What, specifically, did you learn about your own potential implicit biases in this survey?

Diversity Assignment
Part 1 (1.5 pages)
We all have implicit biases; those ways of viewing the world that are unintentionally slanted in one way or another.
The first step in creating a more collaborative, inclusive, and equal workplace (and, society) is to identify those implicit biases. Becoming aware of implicit biases we may have can be uncomfortable and challenge us to think deeply about how we interact with the world. It can also help us take steps to create a better work environment (and, community).
For this assignment, you will need to visit the Harvard University Project Implicit website. You can access this by clicking HERE
Instructions: go to the Project Implicit site (link above) and take any three surveys. You must choose surveys relevant to the course, those that are management/workplace related survey topics (i.e. NOT weapons or presidents). You can take these on either a computer/laptop or a mobile device/tablet. Be sure to read and follow the directions carefully.
After each survey, review the results you have received. These results will discuss implicit (unintentional) biases that may be present, and the trends and implications of the broad results (globally). Take note of the result you obtained and then answer the following questions for each survey (i.e. you will answer these three questions, for each of the three survey topics you choose):
A. What survey did you take (name), and what was the result (category, type, name)?
B. What, specifically, did you learn about your own potential implicit biases in this survey? How, specifically, did the results compare to what you would have expected and/or how you view yourself? [Examples you may choose to include: whether or not this result surprised you, made you feel uneasy/uncomfortable, was/was not accurate in how you view yourself, etc.].
C. In what specific ways could you use these results to your advantage/to support diversity in the workplace (as a manager, co-worker, or teammate)?

Part 2(half a page)
Formulate Future Courses of Action for Management and Candidates
Simply stated- your organization’s members may have talents, skills or abilities that could contribute to future success. If you can identify these skills, apply entrepreneurial techniques to commercialize, and create a strategy to exploit these assets, you may transform your organization.
Synthesize traditional ideas and approaches to formulate future courses of action pertaining to individual behavior in organizations.
In other words, what steps should management take to open paths for advancement of interested and qualified candidates into departments or positions not yet created, but clearly possible based on the individuals attributes?
How should the candidates adapt their behavior to exploit management created opportunities or in the case of extraordinary candidates- create their own opportunities?
Part 3 (half a page)

Technology and its relationship with IBO providing boundaries, guiding and anchoring behaviors.
The ability to teach each other not just our knowledge, but the knowledge of every human alive or dead, accelerates the evolution of the human species. People are better, our relationships can be better, or societies better, our lives better.
Technology lever human ability to communicate, remember, cogitate, and imagine. It makes us stronger, faster,safer, and aware.
How has your company deployed technology in support of value creation and IBO? What challenges were overcome, what remains to be done?
How did management use technology in support of structure and culture? Did they use it to influence individual behavior with the aim of increasing the rate of value creation, innovation, or learning?
Can Technology be used to anchor behavioral change? How so?

Part 4 (half a page)
Research Paper- Describe Organization, Understand, Predict and Control
What is the culture and structure of the organization? Demonstrate you understand it by describing it using course concepts and vocabulary.
Stress the system to instigate change, predict how your stress will cause this change and your expected outcome(s).
Control is the setting of norms or objectives, monitoring and adjustment. Try to imagine your preferred line of change, then one unsatisfactory and another exceeding all expectations. How will you manage these three outcomes? Understand the connection between models and the basis, people their motivations, self control, rewards, boundaries, discipline and governance.

Part 5 (half a page)
In class Presentation 4 Minutes- 3 pieces- 2 concepts or ideas leading to change-1 Objective Metric
Using your paper as the basis of a brief 4 minute talk (you will be cut off at 4 minutes) you will prepare three pieces- a memo inviting your target audience, a one to three slide presentation, a memo reiterating your major assertions and the next steps to be taken.

Part 6(half a page)
Strategic Audit- Measuring the Change
You have considered culture, structure,technology and human capital, made prediction as to how you will improve an organization. You may have previously considered product, value process or business model innovations; and now you must control the results of behavioral changes
.
What observable measures and behaviors will indicate acceptance of the need for change and a willingness to pursue it?
What observable measures and behaviors will indicate progress toward your goals?
What observable measures and behaviors will indicate success of your program?

Keep this simple and short- limit your ideas to observable measures already in place, or at least should be, and behaviors that will be apparent to a third party external observer. We can never know what is in someones head or heart, we can only know what we observe, directly or indirectly.

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