It is time to move past the words—the well-crafted statements circulated by groups and organizati... more It is time to move past the words—the well-crafted statements circulated by groups and organizations across the academy, the scholarly writing as displacement, the formal and informal critiques—as if they had some recognizable impact. Each of these rhetorical moves can be valuable in helping to effect larger cultural and structural shifts. Yet, alone, a variety of evidence suggests that these forms of communication fail at effecting diversity, equity, and inclusion (DEI). Therefore, through our varied areas of research and lived work experiences, we focus attention toward actions as sites of power and potential: (a) in faculty emotional labor and work (McLeod), (b) at various levels of university administration and structural change (Ashcraft and Allen), (c) in the time-based practices associated with the ways we teach and mentor graduate students (Ballard), and (d) in our corpus of scholarship (Ganesh and Zoller).
Sage Publications Thousand Oaks • London • New Delhi MANAGEMENT COMMUNICATION QUARTERLY is devote... more Sage Publications Thousand Oaks • London • New Delhi MANAGEMENT COMMUNICATION QUARTERLY is devoted to both theory and practice in the field of organizational communication. Authors are encouraged to submit original theoretical and empirical manuscripts from a wide variety of methodological perspectives covering a range of topics related to organizational and managerial communication, including such areas as managerial writing and speaking, technology, interpersonal communication in the workplace, and corporate communication. Criteria for publication include originality, methodological rigor, relevance to management, and potential significance to organizational communication. MCQ also features a Forum section that includes book reviews, interviews, conference discussions, commentaries, and case analyses.
Rethinking Organizational ampnumx0026; Managerial Communication from Feminist Perspectives Rethinking organizational ampnumx0026; managerial communication from feminist perspectives
Journal of the American College of Radiology : JACR, Jan 21, 2018
The 39th radiology Intersociety Committee reviewed the current state of diversity among trainees ... more The 39th radiology Intersociety Committee reviewed the current state of diversity among trainees and in our workplaces and addressed future strategies for fostering diversity through inclusion. The assembled participants addressed the imperatives and drivers for diversity and developed a road map to foster diversity. Themes included the need to be proactive in increasing awareness of our own biases and their potential impact on workplace decisions, overcoming blind spots, and being culturally sensitive. The need to identify and eliminate barriers to diversity was discussed at both the organizational and practice level and included efforts to break down structural and clinical barriers, such as training in multicultural awareness. Additional strategies that were addressed included building inclusive work environments; facilitating debate, conversations, and community building; and pipelining medical students through mentoring pathways. The conference ended with a call to action to de...
Journal of the American College of Radiology, 2016
To meet challenges related to changing demographics, and to optimize the promise of diversity, ra... more To meet challenges related to changing demographics, and to optimize the promise of diversity, radiologists must bridge the gap between numbers of women and historically underrepresented minorities in radiology and radiation oncology as contrasted with other medical specialties. Research reveals multiple ways that women and underrepresented minorities can benefit radiology education, research, and practice. To achieve those benefits, promising practices promote developing and implementing strategies that support diversity as an institutional priority and cultivate shared responsibility among all members to create inclusive learning and workplace environments. Strategies also include providing professional development to empower and equip members to accomplish diversity-related goals. Among topics for professional development about diversity, unconscious bias has shown positive results. Unconscious bias refers to ways humans unknowingly draw upon assumptions about individuals and groups to make decisions about them. Researchers have documented unconscious bias in a variety of contexts and professions, including health care, in which they have studied differential treatment, diagnosis, prescribed care, patient well-being and compliance, physician-patient interactions, clinical decision making, and medical school education. These studies demonstrate unfavorable impacts on members of underrepresented groups and women. Learning about and striving to counteract unconscious bias points to promising practices for increasing the numbers of women and underrepresented minorities in the radiology and radiation oncology workforce.
A case study analyzed employees' attitudes toward, and experiences with, an intraorganizational e... more A case study analyzed employees' attitudes toward, and experiences with, an intraorganizational electronic mail system. Results revealed that females perceived e-mail to be easier to use, more efficient, and more effective than males. They also gave higher ratings of appropriateness for using e-mail to transmit certain types of messages. Females (particularly managers) were more likely than their male counterparts to rely on co-workers to learn how to use e-mail. More females used the computer system for word processing, while more males and whites (who comprised 82.2% of the sample) had off-site connections to the computer system. No other distinctions were found regarding race-ethnicity. Implications for future research are discussed.
Page 1. IVocabularies of Motives in a Crisis of Academic Leadership Brenda J. Allen Phillip K. To... more Page 1. IVocabularies of Motives in a Crisis of Academic Leadership Brenda J. Allen Phillip K. Tompkins This study applies a model about discourse of divorcing individuals to the disintegration of a relationship between a formal organization and one of its employees. ...
Http Dx Doi Org 10 1080 00909889509365420, May 21, 2009
Page 1. Journal of Applied Communication Research 23 (1995), 143-155 "Diversity&... more Page 1. Journal of Applied Communication Research 23 (1995), 143-155 "Diversity" and Organizational Communication Brenda J. Allen ABSTRACT Although popular organizational literature abounds with discussions of work ...
Focusing on academia as an organizational entity, this paper discusses feminist standpoint episte... more Focusing on academia as an organizational entity, this paper discusses feminist standpoint epistemology (FSE)-defined as the idea that the world looks different depending on the individual's vantage p6int-and offers tools to transform teaching and research endeavors in organizational communication. It also offers extended excerpts about the experiences and challenges faced by a Black famale faculty member at the University of Colorado. The paper centers discussion around Sandra Harding's (1991) conception of FSE: (1) advocating using women's lives as a foundation for constructing knowledge; (2) demanding that academe allow women to speak from and about their views of reality; and (3) using women's everyday lives as a basis for criticizing dominant claims based on men's lives. The paper argues that there are many reasons why FSE should be incorporated into the study of organizational communication, a field that has been known to greet feminism with silence. The paper also states that gender studies in organizational communication tend to assess gender as an independent variable rather than a social construct. The paper addresses a range of issues that have influenced this particular faculty member, including the difficulty of knowing when to take issue with inaccurate comments; how and when to contest inappropriate styles of management; how to deal.with those who question her abilities, implicitly or explicitly; and how to manage the social demands on her as a black woman faculty member in a largely white university. (Contains 58 references.) .(TB)
It is time to move past the words—the well-crafted statements circulated by groups and organizati... more It is time to move past the words—the well-crafted statements circulated by groups and organizations across the academy, the scholarly writing as displacement, the formal and informal critiques—as if they had some recognizable impact. Each of these rhetorical moves can be valuable in helping to effect larger cultural and structural shifts. Yet, alone, a variety of evidence suggests that these forms of communication fail at effecting diversity, equity, and inclusion (DEI). Therefore, through our varied areas of research and lived work experiences, we focus attention toward actions as sites of power and potential: (a) in faculty emotional labor and work (McLeod), (b) at various levels of university administration and structural change (Ashcraft and Allen), (c) in the time-based practices associated with the ways we teach and mentor graduate students (Ballard), and (d) in our corpus of scholarship (Ganesh and Zoller).
Sage Publications Thousand Oaks • London • New Delhi MANAGEMENT COMMUNICATION QUARTERLY is devote... more Sage Publications Thousand Oaks • London • New Delhi MANAGEMENT COMMUNICATION QUARTERLY is devoted to both theory and practice in the field of organizational communication. Authors are encouraged to submit original theoretical and empirical manuscripts from a wide variety of methodological perspectives covering a range of topics related to organizational and managerial communication, including such areas as managerial writing and speaking, technology, interpersonal communication in the workplace, and corporate communication. Criteria for publication include originality, methodological rigor, relevance to management, and potential significance to organizational communication. MCQ also features a Forum section that includes book reviews, interviews, conference discussions, commentaries, and case analyses.
Rethinking Organizational ampnumx0026; Managerial Communication from Feminist Perspectives Rethinking organizational ampnumx0026; managerial communication from feminist perspectives
Journal of the American College of Radiology : JACR, Jan 21, 2018
The 39th radiology Intersociety Committee reviewed the current state of diversity among trainees ... more The 39th radiology Intersociety Committee reviewed the current state of diversity among trainees and in our workplaces and addressed future strategies for fostering diversity through inclusion. The assembled participants addressed the imperatives and drivers for diversity and developed a road map to foster diversity. Themes included the need to be proactive in increasing awareness of our own biases and their potential impact on workplace decisions, overcoming blind spots, and being culturally sensitive. The need to identify and eliminate barriers to diversity was discussed at both the organizational and practice level and included efforts to break down structural and clinical barriers, such as training in multicultural awareness. Additional strategies that were addressed included building inclusive work environments; facilitating debate, conversations, and community building; and pipelining medical students through mentoring pathways. The conference ended with a call to action to de...
Journal of the American College of Radiology, 2016
To meet challenges related to changing demographics, and to optimize the promise of diversity, ra... more To meet challenges related to changing demographics, and to optimize the promise of diversity, radiologists must bridge the gap between numbers of women and historically underrepresented minorities in radiology and radiation oncology as contrasted with other medical specialties. Research reveals multiple ways that women and underrepresented minorities can benefit radiology education, research, and practice. To achieve those benefits, promising practices promote developing and implementing strategies that support diversity as an institutional priority and cultivate shared responsibility among all members to create inclusive learning and workplace environments. Strategies also include providing professional development to empower and equip members to accomplish diversity-related goals. Among topics for professional development about diversity, unconscious bias has shown positive results. Unconscious bias refers to ways humans unknowingly draw upon assumptions about individuals and groups to make decisions about them. Researchers have documented unconscious bias in a variety of contexts and professions, including health care, in which they have studied differential treatment, diagnosis, prescribed care, patient well-being and compliance, physician-patient interactions, clinical decision making, and medical school education. These studies demonstrate unfavorable impacts on members of underrepresented groups and women. Learning about and striving to counteract unconscious bias points to promising practices for increasing the numbers of women and underrepresented minorities in the radiology and radiation oncology workforce.
A case study analyzed employees' attitudes toward, and experiences with, an intraorganizational e... more A case study analyzed employees' attitudes toward, and experiences with, an intraorganizational electronic mail system. Results revealed that females perceived e-mail to be easier to use, more efficient, and more effective than males. They also gave higher ratings of appropriateness for using e-mail to transmit certain types of messages. Females (particularly managers) were more likely than their male counterparts to rely on co-workers to learn how to use e-mail. More females used the computer system for word processing, while more males and whites (who comprised 82.2% of the sample) had off-site connections to the computer system. No other distinctions were found regarding race-ethnicity. Implications for future research are discussed.
Page 1. IVocabularies of Motives in a Crisis of Academic Leadership Brenda J. Allen Phillip K. To... more Page 1. IVocabularies of Motives in a Crisis of Academic Leadership Brenda J. Allen Phillip K. Tompkins This study applies a model about discourse of divorcing individuals to the disintegration of a relationship between a formal organization and one of its employees. ...
Http Dx Doi Org 10 1080 00909889509365420, May 21, 2009
Page 1. Journal of Applied Communication Research 23 (1995), 143-155 "Diversity&... more Page 1. Journal of Applied Communication Research 23 (1995), 143-155 "Diversity" and Organizational Communication Brenda J. Allen ABSTRACT Although popular organizational literature abounds with discussions of work ...
Focusing on academia as an organizational entity, this paper discusses feminist standpoint episte... more Focusing on academia as an organizational entity, this paper discusses feminist standpoint epistemology (FSE)-defined as the idea that the world looks different depending on the individual's vantage p6int-and offers tools to transform teaching and research endeavors in organizational communication. It also offers extended excerpts about the experiences and challenges faced by a Black famale faculty member at the University of Colorado. The paper centers discussion around Sandra Harding's (1991) conception of FSE: (1) advocating using women's lives as a foundation for constructing knowledge; (2) demanding that academe allow women to speak from and about their views of reality; and (3) using women's everyday lives as a basis for criticizing dominant claims based on men's lives. The paper argues that there are many reasons why FSE should be incorporated into the study of organizational communication, a field that has been known to greet feminism with silence. The paper also states that gender studies in organizational communication tend to assess gender as an independent variable rather than a social construct. The paper addresses a range of issues that have influenced this particular faculty member, including the difficulty of knowing when to take issue with inaccurate comments; how and when to contest inappropriate styles of management; how to deal.with those who question her abilities, implicitly or explicitly; and how to manage the social demands on her as a black woman faculty member in a largely white university. (Contains 58 references.) .(TB)
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Papers by Brenda J Allen