Journal Entry Reflection on Management Practices in the Afri

6-3 Journal: Final Project Question 3 Juanita Onasanya Southern New Hampshire University PSY 324 Aug 5, 2025 Journal Entry: Reflection on Management Practices in the African American Community Introduction In this journal entry, I will reflect on the application of management principles to the African American community in the United States. This reflection will examine how the concepts learned in this module can be applied to address the unique challenges and strengths of this cultural group within organizational settings. Understanding these dynamics is crucial for fostering an inclusive workplace that values diversity and promotes employee engagement. Critical Thinking and Reflection A key theme of this module is the significance of cultural competence in management practices. The African American community has a rich history that influences workplace dynamics, including values such as resilience, community support, and the importance of mentorship. These cultural traits can significantly impact employee interactions and organizational culture. From my own experiences in diverse work environments, I have observed that African American employees often value strong mentorship relationships. Studies indicate that mentorship is crucial for career advancement, particularly for minority groups (McCoy, 2018). For instance, during my internship at a nonprofit organization, I worked under a manager who prioritized mentorship and professional development for her team, particularly for younger African American employees. This approach not only fostered a sense of belonging but also encouraged professional growth and retention. Research by Allen et al. (2017) supports this notion, suggesting that mentorship programs can enhance job satisfaction and career advancement for minority employees. Moreover, the concept of intersectionality is vital when discussing the African American community in the workplace. Intersectionality recognizes that individuals have multiple, overlapping identities that shape their experiences (Crenshaw, 1989). For example, an African American woman may face different challenges than an African American man due to the intersection of race and gender. Understanding these nuances allows managers to create more inclusive policies that address the specific needs of diverse employees. According to Collins (2000), recognizing intersectionality in the workplace can lead to more equitable treatment and opportunities for all employees. Integration and Application Integrating management principles with cultural awareness is essential for effective leadership. One relevant principle is servant leadership, which emphasizes the leader's role in serving their employees and prioritizing their needs. This approach aligns well with the African American cultural value of collectivism, where community and support for one another are paramount (Greenleaf, 1977). Leaders who adopt a servant leadership style can build trust and loyalty among their teams, fostering a positive organizational culture. Research by Liden et al. (2014) indicates that servant leadership positively impacts employee engagement and organizational commitment, particularly in diverse teams. Additionally, the module emphasized the importance of emotional intelligence (EI) in management. EI involves the ability to recognize and manage one's emotions and the emotions of others (Goleman, 1998). In the context of the African American community, leaders who demonstrate high emotional intelligence can navigate the complexities of workplace dynamics more effectively. For instance, acknowledging the historical context of systemic racism and its impact on employees' experiences can help leaders create a more supportive environment. By fostering open discussions about race and equity, organizations can promote a culture of inclusion and understanding. Research by Cherniss (2010) highlights that leaders with high emotional intelligence are better equipped to handle sensitive issues related to diversity and inclusion. Voice In writing this reflection, I aim to maintain a tone that is respectful and insightful, suitable for an academic audience. By integrating personal experiences with theoretical concepts, I hope to illustrate a comprehensive understanding of how management principles apply to the African American community. This approach not only enhances my learning but also prepares me for future professional interactions in diverse environments. Conclusion In conclusion, applying management principles to the African American community offers valuable insights into the importance of cultural competence and inclusive leadership. By reflecting on my experiences and integrating the concepts learned in this module, I am better equipped to navigate the complexities of managing diverse teams. This understanding will be crucial as I continue to develop my skills and knowledge in the field of management. References Allen, T. D., Eby, L. T., Poteet, M. L., Lentz, E., & Lima, L. (2017). Career benefits associated with mentoring for mentors: A meta-analysis. Journal of Applied Psychology , 102 (3), 330-346. https://doi.org/10.1037/apl0000162 Collins, P. H. (2000). Black feminist thought: Knowledge, consciousness, and the politics of empowerment . Routledge. Cherniss, C. (2010). Emotional intelligence: Toward a model of emotional competence. In J. C. Hartman & R. J. Hartman (Eds.), Emotional intelligence: New perspectives on a complex phenomenon (pp. 1-24). Nova Science Publishers. Crenshaw, K. (1989). Demarginalizing the intersection of race and sex: A Black feminist critique of antidiscrimination doctrine, feminist theory and antiracist politics. University of Chicago Legal Forum , 1989 (1), 139-167. https://doi.org/10.4324/9781315130309-11 Goleman, D. (1998). Working with emotional intelligence . Bantam Books. Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness . Paulist Press. Liden, R. C., Wayne, S. J., Zhao, H., & Henderson, D. J. (2014). Servant leadership: Development of a multidimensional measure and multi-level assessment. The Leadership Quarterly , 25 (1), 241-262. https://doi.org/10.1016/j.leaqua.2013.11.002 McCoy, L. P. (2018). The role of mentoring in the career development of African American professionals. Journal of Career Development , 45 (1), 66-79. https://doi.org/10.1177/0894845317705192