rovide to the Field Group representative serving on the ad-hoc committee the names of persons outside the Claremont Colleges qualified to review the candidate’s scholarly and/or artistic contributions.

submit a current curriculum vitae that will be sent out to these individuals.

three individuals outside the Claremont Colleges who are qualified to evaluate his or her scholarly or artistic contributions

We also felt it was important to apply these metaphors to something that isn’t niche, fast fashion is something that most people have contributed to at some point, even without knowing

lenses of Domination, Machine, and Organism.

Tasha Alexandra Lily

Acknowledgments

Danny

Amara and Ari

Hannah

Final thanks go to my parents, who did not bother me during finals season as I was stressing over this assignment and others, love you so much.

tension between performing as a machine and being an inclusive and supportive organization.

I never considered the topics we discussed in class before, in relation to this organization, yet after studying the topics this semester, I realized just how easily they fit together, and I finally understood some of the reasonings behind the problematic aspects of the organization.

take upon themselves to individually support and coach the members that may be struggling, rather than assuming there is no easy way to increase competition scores without kicking out unproductive members

the leadership reflects the program director’s bias. This means, that while I was a part of the program, no women were chosen for drum major, even as many auditioned for the position.

Typical Organization of a Marching Band

Because there is less competition, both between members of the organization, and within the organization’s goal as a whole, the environment created is one full of community.

fails at competitions, no matter how hard most of the band works

I was shocked, as I had grown to accept that we had to have four hour practices with limited water breaks and constant movement, and would not have even considered it to be comparable to what the cross country team was doing.

All band members are acting as a coordinated whole in identical outfits, moving in measured steps, the performance in sync with the music, and no notes, or feet are out of place—completely mechanical.

fundamental features blossom

daptation has always been one of its main strengths. Decision making is often in reaction to an imposed requirement or environment change coming abruptly from the school leadership. From learning the night before that the call time has changed to be three hours earlier, to the vice principal announcing that “the band must perform at the pep rally in two days”—RTMB’s structure allows it to respond quickly.

My aspirations for this organization involve recognition of the issues that are holding the program back, a stronger support foundation for the student leaders, and an understanding of when extra attention is needed to be given by the adult supervisors.

the “adult leaders” of the program expect the students to run the entire organization by themselves.

The main challenge with RTMB as an organization is the leadership structure. The program is often almost entirely student run

funding assigned to the program by the school and school district has always been lacking

led to problems with leadership structure outside of the program, funding, and representation on campus

The RT Marching Band overlaps with quite a few different parts of the high school as a whole. Though typically listed as an extracurricular activity, RTMB and a few of the other performing arts programs are taken as “classes” (with grades and expectations), thus allowing them to also be a part of the Academics on campus. It can also fit into the category of “sports” within the extracurriculars, as the Marching Band allows students to petition the class to count as the Physical Education credits needed to graduate. Also, the program is influenced by the “Terrier Band Boosters”, a parent-run organization that is focused on fundraising and focusing the program from year to year—and this is assumed to be within the circle of “Parent Organizations.”

Figure 1. R High School

ften cause strife, and illuminated the lack of formal leadership

fundamental flaws

Making specific efforts to create an inclusive community, I am proud of the state of the organization in its current form in comparison to how it functioned my first year, yet I still recognize that issues often arose—whether between individual students, or between the student and staff leadership teams.

I am still partially involved as an alum

one of the few if not only that does not require dues, and has open membership and no auditions.

nly functions as an organization because of goal to perform as a machine, and its ability to adapt to a changing environment, as if it were an organism. The marching band wants to be a machine, but is it human, and struggles with the intersection of its goals with a natural human system.

to be replaced with video of presentation

esma dollaku.

I challenge you to come up with other examples present in your life and apply the metaphors. Organism, domination, and psychic prison are functions of the Laney College football program. For better or for worse, that’s how the organization stays afloat.

the current foundation supports and promotes those behaviors. Social and cultural change can only happen from the bottom up and it might require ripping the roots out of the soil and replanting a new seed instead.

The aggressive nature of male-led coaching was also present and made to feel like an honor because we were being treated like the guys without having the respect the guys had.

worst of both worlds.

gender. They’re a men’s program. I’m a woman. That being said, I’m a woman who played a male dominated sport and has only ever been coached by men. 

it controlled the next decade of my life. For a very long time, being an athlete was the only identity I had or at least cared about so doing this project brought up a lot of memories.

It is imperative that an organization that is meant to foster the personal growth of its participants, equips them with tools to be Good People. There should be systems and resources put in place for players to get the mental health care they need.

Something upsetting were comments made similar to “I didn’t have to care about anxiety 20 years ago when I was coaching” or “this generation of players are so soft“.

This involves a fantasy where members of the group come to believe that a messiah figure will emerge to deliver the group from its fear and anxiety.”

He’s having an anxiety attack. 

the organization nature of athletics

Legally, the coaching staff cannot help him.

The direction I’m trying to lead you to is the topic of whether student athletes should get paid or not. NCAA says no. Others say yes. Even more others say it’s complicated. It currently is a work in process. And of course, it has domination written all over it.

Players get punished for not performing well. Or for disagreeing. Or for being late. Or taking back. The list goes on and on.  Punishments can look like more repetitions, longer practices, no breaks.

The culture around athletics is dominating. It’s supposed to be brutal. It’s supposed to hurt. It’s the cliche of if it were easy, everyone would do it. 

The answer is: It sounds a lot like domination. 

But in this organization, Coach calls the shots. Everyone else needs to follow.

is favoritism occurring? If so, why?

As a social critic,

This leads him to not have a deep connection to his organization let alone their needs and wants. And, like biological organisms, organizations operate best when their needs are met and individuals within the organization are most effective when their needs are met as well

RJ’s “various needs” included playing. The team’s “various needs” included winning. When RJ would play, he did not help the chance for the team to win. Enter the disconnect. 

But things start to get complex when the desired outcome for one individual member either doesn’t match with the overall shared goal or impedes on achieving the overall goal. 

Being alive and having multiple parts is already part my schema but to challenge myself, I focused on the last part of the Morgan quote above that was taken from our textbook: “…they depend for the satisfaction of various needs.”

Perhaps the word organism makes you think of a plant.   Or instead, maybe you think about a bug.

called a schema. The characteristics of my personal schema for organisms include it being natural, being alive, and having multiple components to make it function.

or rather re-see, what works and what needs improvement using a social critic approach.

I’ll also use my own athletic “career” as another lens and later on, I’ll explain why I feel the addition is important to note.

The football players are not just football players but are students, husbands, and/or fathers as well. The season touches on heavy subjects like gentrification, homelessness, racism, and gun violence.

human error

Esma

Annabel and Makensey

Setting the Scene: Prison Labor and California Wildfires in Context 

Laila and Katherine

viewed via YouTube here!

Mikaela and Denise

Click to view the document:

Aloha, Sophia, Jackie, Morgan, Shania

The organism metaphor helps us to understand how ROCK students interact with and adjust to their environment (blended classrooms and group projects). The metaphor also shows how individual organisms need to have their needs met and come to a type of self actualization in order to work productively. ROCK achieved this through point dividing and the six different thinking hats.

video

We hope that you now have a better understanding of the importance of this issue and start demanding change!

References

Human Rights Watch.

When in reality we have important representatives already making changes to solve the issue by approving bills, creating new policies and taking a step back to acknowledge what is not working in the current system.

Simone and I

Dealing with issues like slavery, capitalism, and climate change are mistakes that our political systems continue to make. That being said this organization uses forms of slavery, capitalism and climate change to permit them to have the hierarchy between incarcerated firefighters. That is why they put so much emphasis on utilizing the three organizational metaphors organism, psychic prison and machine within their atmosphere to enhance having power over incarcerated firefighters.

these

The legislators need to realize that this doesn’t just affect the prisoners in the work field but in the present right now due to COVID-19 with the prisons being crowded it spreads the virus quickly. Though these same legislators are the ones not supporting bills dealing with climate change policies which would prevent wildfires from even happening in the first place. These types of legislators need to recognize that using their control and disregarding science within this climate crisis has its consequences now and it will only have greater consequences in the future. By believing in science and taking precaution within these prisons by permitting prisoners to join the Conservation Fire Camp Program. Not only would more bills like this give incarcerated firefighters the opportunity to seek job opportunities it will also help reduce the spread of COVID-19.

This is where capitalism comes into play because it’s a form of domination that prevents organizations from being able to break from psychic prisons and a machine routine.

when the prisoners were incarcerated they should be given that second chance to fight but once their released it isn’t considered the same no more.

Newsom said that their reasoning for not supporting the bill was because, “They didn’t feel it was appropriate to give these folks a second chance, and that was unfortunate, but the good news, what’s fortunate, enough did” (McNamara, 2020).

To start challenging the social norms and looking out for the incarcerated firefighters like they do for us

They can’t allow themselves to be trapped within a psychic prison or machine atmosphere because it solely benefits them. They need to recognize that in order for this system to benefit incarcerated firefighters in the long run they need to stop thinking that these prisoners only represent cheap labor and start concerning themselves on how to reduce overcrowded prisons like Kamala Harris.

to benefit the system and not take advantage of cheap labor. Her logic and reasoning of how this pandemic situation is affecting overcrowded prison facilities as well contributes to why this legislation needs to demand that change.

In order for state leader Kamala Harris to be able to recognize that she used her jurisdiction in a positive way. Instead of allowing her team to get stuck in a psychic prison and machine atmosphere that would allow the system to continue drawing back incarcerated firefighters from job opportunities in the future.

The system

demand a change in legislation to provide a pathway of future employment for these incarcerated firefighters. Incarcerated firefighters are consistently putting their life on the line and are often praised for their work when fighting emergencies yet are often overlooked once they are released from  prison for new job opportunities.

Mike, and a number of others, see the inmates as a means to the end of wildfires, and not individual people with their own safety and wellbeing that is threatened by the pandemic. Instead, they’re more worried about money. The California prisons department estimates that using prison labor to fight wildfires saves California taxpayers tens of millions of dollars a year (Fuller, 2020). Any system that is arguing for the priority of saving money over the safety of vulnerable laborers is mechanistic.

sing this metaphor, we can more closely understand the use of prison labor from the perspective of those controlling the system: the California government. The California Department of Corrections and Rehabilitation (CDCR) works in cooperation with the California Department of Forestry and Fire Protection (CAL FIRE) and the Los Angeles County Fire Department (LAC FIRE) to operate 43 conservation camps, commonly known as fire camps, located in 27 counties, with 1,800 inmates as of October 2020 (California Government, 2020). Because California uses prison labor to supplement their supply of firefighters, critics argue that the state sees these inmates as the easy way out. The state doesn’t have to worry about unions, fair wages, benefits, or usual employer burdens when using prison labor to fight fires. Simply put, the state sees them as cheap fire fighting machines to take out when needed, and forget about when the fires are extinguished.

In September 2020, California Governor Gavin Newsom finally signed legislation that expunges the records of nonviolent offenders who have fought fires for the state while incarcerated, which allows them to pursue careers as firefighters and first responders upon their release (McNamara, 2020). This legislation is a great start to further unpacking the use of prison labor in fighting California wildfires, and a great example of what the psychic prison tries to hide from sight. The most important analysis of this system needs to include the bad with the good, and the dismantling of the psychic prison that incarcerated firefighters and California residents alike fall into.

Why don’t incarcerated firefighters mention the disadvantages along with the benefits?

Incarcerated firefighters can get caught in the psychic prison of viewing their work as a great opportunity for greater freedom and excitement, when in reality it is exhausting, dangerous, and close to slave labor.

incarcerated firefighters do not have a path to working as full firefighters upon their release. There are multiple barriers to using their training and experience to their fullest extent. Former convicts released on parole often have travel limitations that restrict them from even going near the wildfires. In addition, convictions often bar people from earning EMT certification, a requirement for most city and county fire departments (Mota, 2020). The skills and training that inmates gather while in prison are suddenly useless when they return to daily life, and so they struggle.

system takes advantage of their desire to get out of their cells

hey instead volunteer in exchange for greater freedom from a physically and mentally harmful environment.

voluntary aspect of the fire department in the prisons. Consent under duress cannot be true consent.

ncarcerated firefighters are allowed to be paid close to nothing, while non-incarcerated firefighters can earn six-figure salaries and receive excellent benefits

Inmates even receive praise from the California Department of Corrections and Rehabilitation, which is uncommon for a prison and prisoner relationship: “While out with the strike team recently, CAL FIRE Chief Jeremy Brandt commended the crews for their incredible work and bravery” (Instagram, 2020). Overall, the combined rewards make fighting fires into a very compelling opportunity for inmates.

Amika also describes another, more surprising, advantage of being with people on the outside again: “When the car carrying the daughter and grandchild of a correctional officer ran off the road and into the almond orchards surrounding our prison, it was my crew and I who responded to the scene. As we prepped the baby for airlift, I was moved to have a small child in my arms after so long away from my own kids” (Mota, 2020).

I did it because it made me feel like I was contributing to my state and a part of the community around me

Our authors from “Chapter 2: Organization as Psychic Prison” describe the org-as-psychic prison metaphor as “when people become trapped (‘imprisoned’) in ways of thinking”.

To most effectively improve these experiences, we will be analyzing their stories through the lens of a social critic seeking to re-envision the systems that we are describing.

Utilizing prison labor to fight fires also benefits the entire community. The California and US governments are able to slow their search for more labor, and the greater people (and their property) benefit from the extinguishing of wildfires.

Prisoners are motivated to put their lives on the line for these meager salaries simply to leave horrifying conditions in the prison. While they’re risking personal injury and death, they’re able to be outside and given slightly more freedom, giving them an escape from the US industrial prison complex.

This frustrating situation goes back to capitalism. Those in power want skilled workers (firefighters, artisans, laborers, etc) to do their jobs when it benefits them, but not when the workers themselves benefit from their own sweat and tears. We can compare this to slavery, when slaveowners wanted enslaved people to do good work for the slaveowners, but not for the actual worker to receive recognition or compensation for their labor.

Some may make $2 an hour, and others pocket just dimes and nickels (Fang, 2017). In addition, incarcerated firefighters receive nearly the same training as free firefighters, but are prohibited from joining the fire department when they are released from prison.

This system doesn’t just stop when inmates sign up to join the firefighters. They are trained, equip themselves with protective gear and hoses, and help to extinguish the fires that destroy lives and homes. They put their lives on the line for the greater good, and when they’re done, they go back to their cells. When the great state of California is burning again, they’re allowed to come back out and risk themselves all over again, with little in return.

capital plays a large role in the US prison industrial complex, a term that describes “the overlapping interests of government and industry that use surveillance, policing, and imprisonment as solutions to economic, social and political problems” (What is the PIC? What is Abolition?). This system has led to poor treatment of inmates, including solitary confinement, lack of healthcare, excessive displicine, and more (Human Rights Watch), in addition to extremely high incarceration rates for the US (Wagner & Bertram, 2020).

However, the 13th Amendment of the US Constitution clearly states: “Neither slavery nor involuntary servitude, except as a punishment for crime whereof the party shall have been duly convicted, shall exist within the United States, or any place subject to their jurisdiction” (University of Texas at Austin). The 13th Amendment makes legal and possible the practice of enslaving prisoners. This allows the prisons to use inmates as firefighters when there is a need for them, without proper compensation or labor benefits to the inmates

Reaching back to the capitalist themes prevalent in American society, we can see two paths that lead to this informal organization of incarcerated firefighters.

With more and more fires, the existing supply of firefighters has been stretched thin. In 2020, California firefighters are calling out for more help, but weren’t receiving much of an answer until inmates stepped in (Woolfolk, 2020).

s

Figure 1 above uses our metaphor of org-as-organism to bring together different aspects of prison labor and wildfires and show the relationships between these many systems and incarcerated firefighters. If we begin our scene with the concept and processes entangled with capitalism, there are two primary chains that lead to the use of incarcerated individuals as firefighters.

First, we view this system as an organism, acknowledging the factors and organization that contribute to its existence. Then, we see it as a psychic prison, where even those most harmed by this system sometimes fail to see the full consequences, and a machine, where humans are simply ways of saving time and money. Once we understand incarcerated firefighters to a greater extent, we’ll discuss where to go from here – what are the solutions? By the end of this chapter, we hope that you have a greater understanding, respect, and energy when it comes to this important issue.

hen we are complicit in an organization that takes advantage of our most vulnerable populations.

enslaving prisoners is completely acceptable in the eyes of our criminal justice system, and putting them in direct danger is considered an easy way to solve our wildfire problem. While using prison labor to extinguish fires does have benefits to the environment, California residents, and arguably the inmates themselves, we found that too few people acknowledge the consequences.

I

urge you to rethink the use of prison labor in fighting California wildfires and support these pieces of legislation that begin to build a better system for us all.

organization as organism, psychic prison, and machine to have a better sense of all factors and impacts of prison labor in fighting wildfires

Executive Summary 

ment/d/1woBrHZSKOnPOTJR-0323JYzX7XOuUhfbS0OPH8FvraM/edit?usp=sharing  

Morga’s

Our overreliance on machines is consuming us as a society.

relating

In order to answer this question and think about the future of work as it relates to the machine metaphor, it is important to zoom out and analyze how on a macroscale we got to this present moment.

dehumanization

fictional character.

unimaginable reach. Companies are forcing employees to adopt more invasive measures than ever to ensure their productivity doesn’t decrease during WFH and the result looks less like an employee boss relationship and more like ownership.

ruthless practices

he  argued, 

digital taylorism

As we continue in our examination of organizations as machines, we may not answer that question, but we will go on a journey to hopefully better understand the function of machines in an organization — whether that be in ourselves or our functions within the machine that is an organization.

they can easily be found elsewhere. Can you guess where? Well, the ability for you to even guess could be a process of qubits being directed through biological superconductors where superpositioning and quantum entanglement is occurring. In other words, your brain’s neurotransmitters

There’s this new computer that is being developed called a quantum computer; maybe you’ve heard of it?

And just like most machines, we need to refuel to maintain our energy to function. We put gas in the machine that is our car and we put food and water into the machine that is our body.

Computers do a lot for us. In fact, our brains and computers aren’t too different. Well, other than the human brain is biological and not man-made – right?

Yes, ALL THINGS. The objective of this chapter is to help you use your imagination to explore life as a machine and relate that to the subjectiveness of organizations being a system of machines.

important when considering the machine metaphor to be open-minded and to be creative in how you think about the machine.

nti-Domination Playlist:

dentification and recruitment of women and minority candidates does not occur automatically as a result of following routine procedures but depends upon the initiative and effort of each field group and every individual faculty member.

discuss relevant material pertaining to the criteria for renewal and tenure of the individual

cover the faculty member’s performance during the preceding year in the three areas listed as the criteria for personnel recommendation: a) teaching and academic advising; b) scholarly and artistic activities; c) service to the College and other communities.

consult and incorporate into its report information from the self-evaluation statement,annual reports and teaching evaluations for the period since the faculty member’s previous review that are in the faculty member’s personnel file, as well as evidence of advising effectiveness (once these procedures are developed).

the faculty member will prepare for the ad hoc committee an up-to-date curriculum vitae and a written statement reviewing the course of his/her career at the College since the previous review. The statement should address, but not limit itself to, the criteria described in Section V A of the Faculty Handbook, and should include a self-evaluation of the person’s contributions to the College.

form for this report is included in Appendix F of the Faculty Handbook.

Comments received about the candidate’s personality should not be included in the report unless they bear directly on the candidate’s performance in meeting the criteria

all course evaluations for the preceding five semesters of teaching

Request written statements or completed core questionnaires (in accordance with Section V.B.1.c above). Normally, responses must be received from at least 25 students.

list of up to five students (including alumni if desired) with whom the faculty member has worked during the period covered by the review and who are, in the opinion of the faculty member, able to judge his or her qualifications.

a statement of his or her achievements with respect to the criteria for contract renewal, promotion and tenure. The statement shall cover the period since the faculty member’s most recent review, or from the date of appointment in the case of a first review, and be accompanied by a current curriculum vitae and supporting materials such as course syllabi, exams, reading lists, assignments, manuscripts and reprints of articles, books, portfolios, evidence of community participation, and any other material that the faculty member wishes to bring to the attention of the review committee.

option to submit a written response to the Ad Hoc Committee in lieu of completing the core questions

Appendix C

send to all students (including those from the other Claremont Colleges) enrolled in courses taught by the faculty member under review during the preceding four semesters of teaching (excluding any interceding summer courses unless requested by the faculty member), as well as send to all advisees of the faculty member during the period of review, a copy of the core questions

participation in the governance of the college (e.g., faculty meetings, college council) - service on college and intercollegiate committees and contributions to college and intercollegiate programs - service to field group(s) - acting as an intellectual resource for colleagues, students and the community - serving as a mentor to other faculty members -participating in the governance of professional associations - public, campus-or community-based projects that advance the educational objectives of the College - facilitating public access to academic knowledge, art, and resources - participation in public or community-based initiatives

Through the annual review process, field groups, as well as the Dean of Faculty, are expected to provide early and ongoing guidance to colleagues

campus- or community-  based scholarship, artistic activities, or other forms of engaged and applied scholarship

b. Academic Advising - effectiveness in orienting first year students to the Pitzer experience - helping students design courses of study appropriate to their interests and needs - assuring that advisees meet concentration requirements and the educational objectives of the college - assisting students in establishing summer and post-graduation plans

Teaching - effectiveness inside and outside the classroom  - curricular contributions to the faculty member’s field group - curricular contributions to the educational objectives of the college - curricular innovation and development - non-traditional means of teaching and learning - supervising student participation in research projects - teaching, mentoring, or overseeing students in the context of public, campus- or community-based courses or projects

criteria for contract renewal, promotion and tenure are specified in section 4.4 of the By-Laws.

Annual Report by Non-Tenured Faculty Members

Appointment Procedures

Periodic Review of Tenured Faculty and of Administrators Who Teach

Contract Renewal and Promotion for Continuing Faculty Who are Administrators

Early Consideration for Promotion

Criteria for Contract Renewal, Promotion, and Tenure

5

This chapter is curated by Niyati Merchant, Noah Parsons and Holly Miller.

Single and double loop learning 

Genghis, the mobot cockroach developed at MIT is a practical application of the organization as a brain metaphor. Genghis has six legs and no brain. Each of his legs functions as a microprocessor and a sensing device allowing it to use piecemeal intelligence to think for itself. Rather than using a centralized process to coordinate the six legs and walk, out of the independence of each leg emerges a sort of pattern. Through this simple routine, the cockroach walks without knowing how it does so.

The brain as an information processing system  

Is it really possible to have organizations with the flexibility, resilience and inventive ability of our brain? Such an organization would need to be able to distribute its intellectual capabilities throughout so that challenges can be tackled as a whole.

Using politics in the workplace could be beneficial–for example, trying to gain favor for one idea over another, if that idea will benefit the organization. However, if politics become too widespread in an organization, this time-pull could negatively affect the organization in terms of productivity, accomplishments, etc.

Why is it important to identify our sources of power?

You may have thought about different sources of power, which is also a valid response. Your power most likely comes from a variety of sources. This is reflected in the complexities of the social relations within and between organizations.

multiple sources, the main one being a formal authority.

Ambiguity of Power

13. Power One Already Has

1. Formal Authority

pushpins

Okay, so now that we are thinking about what power is, let’s talk about where it comes from. Who gives it away?

Power Inventory

power is the medium through which conflicts of interest are ultimately resolved. Power influences who gets what, when, and how” (166)

What is power?

INTERESTS

Organizations as systems of government

many organizations have strong autocratic tendencies and characteristics

But what is political about having a boss? Diverse interests! You want to get paid as much as you can with adequate breaks and sick leave while your boss is likely hoping to pay you as little as possible with minimal time off.

All activities of an organization are interest based. But, people often have divided interests, and therefore organizations are not always rational.

most mainstream depiction.

Colleges are a great example of this. As colleges become increasingly diverse and value diversity more than ever, the white male leadership norm has stayed relatively constant. 

having a more diverse leadership? Or is it more radical, like getting rid of the leadership and letting students make their own decisions? 

Now let’s look at a more complex example at an organizational level. The “preferences and fears of white European descended people overwhelmingly shape how we organize our work and institutions, see ourselves and others, interact with one another and with time, and make decisions.”