Tag: Homework Solution

Assignment Prompt & Instructions

– ## Module3DB552.docx

**## Module3DB552.docx**

Module 3: Discussion


**Before participating in the discussion, please read and view the following:**


**Read:**

Johnson, Chapters 8 & 9

You can access the text
[HERE](https://asu.instructure.com/courses/233075/external_tools/322700) or on the BryteWave Course Materials link on the course menu.

****

**View:**

**Mellody Hobson:** The subject of race can be very touchy. As finance executive Mellody Hobson says, it's a "conversational third rail." But, she says, that's exactly why we need to start talking about it. In this engaging, persuasive talk, Hobson makes the case that speaking openly about race — and particularly about diversity in hiring — makes for better businesses and a better society.

[https://www.youtube.com/watch?v=45qZei0iw3k](https://www.youtube.com/watch?v=45qZei0iw3k)

**Kelly Charles-Collins:** The Bystander Effect: Why Some People Act and Others Don't

When we wait for everyone to act, we just keep waiting. We want to believe if we see something, we will say something or do something. But the more people there are, the less likely we are to help someone in need. This social psychological phenomenon is called the “Bystander Effect.” Factors such as fear, ambiguity, affinity, and diffusion of responsibility determine whether a bystander acts. As an Attorney, bias and harassment trainer and a mom, Kelly Charles-Collins, shares everyday examples of the bystander effect and solutions for creating a Bystander Free Zone: Stand up, Speak up, Act up.

[https://www.youtube.com/watch?v=45qZei0iw3k](https://www.youtube.com/watch?v=45qZei0iw3k)

**Discussion Questions:**(Draw from the text and the videos when answering the questions)

1. What is the Just-Because SHAM (She/He's A Minority)? Have you ever heard this in your organization? What strategies have you seen that can interrupt the Just-Because SHAM? Why is speaking openly about race and diversity important, especially when hiring?

2. What is the bystander effect? Have you ever noticed that happen? How can you create a bystander intervention training? Do you need it? How could it benefit your organization?

3. What did you think of David Lougee’s story at CCL? How can you design for dissension?  Why is it imperative to speak out when you disagree?  How can not speaking out be harmful? Can you give an example of when you didn't speak out and you wish you had?  How do you think things might have been different had you spoken out?

4. Describe a tough experience you had in your career. How did it feel when you were under attack? Did anyone advocate for you? If so, how did they go about advocating on your behalf? Have you ever advocated for others? If so, how did it feel? What were your fears? Did you hear any comments? Would you change anything about how you responded, if so what would you have done differently?

**Address the above questions with at least one paragraph per question, then respond to two of your classmates' posts.**

## image1.jpeg

## image2.jpeg

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**## Module3DB552.docx**

Module 3: Discussion


**Before participating in the discussion, please read and view the following:**


**Read:**

Johnson, Chapters 8 & 9

You can access the text
[HERE](https://asu.instructure.com/courses/233075/external_tools/322700) or on the BryteWave Course Materials link on the course menu.

****

**View:**

**Mellody Hobson:** The subject of race can be very touchy. As finance executive Mellody Hobson says, it's a "conversational third rail." But, she says, that's exactly why we need to start talking about it. In this engaging, persuasive talk, Hobson makes the case that speaking openly about race — and particularly about diversity in hiring — makes for better businesses and a better society.

[https://www.youtube.com/watch?v=45qZei0iw3k](https://www.youtube.com/watch?v=45qZei0iw3k)

**Kelly Charles-Collins:** The Bystander Effect: Why Some People Act and Others Don't

When we wait for everyone to act, we just keep waiting. We want to believe if we see something, we will say something or do something. But the more people there are, the less likely we are to help someone in need. This social psychological phenomenon is called the “Bystander Effect.” Factors such as fear, ambiguity, affinity, and diffusion of responsibility determine whether a bystander acts. As an Attorney, bias and harassment trainer and a mom, Kelly Charles-Collins, shares everyday examples of the bystander effect and solutions for creating a Bystander Free Zone: Stand up, Speak up, Act up.

[https://www.youtube.com/watch?v=45qZei0iw3k](https://www.youtube.com/watch?v=45qZei0iw3k)

**Discussion Questions:**(Draw from the text and the videos when answering the questions)

1. What is the Just-Because SHAM (She/He's A Minority)? Have you ever heard this in your organization? What strategies have you seen that can interrupt the Just-Because SHAM? Why is speaking openly about race and diversity important, especially when hiring?

2. What is the bystander effect? Have you ever noticed that happen? How can you create a bystander intervention training? Do you need it? How could it benefit your organization?

3. What did you think of David Lougee’s story at CCL? How can you design for dissension?  Why is it imperative to speak out when you disagree?  How can not speaking out be harmful? Can you give an example of when you didn't speak out and you wish you had?  How do you think things might have been different had you spoken out?

4. Describe a tough experience you had in your career. How did it feel when you were under attack? Did anyone advocate for you? If so, how did they go about advocating on your behalf? Have you ever advocated for others? If so, how did it feel? What were your fears? Did you hear any comments? Would you change anything about how you responded, if so what would you have done differently?

**Address the above questions with at least one paragraph per question, then respond to two of your classmates' posts.**

## image1.jpeg

## image2.jpeg

## image3.jpeg