Contribution #3: Unconscious Bias

Reading the article in Chapter 6 on the unconscious bias in America literally “opened my eyes.” The article stated that an advocacy group found that African Americans were less likely to be offered a job. But the more interesting thing that this group concluded was that it is not an obvious prejudice or discrimination, but an unconscious thought process. Using a tool called the functional magnetic resonance imaging (fMRI) tool researchers found that when people were shown images of the different race there was a chemical reaction that normally occurs only with a perceived threat. They said that the speed of the reaction was so fast that it indicated there could be no “cognitive processing of the information” which concluded that the bias had to be unconscious.

Another thing that I found very interesting was that this bias was not only present in Caucasians but African Americans as well. It’s interesting to note that fact because researchers also commented on the fact that African Americans are portrayed negatively in many media outlets including movies, TV, and the nightly news. I agree that not only the media, but in history, African Americans have a negative portrayal and it’s amazing to think that a high percentage of Americans have an unconscious bias above and beyond any formed opinions. I also think that it’s crucial to HR Managers to take in this information and adjust for what might be happening. They need to adapt to these changes and find ways to try and eliminate theses biases. But can they? My guess is no. If these reactions are subconscious, realistically it is going to be hard to maintain the proper protocol for hire employees.

Lastly, I believe that it’s the responsibility of the media outlets externally and even HR Managers to internally try and portray African Americans in a more positive light. This would not only improve the hiring process, but hopefully help with the obvious prejudice and discrimination that has plagued this country for over 100 years.

Contribution #2: "Flextime" Scheduling

One topic that seems interesting to me are the ideas involved with alternative work schedules. We briefly discussed in class the idea of “Flextime” scheduling. Basically, flextime allows for employees to choose when the start and end their day as long as there is a certain period during the day in which all employees are on the job (e.g. 10 a.m.-2p.m.). Speaking from personal experience, there are benefits and burdens to flextime scheduling.
I think one of the major benefits of flextime is a decrease in the stress of making it to work before a set time. Mornings are always unpredictable. Everything and anything could go wrong. Missed alarm clock, traffic, car doesn’t start, kids are sick, etc. happens routinely in people’s daily lives. Judgment from employers based on whether you show up at 8 a.m. or 8:02 a.m. adds considerable stress to one’s work day. I have seen this side of the story at both Culver’s and the Packers Pro Shop. At both places of employment, my schedule is strict and regimented. Worrying about being late adds a small amount of stress, no matter what anyone might try to tell you. Being able to have a stress free environment before and on the way to work helps relieve the stress and tension that actual work might bring, not compound it. That’s why it’d be nice to have a flex schedule where I know I can come in, do my work, and leave at a desired time later.
Unfortunately, I also think there are some cons to having a flextime schedule. For one, communication at work can become frustrating. If you never know when a co-worker is going to be in on a consistent basis, it makes it hard for you to communicate and solve problems related to business. I also think that flextime scheduling might make for lazy employees. Allowing them to pick and choose when they start and end gives them options, but sleeping in until 9 a.m. and showing up for work at 10 a.m. could lead to bad habits. Businesses are smart to try and combat this with the mandatory 10 to 2 work hours, but again, I think bad habits tend to lead to other things, possibly poor performance at work. Now those might be assumptions obviously because I have never had a “flextime” work schedule, but I’d like to think that for me, “flextime” would be used as a buffer for some things that could prevent me from being at work by 7:30 a.m. or 8 a.m.

More Twitter from the Sports World

Check out this awesome article from Lisa Horne at FoxSports.com regarding professional athletes and their twitter accounts. Some R-rated, but mostly funny stuff. Click here for the link to the site.

48 Hour Twitter Marathon

As required per the BUAD 336 syllabus, we are just about to wrap up 48 hours of Twitter that started at 11 a.m. on Sunday. I find Twitter to be an amazing tool, not just for networking, but for finding out the daily lives of professional athletes and the famous people whose lives we wish we had. Since it is an HR Management class I wanted to discuss the ramifications of professional athletes tweeting, and especially the likes of Chad Ochocinco. Earlier this preseason, the often suspended loud-mouth was fined $25,000 by the NFL and its commissioner, Roger Goodell. Ochocinco was punished because he tweeted during the game, which breaks the new twitter/social media regulations passed by the NFL. Under the aforementioned Twitter Policy imposed by the NFL, all team personnel including players and coaches are forbidden from using Twitter 90 minutes prior to kickoff and may not resume until all media obligations are met post-game. To some degree, I would have to side with the NFL on this one just because it establishes some focus and respect towards the game, not to mention it gives players a chance to show its owners that they are out there to win a football game. On the other hand, I have to say these guys are surrounded by marketing geniuses and this is just one way the NFL can have some say in their daily operations and how players are managed. Overall, it's a unique opportunity to see what is going on in everyday life of professional athletes and their daily schedule.

Lastly, I'd like to talk about my experience. I've had Twitter for about one year. Last spring, I went on a Twitter binge I guess you could call it, and added all my favorite athletes and sportscasters, as well as a few friends. I found it addicting to see the conversations they had with each other and the type of news information I received before it hit the press. As for this project, I found it interesting that I caught myself thinking about logical things to say, but in the end it was just spur of the moment kind of things. I still think that with the technological advancements of the cell phone, that email is the fastest way to communicate mass paragraphs, Twitter is a nice way to stay connected to any network; be it your coworkers, high school friends, or those in your field of work, for instance HR. I'm sure Twitter will only continue to grow and the key for graduating seniors like me is to find the ability to market ourselves just like Ochocinco and other athletes today.