The Importance Of Identity Abrasion

Conflict arises from various sources in the team setting (Capozzoli, 1995). The most common causes of conflict are values, attitudes, needs, expectations, perceptions, resources, and personalities. As we are all raised with different values, morals come into play when the team issue deals directly or indirectly with ones values, morals, or ethics. Conflicting attitudes can bring about problems as two or more team members prove to have differing goals in mind. Individual needs can cause rifts within a team when they are not satisfied. The expectations of team members are not the same on how the goal will be met. We all have different perceptions of life situation and interpret them differently. The lack of resources needed to complete a task can cause conflict. Differing personalities play a major role in team conflict.

In his essay “ In Defense of Prejudice”, Jonathan Rauch explores a much talked about topic in the United States today, prejudice. As his title implies, he is in defense of prejudice, he makes it clear that he is not a supporter of hate or racism, rather a supporter of “intellectual pluralism” “which permits the expression of various forms of bigotry and always will.” (pg 1). Rauch defends the right to express all forms of bigotry. By utilizing specific examples where prejudice is at center stage, Rauch tries to convince his readers that the solution to prevent prejudice is not attempting to eradicate it, rather he believes if we, as a society channel prejudice more effectively we can make it “socially productive.” Ranch defends his

Freedom of speech is a glorious thing and a privileges of living in the United States of America is being able to express one’s opinion. Segments of society are making an effort to stifle people’s opinions to do what is politically correct. Can people’s ideas of protection be too extreme? In the article, “The Coddling of the American Mind”, Greg Lukianoff and Jonathan Haidt argue that there is a negative outcome when rules are given to stop people from being offended, and this statement is supported from real life examples, analogies, and reliable sources.

Nonetheless, these feeling changed. Even though my understanding of ethnicity and race was limited my interest for understanding grew. For example, one weekend among peers at Connecticut College my last name was referred to in conversation about the Jewish population on campus. Without any hesitation the people around me highlighted a distinction that I was not Jewish due to my German name and looks, and therefore not included with the concern of the discussion. I came to wonder why such a distinction was made. I knew that

Since the beginning of time, individuals have been discriminated against based on their religion, culture, race, and sexual orientation. The article “How Did Jews Become White Folks?” by Karen B. Brodkin highlighted the struggles that European immigrants, Jews, and African Americans faced in the United States pre and post World War II. In her article Brodkin focused on the idea of “whiteness” in America, and how the word has evolved over time to include a variety of ethnicities.

“The Danger of a Dominant Identity,” discusses what one columnist believes to be one of the largest problems facing America today. David Brooks, a columnist for the New York Times, argues that reducing people to nothing more than a label with a singular identity is one of the largest problems America faces. Through the appropriate use of rhetorical appeals, David Brooks writes an effective article by informing and firmly convincing the reader of the danger in viewing others as one-sided.

     Identity is one of the main questions throughout all of our readings, because it is hard for people to accept who they are in society. Accepting their identity as a minority with little if any freedoms

Since the start of time, there has been individuals in society that have been discriminated against based on their religion, culture, race, and sexual orientation. The article “How Did Jews Become White Folks?” by Karen B. Brodkin highlighted the struggles that European immigrants, Jews, and African American faced in the United States pre and post World War two. Brodkin focused in on the idea of “whiteness” in America, and how the word has evolved overtime to include a variety of ethnicities.

Throughout the past few years people have started to become more cautious of what they say and do in public because everyone reacts differently to all kinds of things and it is not hard to offend someone. In the essay “Coddling of the American Mind” by Greg Lukianoff and Jonathan Haidt, they discuss the rise of microaggression, which fosters a culture where young adults are sheltered from concepts that give offense. They focus on the idea of removing offensive words, ideas, and subjects from college campuses because they believe it is disastrous to protect the words and ideas that may cause “microaggression” from college students. In order to persuade the readers that colleges are distorting and coddling the minds of their students, Lukianoff and Haidt use modes of persuasion, examples, and definitions.

These are but a few of the provocative headlines to capture the attention of faculty and administrators in recent years. Such essays, for many, introduced terms like trigger warnings, microaggressions, and safe spaces, now commonplace in media coverage of academic life in the 21st century. The stories they tell involve a wide range of issues, but the overarching themes that bind them include concerns about restrictions on free speech, student sensitivity, and evolving campus policies regarding acceptable content and language in and out of the classroom. My role today as a member of

When I entered the Dynamic of Racism and Oppression class I was the individual who had blinders on. I did not have a full understanding of what racism was, which in itself is shocking to me as I thought I had. What made me really stop and think was this class opened my eyes to the fact that I did not know my own identity. I have heard individual say “I’m black”, “I am of African decent”, “I’m Latino”, “I’m Canadian”, and “I’m white”. These are common statements of how individuals view their race and identity. I have even placed my identity in one of those categories, I’m white. I was unaware and unsure of what it meant to have a culture, which many individuals claim everyday. Some individuals know their identity, others do not, I was one

To become an effective counselor to Jewish Americans or any race or diverse population is to be aware of one’s thoughts and opinions concerning racism and racial advantage, as well increase knowledge of culture’s different from oneself (Hays & Erford, 2014). Jewish Americans are referred to those Caucasian individuals who have immigrated to the United States from another country, such as Eastern Europe (Hays and Erford, 2014). In this paper, I will identify and provide a description of the Jewish population and how they differ from myself in a variety of ways. Additionally, I will provide a reflection of my immersion into the Jewish culture via my observations and highlight what I have learned

With the generations changing, people are becoming more cautious about what they do or say or even let their children go out and do sensitivity is a growing at an alarming rate with the demand for “safe spaces” at college campuses across the United States, with a high rise of students demanding certain subjects from schools to be removed from institutes. Students are trying to get rid of words, ideas, and subjects that might cause them to feel uncomfortable and offended. Students are attempting to get rid of words, ideas, and subjects that might cause them to feel uncomfortable and offended.

Social identity is a theory which explains how people develop a sense of belong and membership to a group. Individual’s social identity is part of their self-concept which derives from their knowledge of their membership of a social group together with the emotional significance attached to that membership (Forsyth, 13). People are influenced on the group they belong to. Belonging to the in-group makes a person feel good because they belong somewhere in this group and allows them to feel important. The out-group is where people feel to be, they do not belong to a group and have feeling of exclusion and are often times treated more harshly than someone who belongs to the ingroup. This bias of favoring the ingroup relative to the outgroup leads to false impressions being made and stereotypes forming. Stereotypes help us navigate the world around us by providing a quick representation of what we think a person is like. This does not mean our perceptions are always correct and occasionally, this quick mental shortcut can get us into trouble. For example, the film 12 Angry Men stereotyping was rampant among the jury. When a stereotype is used it can cause a disruption of procedures. Instead, of inspecting all the evidence with an objective eye a bias can allow for systematic

“Team conflict may occur among members hailing from different fields of professions, such as in a cross-functional project team, or between line workers (who work directly with the product or service) and staff teams (who provide behind-the-scenes support). It may also occur as a result of perceived inequities in group member status or productivity, personality differences, or other work-related problems.” (Organizational Communication, 2010, pg 223).