Course Description
Explores ways to create healthy work environments where interpersonal collaboration and engagement can thrive regardless of individual differences, with an emphasis on actively engaging across a range of differences. Prerequisite: MGT 312; Junior Standing; Pre-major or major in ACCT, BADM, CARS, CYBE, CYMA, ECON, ECOS, ENTR, FINC, HTMT, HURM, INTB, ISSC, or MKTG.
Syllabus
Student Learning Outcomes, Goals, Objectives:
Students successfully completing this course will be able to:
Identify and understand key sources of differences in people that matter in work environments, and how these differences affect the environment in which you live and work.
Evaluate how aspects of your identity and personal experiences impact how you interact and engage with others, as well as how they interact and engage with you and assess the real-world strategic value of diverse perspectives in driving organizational performance, innovation, and well-being.
Cultivate strategies that produce more equitable work processes, foster active engagement across differences, and build inclusive, healthy work environments.
Course Grading Information:
Activity/Performance Measure | Percentage/Points |
|---|---|
Organizational Analysis (3 x 15%) Module Exams (3 x 15%) | 25% 45% |
Case Study Quizzes (3 x 5%) | 15% |
Discussion Board Assignments (3 x 5%) | 15% |
Grading Scale
Percentage | Letter Grade |
|---|---|
94-100 | A |
90-93.999 | A- |
86-89.999 | B+ |
82-85.999 | B |
79-81.9999 | B- |
76-78.9999 | C+ |
70-75.99 | C |
below 70 | F |
Attendance/Participation:
Because this is an asynchronous course, there is no traditional attendance requirement. Students are expected to participate by completing all assignments, discussions, reflections, and other required course activities by the stated deadlines. Due dates are listed in the Course Overview document and on Canvas. Students are responsible for meeting these deadlines. The instructor reserves the right to modify course schedules or deadlines at their discretion, and any changes will be communicated through Canvas. Participation and timely completion of course requirements will be reflected in each students final course grade.
Course Materials Purchased by the Students:
Course Pack and readings available through the university library via canvas as noted on each week.
Bohnet, I. (2016). How to take the bias out of interviews. Harvard Business Review.
Carpenter. (2008). Buried Prejudice.
Castilla. (2016). Achieving meritocracy in the workplace. Harvard Business Review.
Caza, Ramarajan, Reid, & Creary. How to make room in your work life for the rest of your self. Harvard Business Review.
Dobbin, F., & Kalev, A. (2016). Why Diversity Programs Fail. Harvard Business Review.
Edmondson, & Kerrissey. What people get wrong about psychological safety. Harvard Business Review.
Ely, R., & Padavic, I. (2020). What’s Really Holding Women Back. Harvard Business Review.
Fiske, Cuddy, & Glick. (2007). Universal dimensions of social cognition: warmth and competence.
Freedan et al. (2017). The role of the LGBTQ Ally. Rotman Management.
Harvard Business Publishing (HBSP). Managing Differences (Case Pack, Sections 2.2–2.5).
Hinton. (2003). Microinequities: When Small Slights Lead to Huge Problems.
Ibarra, H. What’s your story? Harvard Business Review.
Implicit Association Tests (Race, Sexuality, Gender-Career, Age).
Livingston, & Pearce. (2009). The Teddy-Bear Effect.
Macrae, & Bodenhausen. (2000). Social cognition: Thinking categorically about others.
McCluney et al. (2019). The costs of codeswitching at work. Harvard Business Review.
Meister, Zheng, & Caza. What’s your Leadership Origin Story? Harvard Business Review.
Morgan-Roberts, L., Mayo, A., & Thomas, D. (2018). Beating the Odds. Harvard Business Review.
NPR. Mind of the Village [Audio podcast episode].
Porath, C. Why being respectful to your coworkers is good for business [TED Talk].
Ramarajan, L., & Radu, A. (2014). Carla Ann Harris at Morgan Stanley [HBSP Case Study].
Rogers, K. (2018). The 2 types of respect leaders must show [Audio podcast episode]. In HBR Podcasts. Harvard Business Review.
Starbucks / Google, LLC Case Studies [HBSP Coursepack].
Tinsley, C., & Ely, R. (2018). What most people get wrong about men and women. Harvard Business Review.
Williams et al. How One Company Worked to Root Out Bias from Performance Reviews.
Yoshino. (2006). Can I bring my whole self to Work? The Pressure to Cover.
POSITIONALITY STATEMENT: This course engages diverse scholarly perspectives to develop critical thinking, analysis, and debate, and inclusion of a reading does not imply endorsement.
Scholarly Perspectives
This course engages diverse scholarly perspectives to develop critical thinking, analysis, and debate and inclusion of a reading does not imply endorsement.