Cheesecake's Failed Promotion

Cheesecake.PNG

To celebrate its 40th anniversary, Cheesecake Factory offered free cheesecake delivery, but stores ran out and deliveries were slow.

Through the app DoorDash, customers ordered a free slice of the cake. The company said 40,000 slices were available, and people who didn’t get their promised piece got angry. Drivers were put in uncomfortable positions, sometimes waiting hours for orders to be ready for delivery. A flight between drivers broke out in Arlington, VA, and one got arrested.

The company responded by expressing gratitude for the tremendous interest and by complimenting themselves for delivering 60,000 slides—but no apology came. DoorDash tweeted, “A huge shoutout to all of the hardworking Dashers who made this exciting day possible! You’re the real MVPs.” A Cheesecake Factory spokesperson said, “Our Day of 40,000 Slices promotion had such a tremendous response from our guests that we extended it and delivered more than 60,000 complimentary slices. We were truly humbled by the popularity of the offer and by how quickly our fans responded as all of the 60,000 complimentary slices were ordered within an hour of the promotion's start time."

Discussion:

  • How could Cheesecake Factory have done a better job planning the promotion?

  • Should the company response be different? Do you think the leaders should apologize? Why or why not? If so, what would be an appropriate apology?



Google Translate Decreases Bias

Google translate.PNG

In the past, if you entered “o bir doktor” in Turkish into Google Translate, you would get the result: “He is a doctor.” In a blog post, the company explained that translations were based on common usage, so “it would skew masculine for words like strong or doctor, and feminine for other words, like nurse or beautiful.”

Now, Google Translate will offer both a masculine and a feminine possible translation. The company plans more changes: “We're already thinking about how to address non-binary gender in translations, though it’s not part of this initial launch.”

A Gmail product manager identified the gender-bias problem in the Smart Compose technology, which is used to predict what users will type. Computer-generated follow-up questions to “I am meeting an investor next week,” included “Do you want to meet him?”

Gender pronouns is one issue AI programmers want to solve to improve natural language generation (NLG), which finishes our sentences for us.

Discussion:

  • What’s your experience with NLG? For example, how helpful do you find Gmail’s suggestions for finishing your sentences in email?

  • What’s your view of Google’s attempt to decrease gender bias? Is this a worthy goal? Why or why not?

Trump Undocumented Workers Speak Out

Morales.PNG

Employees of Trump National Golf Club in Bedminster, NJ, say they are undocumented in the U.S. and express disappointment at the president’s comments about immigrants. For five years, Victorina Morales has worked at the property, and her responsibilities sometimes include providing housekeeping services for the president’s private quarters.

Although the president may not have known about their status, Morales and a former employee say several within the housekeeping, maintenance, and landscaping crews don’t have papers to work legally in the U.S.

Morales said her status is known at the club, and she was hurt when she heard the president comparing recent immigrants to criminals:

“We are tired of the abuse, the insults, the way he talks about us when he knows that we are here helping him make money. We sweat it out to attend to his every need and have to put up with his humiliation.”

During the presidential campaign, President Trump said of his businesses, “We didn’t have one illegal immigrant on the job.”

Image source.

Discussion:

  • What risks does Morales take by speaking out? Why might she forge ahead and not be deterred by those risks?

  • How is this a potential issue of integrity for President Trump?

  • Should President Trump be held accountable for undocumented workers on his properties? Why or why not?

Dolce and Gabanna Cancels Show and Apologizes

Italian fashion designer Dolce and Gabanna cancelled a major show scheduled in Shanghai and apologized to the Chinese people for an offensive ad and comments on social media. The ad showed Chinese-French model Estelle Chen, in separate videos, eating pizza and pasta with chopsticks. With stereotypical music in the background, the ads seem to mock the woman and a Chinese pronunciation of the company’s name.

D&G.JPG

After criticism on Weibo, the company made the situation far worse. Co-founder Stefano Gabbana posted negative comments, at right, about China and its people on Instagram, and then denied the comments, claiming his account had been hacked.

Later, Dolce and Gabbana leaders tried to recover by posting a statement on the company’s Instagram account: "We are very sorry for any distress caused by these unauthorized posts. We have nothing but respect for China and the people of China." Another post read, "Our dream was to bring to Shanghai a tribute event dedicated to China which tells our history and vision. It was not simply a fashion show, but something that we created especially with love and passion for China and all the people around the world who loves Dolce & Gabbana.”

They also posted an apology video.

Discussion:

  • What’s your view of the ad series? Can you see how people would think they are offensive? Why or why not?

  • How well did Dolce and Gabanna eventually recover from the incident? Analyze the apology video.

  • Which leadership character dimensions are illustrated by this situation?

Negative Reports About Facebook

Two recent articles cite trouble at Facebook. The first is a New York Times story titled, “Delay, Deny and Deflect: How Facebook’s Leaders Fought Through Crisis.” The report is a damning criticism of how the company, and particularly Mark Zuckerberg and Sheryl Sandberg, handled recent situations:

But as evidence accumulated that Facebook’s power could also be exploited to disrupt elections, broadcast viral propaganda and inspire deadly campaigns of hate around the globe, Mr. Zuckerberg and Ms. Sandberg stumbled. Bent on growth, the pair ignored warning signs and then sought to conceal them from public view. At critical moments over the last three years, they were distracted by personal projects, and passed off security and policy decisions to subordinates, according to current and former executives.

The article accuses the company’s response to Russia’s meddling in U.S. elections, data privacy issues, and hate speech and propaganda. The article describes aggressive lobbying and efforts to conceal Russia’s infiltration of the network.

The second article, a Wall Street Journal report, describes declining employee morale at Facebook. Criticism about the company and the declining stock price are getting difficult for employees to stomach. According to the Journal article, employees are questioning the company’s growth strategy and are concerned by a lack of innovation. Employees are also less optimistic about the company’s future. One year ago, 87% employees said they were optimistic; today, that number is 52%.

The Times article reports that Zuckerberg has been asked whether it’s time for new company leadership, and he has repeatedly said that he will not step aside.

Zuckerberg image source.

Discussion:

  • What’s your view of the situation at Facebook? Is the Times article on target, too harsh, too lenient, or something else?

  • One possibility is that the company is experiencing a natural progression—a growth cycle that most companies experience. What do you think?

  • What are the value and potential downsides of employee surveys?

Too British for British Ads

Microphone.jpg

British standards for voice personalities are changing. As one actor says, “I’m too posh, too middle class, too white, too male.” Jon Briggs was a popular choice for advertisements and is currently the British Siri.

But according to a Wall Street Journal article, voices like Briggs are “out of vogue.” Companies want voices that are less “commanding, elite-sounding” and “froufrou”:

For British consumers, the stiff-upper-lip speaking style of the nobility, where vowels are slightly flattened—so “happy” sounds like “heppy”—has become negatively associated with authority and privilege.

One ad executive said today’s jobs are going to those who are “able to hold a conversation . . . in a pub.” Companies are looking for voices that reflect the diversity of Britain, particularly, as the article says, “people from working-class backgrounds.”

British image source. Microphone image source.

Discussion:

  • With what types of British accents are you familiar? What’s your perception of people with those accents?

  • How does this article translate to the United States? What are the most common accents you hear in TV ads? Listen to a few examples. What does the person’s accent say about the brand?

  • Explain the relevance of authenticity or authentic communication to this story.

Student Is Escorted Out of Class

A biology lecturer at University of Texas at San Antonio called campus police about a student’s behavior. Another student in the class tweeted, “So this happened today in class, a girl had her feet up and the professor called the police after calling our class uncivil.” A video shows an African-American student being escorted out of the classroom.

The University posted a tweet soon after the incident:

UTSA tweet.JPG

Later, President Taylor Eighmy sent a letter to students announcing that the instructor will be replaced for the rest of the term and that the student will be welcomed back. The university is investigating the incident, including potential racial bias, because the student is African-American.

USTA image source.

Discussion:

  • A student in the class posted that the instructor referred to the class as “uncivil.” What’s your view of civility in a classroom setting? What examples would describe an uncivil classroom?

  • Did the instructor do the right thing by calling campus police? Did campus police do the right thing by escorting the student out?

  • What other options are available to an instructor wanting to manage classroom behavior?

Cultural Differences: Putting Your Hand on Someone's Knee

Merkel and Macron.jpg

On the front page of today’s Wall Street Journal, we see French President Emmanuel Macron’s hand on German Chancellor Angela Merkel’s knee. A online WSJ article is titled, “Merkel and Macron got along so well in Paris that a 100-year-old woman thought they were married.” The two looked affectionately at each other and held hands during a weekend in Paris at a World War I commemorative event.

Physical touching in U.S. companies is generally frowned upon and could inspire sexual harassment claims. But in Europe, the cultural norms and laws are different.

An image search for “Merkel and Macron” shows embraces and touching throughout the years.

Cover image source. Embrace image source.

Discussion:

  • Describe the cultural differences from your own experience and knowledge.

  • What’s your personal view of this type of touching at work among colleagues?

Google and Facebook Drop Forced Arbitration

Following Google employee walkouts and demands, both Google and Facebook have eliminated the requirement for employees to settle sexual harassment complaints internally. Tech companies Uber, Lyft, and Microsoft made the same change in the past couple of years.

Previously, all of these companies had clauses in their policies, which employees agree to when hired, that forced employees to give up their right to sue the company for sexual harassment.

Critics of forced arbitration say the policy puts victims at a disadvantage. Businesses are more likely to win cases in arbitration than in front of a judge. The internal practice also protects the company from public scrutiny and allows perpetrators to more easily get jobs in other companies, continuing the cycle of harassment.

Google CEO Sundar Pichai announced Google’s decision and other policy changes in an email to employees, which was posted on the company’s blog:

Hi everyone,

At Google we try hard to build a workplace that supports our employees and empowers them to do their best work. As CEO, I take this responsibility very seriously and I’m committed to making the changes we need to improve. Over the past few weeks Google’s leaders and I have heard your feedback and have been moved by the stories you’ve shared.

We recognize that we have not always gotten everything right in the past and we are sincerely sorry for that. It’s clear we need to make some changes.

Going forward, we will provide more transparency on how we handle concerns. We’ll give better support and care to the people who raise them. And we will double down on our commitment to be a representative, equitable, and respectful workplace.

Today, we’re announcing a comprehensive action plan to make progress. It’s detailed here and I encourage everyone to read it. Here are some of the key changes:

  • We will make arbitration optional for individual sexual harassment and sexual assault claims. Google has never required confidentiality in the arbitration process and arbitration still may be the best path for a number of reasons (e.g., personal privacy) but, we recognize that choice should be up to you. 

  • We will provide more granularity around sexual harassment investigations and outcomes at the company as part of our Investigations Report.

  • We’re revamping the way we handle and look into your concerns in three ways: We’re overhauling our reporting channels by bringing them together on one dedicated site and including live support. We will enhance the processes we use to handle concerns—including the ability for Googlers to be accompanied by a support person. And we will offer extra care and resources for Googlers during and after the process. This includes extended counseling and career support,

  • We will update and expand our mandatory sexual harassment training. From now on if you don’t complete your training, you’ll receive a one-rating dock in Perf (editor's note: Perf is our performance review system). 

  • We will recommit to our company-wide OKR around diversity, equity and inclusion again in 2019, focused on improving representation—through hiring, progression and retention—and creating a more inclusive culture for everyone. Our Chief Diversity Officer will continue to provide monthly progress updates to me and my leadership team. 

I hope you’ll take the time to read the full range of actions we’re announcing today.

Thank you all for the feedback you’ve shared with us. This is an area where we need to continually make progress and are committed to doing so. We often hear from Googlers that the best part of working here is other Googlers. Even in difficult times, we are encouraged by the commitment of our colleagues to create a better workplace. That’s come through very strongly over the past few weeks.

-Sundar

Image source.

Discussion:

  • Analyze Pichai’s message: the audience, communication objectives, organization, writing style, etc. What works well, and what could be improved?

  • Overall, how well does the message address employees’ concerns?

  • Pichai mentions that privacy may be a reason employees choose the arbitration process, but the Times article says arbitration mostly protects the company’s privacy? Should Pichai have omitted this line?

  • What, if any, downsides do you see of Google responding to employees’ demands in this way?

Elementary Teachers Dress as Border Wall

Border Wall.PNG

For Halloween, elementary school teachers in Middleton, Idaho, wore costumes portraying parts of a border wall and depicting stereotypes of Mexicans. Pictures showing them smiling as a group with the slogan, “Make America Great Again,” were posted to a Facebook page.

The teachers dressed up during school hours, and parents alerted the school administrators to the problem. In addition to their complaints, 12 local advocacy organizations wrote a letter to the superintendent, including this statement:

“The intent or misjudgments of the individuals involved does not undo the trauma experienced by students, families and communities. The impact on these students does not stay only with them but has lasting effects beyond the school or classroom. We believe the school and classrooms have now become hostile environments that are not conducive to the education of the students.”

In response, the school district posted a statement on its website:

The events that took place at Heights Elementary School in Middleton on Halloween are disturbing and inappropriate. The teachers involved, as well as school administrative personnel, and the Middleton School District showed extremely poor judgment.

The messages conveyed are the antithesis of the beliefs and values of the Idaho Education Association and its dedicated members throughout the state.

The IEA and the Middleton Education Association stand ready, willing, and able to assist the district in providing diversity and cultural competency training for Middleton School District employees. As troubling as the situation is, it does provide us with an opportunity for education and growth so that people can be made more aware of how hurtful these kinds of insensitive behaviors can be.

Discussion:

  • What’s your view of the teachers’ costumes: harmless fun, insensitive, hurtful, or something else?

  • Assess the district’s statement. Who is the audience and what are the communication objectives? How well does it achieve its purpose.

  • Write a better apology. How can you demonstrate humility and address concerns more specifically? Include consequences: what should the district do as a result?

Google Employees Protest Sexual Harassment

Google Walkout.PNG

Thousands of employees walked out of more than 20 Google offices around the world on Thursday to protest how the company handled sexual harassment charges. Employees in California, Berlin, Dublin, London, Singapore, Tokyo, Zurich, and other locations organized under the group, “Google Walkout For Real Change‏.”

The reaction came after a New York Times article revealed several senior-level managers left the company, quietly, because of sexual harassment. Some were given large financial payouts.

In addition to a more transparent process, employees are asking for an end to pay equity and forced arbitration, which requires employees to settle cases within the company and denies them the right to sue.

In response to the walkouts, CEO Sundar Pichai said, “Employees have raised constructive ideas for how we can improve our policies and our processes going forward. We are taking in all their feedback so we can turn these ideas into action.”

Image source.

Discussion:

  • How do you view the walkouts: a waste of time, overstepping, a productive way to protest, or something else? Respond to the same question for their list of demands.

  • What, if any, impact do you think the walkouts will have on company practices? Googlers did encourage the company’s decision to end an artificial intelligence contract with the Defense Department.

  • What leadership character dimensions are illustrated by the situation?

Reversal at Maryland

Maryland players.JPG

The University of Maryland has reversed its position on keeping football coach DJ Durkin. At first, Durkin was reinstated after a damning report about player abuse which resulted in the death of a student, Jordan McNair. Critics say the University’s Board of Regents overstepped in disallowing Loh to terminate the coach.

Now, pressure from students, players, the McNair family, and politicians left the University with no choice but to fire Coach Durkin. In a letter, President Loh explained the decision, including his previous concerns about Durkin’s return.

McNair’s father made a statement, including a message to President Loh when asked:

“The same thing I’ve always said to Dr. Loh. I’ve always commended Dr. Loh for having a level of integrity and doing the right thing even since he first initially came to the hospital, and secondly, when he came to us as a family to apologize and to take full moral and legal responsible for the tragic events that happened.”

In the meantime, Maryland players were involved in an altercation. It seems as though this situation has divided the team as well.

UPDATE: James T. Brady, chairman of the University System of Maryland’s Board of Regents, resigned last week, and President Loh is winning back his power. A Chronicle article notes that Loh won the “battle waged in the court of public opinion,” and whether he will leave the University as planned is now unclear. In a statement, Brady explained his decision and, using the word “proud” three times, cites board accomplishments during his tenure.

Discussion:

  • How is this situation an issue of integrity?

  • The regents had planned to terminate President Loh. Should they reverse this position too?

  • What should the University do now to repair its image?

  • We have heard nothing that I found from the regents (except their confidence in Coach Durkin). Should they communicate something now? What could they say that could help instead of hurt the situation?

Do Women Overuse Exclamation Points?

They sure do! But a Wall Street Journal article says women are expected to use more exclamation points, and they face a dilemma:

Male bosses who write in blunt, terse prose aren’t noticed much. Plenty of management research has shown, though, that women bosses tread a thin line. Too few softeners like exclamation points, and they’re viewed as hard and unfeeling; too many, and they lack gravitas.

The authors of a Journal of Computer-Mediated Communication article conclude that the exclamation point isn’t as much a “marker of excitability,” as former research claims, but is more about “friendly interaction.” They also found that 73% of exclamations were made by women and 26% by men.

A Wall Street Journal video shows three female executives talking about their own use of exclamation points. Barbara Corcoran, of Shark Tank fame, says women use the mark partly because they want to please others, while men, particularly senior-level men, “don’t even bother to put a period at the end.”

Advice varies, but for business communication, you might use the mark sparingly. Corcoran says she assumes women who use a lot of exclamation points are insecure and know they are unlikely to get what they ask.

Tweet.JPG

But for friendly communications, one or two are okay. Corcoran also suggests, as does a previous WSJ article, that exclamation marks may be appreciated by people who report to you. This is illustrated in the tweet here.

Image source.

Discussion:

  • How do you use exclamation points?

  • Have you noticed a difference between how men and women use the mark?

  • Will this article change how you use the mark?

University of Maryland President Resigns

Maryland.JPG

Following a report about a student death, University of Maryland President Wallace D. Loh will resign. Loh had apologized for the loss of Jordan McNair, a football player who died during rigorous training. A Washington Post article quotes the McNair’s attorney about the apology:

Hassan Murphy, the McNair family’s attorney, said Loh “remains the only person thus far in this process who has accepted moral and legal responsibility and has spoken from his heart about what happened.”

“If the university will not do right by Jordan, we promise to explore every possible avenue that will,” Murphy added.

Since then, an investigation uncovered deep issues with the athletics program and a culture of silence: “problems festered because too many players feared speaking out.” An independent committee presented its findings and recommendations in a 200-page report.

Rick Court, the former strength-and-conditioning coach, was terminated, but the athletics director and football coach will remain in their positions. Despite Loh’s recommendation, the University regents encouraged Loh to allow Coach DJ Durkin to return after his suspension. According to the Post article, Loh was permitted to stay at the university through June 2019 only if Durkin stayed on.

Several senators have questioned the decision and accuse the University of putting “athletics over academics.”

The Post also reports that several players walked out during their first meeting with Coach Durkin.

Image source.

Discussion:

  • Did the University regents make the right decision in asking for Loh’s resignation? Why or why not?

  • Did Loh do the right thing by allowing Durkin to return?

  • Analyze the investigation report: audience, organization, content, writing style, and so on. Which business writing principles are followed, and how could the report be improved?

Google Admits Sexual Harassment Incidents

It’s been quiet until now, but Google has fired 48 employees for sexual harassment. A New York Times article exposed a number of high-profile departures dating back to 2014, including Andy Rubin, who developed the Android.

Rubin was paid $90 million when the company asked for his resignation, but executives never told the entire truth: that Rubin left because he was accused of sexual misconduct. Instead, then-CEO Larry Page, complimented him: “I want to wish Andy all the best with what’s next,” and “With Android, he created something truly remarkable—with a billion-plus happy users.” Rubin denies the claim and the circumstances of his termination.

In addition to this situation, the Times article cites a number of relationships between senior-level managers and employees. An email from CEO Sundar Pichai and the VP of people operations to staff acknowledges the 48 departures, including 13 “senior managers and above.”

Hi everyone,

Today's story in the New York Times was difficult to read.

We are dead serious about making sure we provide a safe and inclusive workplace. We want to assure you that we review every single complaint about sexual harassment or inappropriate conduct, we investigate and we take action.

In recent years, we've made a number of changes, including taking an increasingly hard line on inappropriate conduct by people in positions of authority: in the last two years, 48 people have been terminated for sexual harassment, including 13 who were senior managers and above. None of these individuals received an exit package.

In 2015, we launched Respect@ and our annual Internal Investigations Report to provide transparency about these types of investigations at Google. Because we know that reporting harassment can be traumatic, we provide confidential channels to share any inappropriate behavior you experience or see. We support and respect those who have spoken out. You can find many ways to do this at go/saysomething. You can make a report anonymously if you wish.

We've also updated our policy to require all VPs and SVPs to disclose any relationship with a co-worker regardless of reporting line or presence of conflict.

We are committed to ensuring that Google is a workplace where you can feel safe to do your best work, and where there are serious consequences for anyone who behaves inappropriately.

Sundar and Eileen

Image source.

Discussion:

  • Should Google have been more transparent about the previous departures? Why or why not?

  • Should the executives say more in the email about the specific departures mentioned in the Times article? Why or why not?

  • Assess the email for audience analysis, objectives, tone, organization, and style. What works well, and what could be improved?

  • Which leadership character dimensions does Pichai demonstrate and fail to demonstrate?

Megyn Kelly Terminated from NBC

NBC Today Show host Megyn Kelly said she thought it was acceptable to wear blackface for Halloween. Kelly might need to brush up on the history of blackface, which started in minstrel shows in the 1800s. Then, like now, blackface reinforced racial stereotypes and was terribly demeaning to black people.

Kelly apologized on the show, but people were still upset. Her colleague, Al Roker, said “she owes a bigger apology to folks of color around the country.” NBC waited two days, but insiders say she will be terminated.

Here’s the full text of her email to NBC staff:

Dear friends & teammates –

One of the wonderful things about my job is that I get the chance to express and hear a lot of opinions. Today is one of those days where listening carefully to other points of view, including from friends and colleagues, is leading me to rethink my own views.

When we had the roundtable discussion earlier today about the controversy of making your face look like a different race as part of a Halloween costume, I suggested that this seemed okay if done as part of this holiday where people have the chance to make themselves look like others. The iconic Diana Ross came up as an example. To me, I thought, why would it be controversial for someone dressing up as Diana Ross to make herself look like this amazing woman as a way of honoring and respecting her?

I realize now that such behavior is indeed wrong, and I am sorry. The history of blackface in our culture is abhorrent; the wounds too deep.

I’ve never been a “pc” kind of person — but I understand that we do need to be more sensitive in this day and age. Particularly on race and ethnicity issues which, far from being healed, have been exacerbated in our politics over the past year. This is a time for more understanding, love, sensitivity and honor, and I want to be part of that. I look forward to continuing that discussion.

I’m honored to work with all of you every day.

Love,

Mk

Image source.

Discussion:

  • What’s your view of Kelly’s original comments?

  • Assess Kelly’s email. Do you find her apology meaningful, insincere, or something else?

  • Did NBC do the right thing by firing her? Why or why not?

  • We await a statement from NBC. Draft one on behalf of the company.

  • Which leadership character dimensions are illustrated by this situation?

Racist Comments on a Ryanair Flight

People are calling for boycotts of Ryanair because staff didn’t address a passenger’s racist comments on a flight from Barcelona to London. The man went on a rant towards a 77-year-old, Jamaican-born, British passenger, calling her an "ugly black bastard” and “a stupid ugly cow."

The passenger tried to get the woman to move to another seat: "I don't care whether she's f------ disabled or not. If I tell her to get out she gets out." He also threatened her: “If you don't go to another seat, I'll push you to another seat.” The woman’s daughter said she was taking her mother on a trip after her husband had died.

Although other passengers tried to silence the man and called for him to be removed from the plane, staff seemed to do very little. Even after the incident was reported, the company posted a meager response on Twitter.

Ryanair.PNG

Later, the company also said, "As this is now a police matter, we cannot comment further."

Image source.

Discussion:

  • What could be Ryanair’s rationale for not removing the man from the plane? Was it the right decision?

  • Why didn’t Ryanair say more after the incident? What, if anything, should the company leaders have said?


Marriott Labor Strikes

Marriott.jpg

More than 8,000 Marriott employees are going on strike to fight for higher wages and more input into decisions that affect them. Represented by the union Unite Here, workers represent 23 hotels across the country, and the number may grow.

A Marriott International spokesperson told Skift:

“We are disappointed that Unite Here has chosen to resort to a strike at this time. During the strike our hotels are open, and we stand ready to provide excellent service to our guests. We continue to bargain in good faith for a fair contract. While we respect our associates’ rights to participate in this work stoppage, we also will welcome any associate who chooses to continue to work.”

The GM of a Westin property told guests they would put their sustainability program “in effect for all guests for the duration of the work stoppage. Your room will be cleaned every third day of your stay, and any additional cleaning services you would like are available on request.”

According to the article and online reviews, guests are noticing. As one wrote, “The normal services you associate with a hotel were severely reduced, along with the attention provided with a RC [Ritz-Carlton] stay, were no longer available.”

Unite Here is negotiating with Marriott for three improvements:

(1) Wages high enough so that workers do not have to work multiple jobs to earn a living wage; (2) a voice in determining how much automation and what kind of automation makes its way into the hotel industry; and (3) better measures for workplace safety.

Marriott image source. Striker image source.

Discussion:

  • If successful, the strike could inspire more hospitality workers to join the union. Is that a good result? Why or why not?

  • What’s your view of the employees’ requests: not enough, reasonable, outrageous, or something else?

  • What leadership character dimensions are demonstrated or not demonstrated by this situation?

Teacher Recommendation Letters Influence Harvard Decision

Harvard Guidelines.PNG

Details about Harvard’s admissions process are surfacing during the trial about how the university’s “race-conscious” decision policy may adversely affect Asian-Americans. The entire guidebook for admissions decisions in 2014 was entered into evidence.

This week, Harvard revealed that white students typically receive “somewhat stronger” recommendation letters from teachers and guidance counselors than Asian-American students, which affects each group’s “personal rating.” The personal ratings on based on characteristics such as kindness, courage, and leadership. When writing letters, reviewers are asked to assess “consistent testimony of an applicant’s unusual effervescence, charity, maturity, or strength of character.”

Back in 1990, the US Department of Education’s Office of Civil Rights criticized Harvard’s practice of using a personal rating and admissions officers’ stereotypical comments of Asian-American students. The same issue seems to be presented here, with comments from teachers and guidance counselors.

Image source.

Discussion:

  • How valuable do you think teacher and guidance counselor letters of recommendation are in the admissions process? How much weight should they carry in the overall decision?

  • By definition, the personal rating includes subjective evaluations. Should universities try to avoid subjectivity in the admissions process? Why or why not?

Woman Fired for Racial Profiling

A woman refused to let a black man into her apartment, and she was subsequently fired from her job. Hilary Mueller is shown on video, taken by D'Arreion Toles, asking to see his key fob and questioning who Toles was going to visit in the building. Toles eventually moved past Mueller, who followed him to his apartment door.

When the video was posted, it attracted more than 5 million views. Toles included the captions, "to be a black man in America" and "this is America in 2018." Complicating matters, Mueller called the police after the incident. Also, Mueller’s husband posted a video condemning her behavior. They have been separated for more than a year.

Mueller’s employer, real estate firm Tribeca-STL, also saw the video and terminated her employment. An ABC report includes a statement from the firm:

"The Tribeca-STL family is a minority-owned company that consists of employees and residents from many racial backgrounds. We are proud of this fact and do not and never will stand for racism or racial profiling at our company."

As of this writing, both the company website and its Twitter feed are unavailable.

Discussion:

  • Explain how this incident is an example of racial profiling.

  • Do you agree with the firm’s decision to fire Mueller? Why or why not?

  • In what ways did Mueller demonstrate and fail to demonstrate integrity and humility?