Focused Discussions (Asynchronous Session)
Building Capacity - It Is Not a Leap: DEI Organizational Change in Higher Education View Digital Media
Focused Discussion B.J. Bryson, Oris Griffin
This presentation is designed to illustrate the initial change processes for diversity, equity, and inclusion at a mid-size regional public predominantly white institution within larger societal changes. In spring 2020 the COVID-19 pandemic disrupted and shut down many higher education institutions sending students and faculty out of classrooms as administrators grabbled with public safety concerns and increased uncertainty based on financial models requiring the on-campus participation of students. At the same time, universities were called into accountability by outcries of injustice related to the public murder of George Floyd as a demonstration of ongoing harm witnessed in Black communities, and the historical disparities of BIPOC students and faculty within institutions. Focus on the introduction of an antiracism/antioppression agenda, the development of presidential task forces, the renaming of buildings, and the development of DEI leaders in each college have led to initial changes. A critical lens is used to identify and discuss positive progress and next steps.
Meaningful Ethical Resilience: Modern Leadership Juggle
Focused Discussion Selvi Kannan
Global crisis has led to an uprise on the term ‘resilience’, a Latin origination of ‘resiliens’, that was referenced in 1824 as elasticity and subsequent references to the act of rebounding or leaping, which is now being associated to leadership. The expectation for leaders to take on the challenges to manage the psychological capital of their employees when faced with external pressures and at the same time the need to steer the business to optimal function, is relentlessly intense. In fact, resilience can almost be viewed as an exploitation on the mere humans who take on this leadership rank. Furthermore, this expectation differs from industry to industry with the turbulent disruptions occurring in various aspects. The modern leader is set with a huge task on making meaning of their commitment in this complex environment of managing people and the business. This juggling act raises many questions and amongst which raises the pertinent one of ethical resilience. This session will generate discussion by reviewing concepts and theoretical frameworks and contribute to possible collaboration.
Human Resource Management and Development for New Venture Companies: The Example of Management Consulting, Inc. View Digital Media
Focused Discussion Yi-Hsuan Liu, Chi-Tung Tsai
In today's fast-changing and competitive environment, corporate viability and competitiveness are the biggest issues. For newly established companies, it is often easy to overlook the importance of human resource management and development. Therefore, this study is based on my own internship experience in a management consulting firm (hereinafter referred to as Company C), and uses an observational approach to explore the human resource management and development issues of start-up companies. The case of Company C is a newly established management consulting industry, and the researcher observed that Company C has a low visibility and low reach, so it faces three problems, such as potential client development, course development and planning, and website establishment and planning. In terms of customer development, the scope of customers was found to be too large, which led to a lack of legal direction for the development tasks, and therefore screening criteria were set; in terms of course offerings and planning, it was hoped that this would raise Company C's awareness and attract potential customers; and in terms of website setup and planning, it was attempted to improve the website setup and layout operation to enhance the experience of Internet visitors. To sum up, the problems faced by Company C in the development of human resource management since its establishment are all difficulties at the level of business expansion, and the foundation of customer development and market stabilization should be done well before the perfection of human resource management system can be extended.
