desired benefits and may not be as efficacious as once hoped. Despite being mentored in higher proportions than men, women graduates of top MBA programs worldwide are paid less, hold lower-level positions, and experience lower career satisfaction than men according to a 2008 Catalyst survey (Ibarra, Carter, & Silva, 2010). While mentoring often contributes to psychosocial benefits for protégés (Kram, 1985; Ragins, 2012), mentoring does not appear to consistently result in the brokering of relationships that result in the placement of women and minority protégés in positions that accelerate their career development.

A talk of interest to COR members….

JOHN SEELY BROWN

Chief Scientist

Xerox Corporation (Retired)

Date: Friday, October 14, 2016

Talk: 2:00 PM

Location: 6011 Donald Bren Hall

Refreshments: to be served in the 5th floor lobby after talk

Title:  “Living/Learning/Leading in a White Water World”

 

ABSTRACT: Adapting to a world of exponential changes means that, in addition to taking on the hard sociotechnical challenges, we need to also deeply question our institutional architectures, our public policies, and forms of learning. And all of these are entangled. Indeed, new deep learning systems, as seen in autonomous vehicles, for example, raise fundamental ethical issues while they also influence and enable new behaviors and social practices.

This means, that as technologists, we are now being thrown into the midst of some fundamental – if not ontological – questions. This talk will explore our rapidly changing, broadly connected and radically contingent world and the lenses needed to frame, or reframe, the challenges that technological advances have pushed forward.

BIO: John Seely Brown, also known as “JSB,” was the Chief Scientist of Xerox Corporation until April 2002 as well as the director of the Xerox Palo Alto Research Center (PARC) until June 2000. A master integrator and instigator of productive friction, JSB explores the whitespace between disciplines and builds bridges between disparate organizations and ideas. In his more than two decades at PARC, Brown transformed the organization into a truly multidisciplinary research center at the creative edge of applied technology and design, integrating social sciences and arts into the traditional physics and computer science research and expanding the role of corporate research to include topics such as the management of radical innovation, organizational learning, and complex adaptive systems. His personal research interests include new approaches to learning, digital youth culture, digital media, and the application of technology to accelerate deep learning within and across organizational boundaries – in brief, to design for emergence in a constantly changing world.

Brown graduated from Brown University in 1962 with degrees in physics and mathematics. In 1972 he received a Ph.D. from the University of Michigan in computer and communication sciences. His nine honorary degrees reflect the breadth and diversity of his leadership. Part scientist, part artist and part strategist, JSB’s views are unique and distinguished by a broad view of the human contexts in which technologies operate and a healthy skepticism about whether or not change always represents genuine progress.

Dear members of COR community,

You are cordially invited for the Center of Organizational Research (COR) Beginning-of-the-Year event!

ACADEMIC SPEED-DATING

Friday, October 7, 12:30-2:00pm

Social and Behavioral Sciences Gateway SBSG 1321

RSVP to cor@uci.edu; lunch provided

Our 2016-17 COR Kick-Off Event is an academic version of speed dating. As in the past years, we expect it to be both fun and generative. This is an opportunity to learn more about the interests of other COR members, to explore possible synergies and to receive some very quick feedback on your research. Here’s how it works:

– You come prepared to describe your research in 3 minutes or less.
– We form pairs of people (preferably those you have not met before, or haven’t talked in a while)
– The first person in a pair describes his/her research in 3 minutes and then we allow 2 minutes for a short Q&A. After 5 minutes, it is the second person’s turn to do the same.
– After 10 minutes, we form new pairs and start again.
– We continue for about 5 rotations.
– The remaining time can be used to continue the conversations that you
wish to be longer.

We will also have a few announcements about upcoming COR events.