To Lean In, Or Not To Lean In: That Is The Question.

By Irisneida Rodriguez

women workingAccording to the Morton College student demographics, females accounted for 57.2 percent of enrollees for the 2016-17 school year. I began wondering how many of us have, or plan to have children? How many of us have or will be affected by maternity leave or simply any other time needed off during the initial childbearing years? How will that impact our earnings and status in the workplace?

These are all questions that I find myself thinking about because one day I want to have children but also have a professional occupation. And so, adding to my worries, lies the thought of how will I successfully balance the work and housework (which includes, but isn’t limited to childcare).

I heard of the term “leaning in” in my Sociology class. After reading a few articles on the topic I came to an understanding of what it is and if it’s the right thing for women to do. This social phenomenon has been in headlines for a few years now. The term came about from a book published in 2013, written by Facebook’s Chief Operating Officer, Sheryl Sandberg. The book was titled, “Lean In: Women, Work, and the Will to Lead.

A quote from Sandberg’s mentions,

“I have written this book to encourage women to dream big, forge a path through the obstacles, and achieve their full potential”.

Ultimately, the goal of the book seems to be to motivate women to “lean in”, meaning, to work hard and take their role at work serious to earn a lead occupation, promotions and raises. What are the consequences of leaning in?

An article titled “The Real Reason Women Should Lean In” by Liz O’ Donnell, published by the Huffpost, presents how leaning in at the start of the career (or job) can be beneficial later. O’ Donnell goes on to present a personal anecdote of how leaning in since the start of her career has allowed her to keep her job and ask for more work flexibility. For example, she mentions joining management team meeting via Skype and later says;

“If your employer doesn’t know that they can trust you to get work done anywhere, anytime, they’re less likely to grant you flex accommodations”.

To O’Donnell, building a trustworthy, reliable, efficient and valuable image of yourself in the workplace will help once you’ll need those days off or flexibility whether it’s to care for children or even elderly parents, it is worth “leaning in” for.

An article titled “Recline, don’t ‘Lean in’ (Why I hate Sheryl Sandberg)” by Rosa Brooks, published by The Washington Post in 2014 she stands against the idea of “leaning in”. She mentions her hate for Sandberg isn’t anything personal, but because before she changed her ways and was convinced to “lean in”, she “had a life, had friends, family, children, hobbies, occasional vacations and eight hours of sleep.” Now, she was miserable and had spent too much time building her network that became too tired and felt “boxed in”.

In Brook’s point of view, leaning in is like a trap. It is making women tired and eventually want to drop out of their professional occupation. Brooks claims,

“If we truly want gender equality, we need to challenge the assumption that more is always better,”

She also argues that we must stand against the assumption that men don’t suffer as much as women when they’re exhausted and have no time for family or fun.”  To back up her arguments Brook’s mentions that women work that “double-shift” because they do far more housework and childcare than men do.

To lean in or not to lean in: that is the question. This corny trope came to mind, but it really is a matter that should be of concern to not only us women but men as well.

This topic is related directly to the institution of the family can be sociologically analyzed by the symbolic-interaction perspective. How will your romantic relationship be affected by having little to no time for care when your partner is constantly busy with work.

What is your take on being expected to work extra hours as a sign of being a better worker than someone else? Are you supporting her career? How will you and your household be affected if your partner is earning below what she should be?

Ladies, what are your takes on this matter? Why is parental and family leave unpaid for many in need, even if it’s highly likely and inevitable in most occasions? In my opinion, what this says about our country is that ubiquity in work valued over the personal lives of human beings.

A Pew Research Study of 2013 presents that the percent of 25 to 32-year-olds with at least a four-year college degree has been steadily on the rise since 1993 (when both gender categories lied at about 25 percent). Women have surpassed men with 38 percent compared to 31 percent.

We can expect more women to join the professional workforce and take on lead positions but will leaning in have what we consider “successful” results without damaging the family arena? Or is leaning in motivating and encouraging more women to work to their full potential and earn benefits but feeling incompletely happy in their personal lives?

Photo from Wikipedia

 

Meet Your New Editor-in-Chief

by Collegian Staff

unnamed

The Morton Collegian is pleased to introduce Irisneida Rodriguez, our new Editor-in-Chief. We sat down to get to know her this week.

What brings you to Morton College?

I live nearby and decided I wanted to save some money. I graduated with the class of 16’ from Morton East High School. I always knew I would attend college—I excel in academics and like to learn. Today, I am pursuing an Associate’s Degree in Arts with plans to major in either Sociology or Psychology.

Why are you interested in journalism?

I would always write a lot, and honestly, meeting the word requirement wasn’t my problem because I usually surpassed it, anyway. My Sociology Prof. Mr. Drury has motivated me into considering writing for the Morton Collegian.

What are some issues that you care about?

There are many social issues that are interesting to me and worth writing and learning about. I am an advocate of Feminism, Black Lives Matter and the Defend DACA movements. In Sociology, the Conflict Theory as well as Symbolic Interactionism catch my attention. I plan to share my personal views about these topics.

Help us with that. Many students haven’t heard of Symbolic Interactionism!

Symbolic Interactionism is, in general, a study of how we interact on a day to day basis, in our interpersonal relationships, based on the meanings we give to symbols. A symbol could be a degree as a symbol of success, widely accepted by society, so we don’t really question it anymore. Another example could be red hearts as symbols of love. I’m fascinated by how these symbols develop and what they really mean.

What are your plans for after Morton College?

I plan to transfer to University of Illinois at Chicago to obtain a Bachelors in Sociology (or Psychology) with perhaps a minor in Journalism. I feel so undecided because I have so many subject areas that interest me; that explains how I went from an Associates in Science to and Associates in Liberal Arts, as that program offers more areas I could consider.

How Does DACA Affect You?

1024px-Welcome_to_the_land_of_freedom

By Collegian Staff

Will the ending of the Deferred Action for Childhood Arrivals affect you, your family or a loved one? The Collegian is interested in your story. If necessary, we’ll keep your story anonymous; however, we’re very interested in what impact this legal action will have on our community, and we want to give students, staff, faculty and others a chance to be heard.

If you would like to share your opinion, story or experience, please contact our staff at this e-mail address. We’ll arrange for an interview.

Work for The Collegian

quill

Are you considering a career in media, or do you simply want to express yourself and learn how a contemporary online magazine works? Gain this experience at The Collegian, Morton’s student-run paper.

The Collegian is currently hiring editors, reporters and photographers. At least two positions are paid. Other positions might become paid as the paper’s readership grows.

Candidates should be self-motivated, possess outstanding writing and communication skills, and they should be able to meet deadlines and work as members of a team. To be considered, candidates must be currently enrolled at Morton College. Ideal team members will have at least two semesters of experience studying at Morton College.

For more information, please contact Karolis Zukauskas, the Collegian adviser.

 

Photo of Quill and Scroll from Wikipedia.

HLC Report Results: Is Morton College Violating its Own Mission and Core Values?

mission&valuesBy Veronica Fernandez

Morton College’s Mission statement is pridefully displayed on the second floor of the C building in bold blue and orange lettering: “To enhance the quality of life of our diverse community through exemplary teaching and learning opportunities, community service, and life-long learning.” Boldly listed below are the school’s Core Values: Compassion, Fairness, Respect, Responsibility, Tolerance, and Truth.

The mission statement is clear: the institution seeks to enhance the quality of life through “exemplary teaching”. Does this then, only apply to the faculty interacting with the students inside of classrooms? Shouldn’t there be an institutional-wide effort to be “exemplary”?

Earlier this month, The Collegian explored the findings of the highly anticipated report on Morton College’s Higher Learning Commission (HLC) visit last semester. The report included information about criteria that the college either “met” or “met with concerns.” The sections that were “met with concerns” are as follows: Integrity: Ethical and Responsible Conduct, and Resources, Planning, and Institutional Effectiveness.

Furthermore, the HLC explicitly reports their concerns with the Board of Trustees and their role in governing the school. Among the information provided in the report was the decision-making process for the “new president” which was described as lacking transparency in hiring objectives.  The report then continues with a rather alarming statement that reads,

“…there remains a perception with employees that the board unduly influences hiring decisions for administrators and staff and that in many of these cases new hires minimally meet job qualifications.”

The report follows this statement up later:

“…there is a perception that current hiring practices support the
hiring of unqualified administrators and staff who then require expensive training to reach competency levels necessary to perform their assigned duties.”

If the aforementioned is occurring, where are the components of responsibility within the administration? How is this fair to the students who are striving to obtain an education from this college? Are “learning opportunities” being infringed upon when there are unqualified individuals appointed to crucial positions in administering the institution?  If the college is not providing the absolute best in regard to administration, is it then failing to “enhance the quality of life” for the community it serves?

Furthermore, the HLC reports that the atmosphere of fear and confusion has to do with the combination of a lack of transparency and communication that has overall affected employee morale. The HLC reported having found evidence of ineffective communication:

“Ineffective two-way communication appears to be gravely affecting the president’s ability to lead the institution.”

In addition to the report itself, there was a letter issued to the President. While affirming Morton’s accreditation to 2026-27, the letter states that Morton will be monitored in the interim, with a Focused Visit occurring by January of 2018.

Days after this communication from HLC, a letter was released by the administrative office to the Morton College community. This letter celebrated the college’s reaffirmation of accreditation, issued several statements of praise from the administration, noted some items about the history of the HLC, and finally the HLC “revisit” to Morton College in 2018.

The disconnect and violation occur with not only the results of the HLC visit but with the approach, the Administration decided to present this information to the community it serves. It seems as if truth is another eroded value, along with responsibility and fairness.

Moving forward, students and faculty should be taken into consideration with the matters that directly affect their environment, communities, careers and futures.

An Introduction From the New Student Trustee

By Estefani Hernandez

Hello everyone,

It is a true honor to be the 2017 elect student trustee. My motivation to run for student trustee was my desire of wanting to make a difference. Therefore my campaign was focused on the change we all want to see. As a student and employee of Morton College, I’ve learned to see that there is always room for improvement.

DuFullSizeRenderring my term, I would like to improve communication between staff, faculty, and students. As first generation college student, I’ve learned that communication is key for success. Improving communication will be a challenging project to work on, but I know that it is possible and definitely worth it.

I am also looking forward to increasing the exposure of Morton College. With that being said, I’d like to work on creating and increasing community activities. Exposing the college will bring many great changes and increase student involvement with more enjoyable experiences.

Another direct goal I have is to increase the opportunities for students who do not qualify for financial aid. A lot of students in our community do not have enough resources to pursue their education and as a student trustee, I will love to find ways to help open more doors.

Although there are many things I will like to do as a student trustee, these are my main goals. I am aware that I represent the student body and I will like to encourage every student to send me their ideas/needs to Estefani.hernandez@Morton.edu. I will try to work on everything I can to make our student experience the best.

 

 

 

Students Learn about Sexual Assault Awareness and How to Be an Active Bystander

Pillars

By Marcela Ruiz

Morton College has been hosting a series of events regarding sexual assault awareness during this month.
 On April 12th, the Sexual Assault and Bystander intervention workshop took place at the student union at 1:00 p.m. Kevin DeMarce, outreach coordinator for Pillars; was the guest speaker. He began his presentation by showing the video Dear Daddy.
 “I will be born a girl”, the main statement presented in the video indicated that a woman’s biggest danger is her vulnerability.
 DeMarce discussed how sexual assault awareness begins with educating men. He believes point of views and attitudes towards women are formed from childhood. In turn, during teen years these attributes can manifest themselves in either a positive or negative manner.
 “How can we change these messages? Do these attitudes change in college or do they become more discrete?” he asked the audience, referring to how people express about women in a sexual manner.
 A student commented that she believes these types of conversations are taboo in most cultures; which makes it more difficult to prevent the assault or for victims to come forward.
 According to the department of justice 1 of 5 women and one of 16 men are victims of sexual assault while in college.  Surprisingly, 90 percent of these victims do not report the assault. In part, “because they are fearful of their attacker”, said DeMarce. He added that, “Victims may also be ashamed to go to trial and having to deal with people’s perception of them, or feelings of guilt. But the most prevalent reason remains to be the belief that no one is going to do anything anyways.”

“no one is going to do anything anyways.”

DeMarce mentioned that people tend to help when they are alone rather than in a group. To be an active bystander means that if someone presence a comment or abuse he/she: “does not wait for someone else, a person alone has to be the one stepping up”.
Lastly the video “Who Are You?”, was presented to help students visualize when is the possible right time to intervene to prevent sexual assault and how the outcome can be different.
For further questions about Pillars and the available programs, outreach coordinator Kevin DeMarce can be reached at kdemarce@pillarscommunity.org