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“We don’t see things as they are. We see things as we are.” - Anais Nin. It’s an Intervention!. “When you make a world tolerable for yourself, you make a world tolerable for others .” - Anais Nin. What is Bad Faith when it comes to Equality?. - PowerPoint PPT Presentation
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“We don’t see things as they are. We see things as we are.”
- Anais Nin
It’s an Intervention!
“When you make a world tolerable for yourself, you make a world tolerable for others.”
- Anais Nin
What is Bad Faith when it comes to Equality?
What is “bad faith” when it comes to equality? “…it is only necessary to act in the customary, ordinary, usual, even polite manner. Nonetheless, I doubt that any of us who does so is totally without the knowledge that something is wrong.
To slide into decisions without allowing oneself to realize that one is making any; to feel dimly that one is enjoying advantages without trying to become clearly aware of what those advantages are (and who hasn’t got them); to accept mystifications because they’re customary and comfortable; cooking one’s mental books to congratulate oneself on traditional behavior as if it were actively moral behavior; to know that one doesn’t know; to prefer not to know; to defend one’s status as already knowing with half-sincere, half-selfish passion as “objectivity” –
This great, fuzzy area of human ingenuity is what Jean Paul Sartre calls “bad faith.” When spelled out the techniques use to maintain bad faith look morally atrocious and appallingly silly. That is because they are morally atrocious and appallingly silly. But this only shows when one spells them out, i.e., becomes aware of them. Hence this one effort among many to do just that.”
Russ, J. (1984) How to Suppress Women’s Writing, London: The Women’s Press.
Discuss…
“Inasmuch as community psychologists strive to promote liberation and wellbeing in marginalized groups, we are interested in organizational and community interventions that foster these goals.”
Page 202 - 203
Organizational Intervention
“Organizational interventions are systematic methods of enhancing an institution’s capacity to promote the personal, relational, and collective wellbeing of their workers and community stakeholders.”
Page 203
Politics and Empowerment“We advocate pairing and integration of ameliorative and
transformative thinking and action.”
Four types of institutions:1. Collective action that involves individual transformation2. Collective action that does not involve individual
transformation3. Individual empowerment that involves individual
transformation4. Individual empowerment that does not involve individual
transformation
Values that Justify Intervention
• Holism• Health• Caring / Compassion• Self-Determination• Participation• Social Justice• Respect for Diversity• Accountability
Why Organize?
• Reduction of stress• Improvement of life satisfaction• Empowerment / Feelings of control of one’s
own life
Discuss..
• Why Organize…– Empowerment can only be realized through
organizing– Social power is built on the strength of
interpersonal relationships– Individual empowerment must be grounded in a
dialectic of action and reflection
Interventions in OrganizationsPopulation Served
Ameliorative Transformative
Workers within Organization
Collaboration across unitsModerate participationAutonomyCaring and compassionConflict resolutionPolicies against harassment and bullyingFamily friendly policiesPeer supportPersonal developmentStress reductionPrevent burnoutImprove communication
Accountability across and within levels of organizationAttention to issues of social injusticeFull participation in decision-making processesMeaning-seeking activitiesAttention to power differencesOppose discriminationEqualize power
Community, citizens, clients and consumers
Caring and compassion toward clients and citizensWorkers contribute to civic associations through charityPartnerships for health and well-beingReinforce community structuresAdvocacy on behalf of clientsProvision of new or better services
Mission of social changeAllow community stakeholders full access to decision makingRespect the environmentMake community politically awareAccountability to disadvantaged members of communitySupport clients in resisting oppression and injustice
Internal and External Agents of Change
Internal External
Managers Organizational Consultant
Executive Director Member of the Community
Administrator Conflict Resolution Mediator
Staff Member Trainer
Member of the Board Program Evaluator
Six Possible Roles for Agents of Change“As either external or internal agents of change, community psychologists exert more or less
control over the process of change.”
• Director– Manager or administrator who makes decisions and gives instructions in order to control the
intervention• Expert
– Systems Analyst or Organization Consultant who diagnoses problems and uses knowledge to tell others what to do
• Consultant– Community Developer and Consultant who makes suggestions and whose influence derives from
respect and trust• Resource
– Group Trainer or Resource Provider who helps group to collect data and provides training in planning skills
• Facilitator– Process consultant, helper or group observer who assists with group processes
• Collaborator– Staff, Board or Community Member who is interested in change and joins groups or teams planning
and carrying out interventions
Let’s Process Personal Emotional Contingencies!Emotional Competencies
Personal Development Transformational Potential
Self Awareness Emotional awarenessAccurate self-assessmentSelf-confidence
Recognizing personal experiences of oppressionUnderstanding impact of oppression on selfSense of agency
Self-Regulation Self-controlTrustworthinessConscientiousnessAdaptabilityInnovation
Monitoring effects of oppression on behaviorEthical behavior in all domains of lifeAccountability for actionsAppreciation of impact of change on selfWillingness to be challenged
Motivation Achievement driveCommitmentInitiativeOptimism
Pursuit of liberation and well-beingCommitment to change, liberation and well-beingAbility to mobilize self and othersWork with others to maintain hope
Let’s Process Social Emotional Contingencies!EmotionalCompetencies
Social Development Transformational Potential
Empathy Understanding othersDeveloping othersService orientationLeveraging diversityPolitical awareness
Appreciating others’ experiences of oppressionPromoting others’ sense of agencyTransformational orientationRespecting and valuing minorities’ experiencesPerceiving effects of power dynamics in groups
Social Skills InfluenceCommunicationConflict managementLeadershipChange catalystBuilding bondsCollaboration and cooperationTeam capabilities
Persuasive in promoting need for justiceActive listening and use of plain messagesFair resolution of differencesInspiring self and others to do their bestPromotion of change for liberation and well-beingSolidarity with people who are marginalizedValue-based partnershipsFostering synergy, fun and satisfaction in group
The Role of the Community Psychologist
• Inclusive Host• Visionary• Asset Seeker• Listener and Sense Maker• Unique Solution Finder• Evaluator• Implementer• Trendsetter
The Role of the Community Psychologist• Inclusive Host
– Is everyone feeling comfortable?– Is someone dominating the discussion?– As there some people afraid to speak?– Have I made an effort to hear from all the people in the group?– Are people leaving the meeting enthusiastic or disappointed?
• Visionary– Have people expressed their aspiration?– Are we able to think of alternative ways of being?– Have we established a process that is democratic and inclusive?– Have we had time to think about the norms that we all want to follow?– Is there collective ownership for the values and vision we have created?
• Asset Seeker– Have I asked people how they cope with this difficult situation?– Have we discussed what each of us can contribute to the process?– Are we able to combine our strengths in a synergistic way?– Have I offered my input as an equal member of the group?– Have we explored different types of knowledge and wisdom that can help us in our
collaborative work?
The Role of the Community Psychologist cont…
• Listener and Sense (Meaning) Maker– Have I listened without interruption to what people have to say about their
issues?– Have I thought about it in ecological terms?– Have I expressed disagreement or alternative conceptualizations in a
respectful way?– Have I thought about the influence of power inequality in this person’s life?– Has the group agreed on the definition of the problem and possible
solutions?• Unique Solution Finder
– Have I considered with the group the risks and benefits of every course of action?
– Have I consulted colleagues and the literature on the merits of various alternatives?
– Is our work balancing attention to process with attention to outcomes?– Is the preferred action in accord with our values?– Do we have a contingency plan in case this strategy doesn’t work?
The Role of the Community Psychologist cont…
• Evaluator– Have we created a space to reflect on how we’re feeling about our
work together?– What have we done to evaluate our intervention?– Are people feeling safe enough to express disapproval?– Am I open to challenges and criticsm?– Have we practiced how to give feedback in respectful and useful
ways?• Implementer
– Have I tried to be an inclusive host, asset seeker, good listener and solution finder?
– Have I tried to identify with my partners the most suitable solution for the long term?
– Have I made a mental list of the important considerations at play?– Have I considered enabling and inhibiting factors that will impact our
plan of action?
The Role of the Community Psychologist cont…
• Trend Setter– What have we done to make sure that the changes we plan
for are maintained?– How do we change the system, not just perceptions, in
order to institutionalize innovations?– What group norms can we establish to help members
sustain new behaviors?– How can we disseminate knowledge gained in one setting
to others?– What do we know from the literature about
institutionalizing innovations?
Steps for Organizational Change