Cafeteria Positive Quotes

The relevant question is not whether all Whites are racist but how we can move more White people from a position of active or passive racism to one of active antiracism.

Of course, President Obama was correct that there has been positive, meaningful social change in our lifetimes—certainly in the years since I was born in 1954—but if we focus specifically on the twenty-year period from 1997 to 2017, we must acknowledge some setbacks beyond just the stubborn persistence of neighborhood and school segregation. There are three I want to highlight here: the anti–affirmative action backlash of the late twentieth and early twenty-first centuries, the economic collapse of 2008 known as the Great Recession, and the phenomenon known as mass incarceration.

Sociological Explanations Sociologists theorize that people can live together in peace because of the development of a social hierarchy that ranges from dominant to submissive. Everyone in a group takes his or her place in the hierarchy. A certain degree of anxiety around others allows people to assess the level of threat that they pose, and helps maintain the balance between aggression and inhibition. However, people with social anxiety tend to misinterpret others’ behavior as more aggressive or powerful than it really is. As a result, a socially anxious person often will become overly submissive--blushing, not making eye contact, freezing, or withdrawing. Sociologists believe this response may be the result of a fundamental fear of rejection. In monkeys, apes, and humans, being left to fend for oneself usually is a threat to survival. In social anxiety, people may see being judged as a threat to their position in the group. To them, rejection means failure. Kyoto went through her day at school constantly apologizing to everyone. Whenever she walked down the hall, opened her locker, sat down in an empty seat, or got in line in the cafeteria, she always said “Excuse me” or “I’m sorry.” Most of the time, she didn’t know why she was apologizing. She always wanted to please others. Kyoto’s mother took her to see a psychologist because of Kyoto’s anxiety. The psychologist helped Kyoto see that she misinterpreted others’ behavior as being more aggressive than it was. Her constant need to apologize was meant to tell others “I’m not a threat.” Now, before she apologizes, Kyoto asks herself if it is really necessary. Usually, she finds that other people aren’t angry at all.

It’s been almost four weeks now. He never showed up to run with me again and he never apologized. He doesn’t sit by me in class or in the cafeteria. He doesn’t send me insulting texts and he doesn’t show up on weekends as a different person. The only thing he does, at least I think he’s the one that does it, is remove the sticky notes from my locker. They’re always crumpled in a wad on the hallway floor at my feet. I continue to exist, and he continues to exist, but we don’t exist together. Days continue to pass no matter who I exist with, though. And each additional day that plants itself between the present and that weekend with him just leaves me with more and more questions that I’m too stubborn to ask. I want to know what set him off that day. I want to know why he didn’t just let it go instead of storming off like he did. I want to know why he never apologized, because I’m almost positive I would have given him at least one more chance. What he did was crazy and strange and a little possessive, but if I weighed it on a scale against all the wonderful things about him, I know it wouldn’t have weighed nearly as much. Breckin doesn’t even try to analyze it anymore so I pretend not to, either. But I do, and the thing that eats at me the most is the fact that everything that happened between us is starting to seem surreal, like it was all just a dream. I catch myself questioning whether that weekend even happened at all, or if it was just another invalidated memory of mine that may not even be real.

Over the past few months, we have introduced a number of great benefits and tools to make us more productive, efficient and fun. With the introduction of initiatives like FYI, Goals and PB&J, we want everyone to participate in our culture and contribute to the positive momentum. From Sunnyvale to Santa Monica, Bangalore to Beijing—I think we can all feel the energy and buzz in our offices. To become the absolute best place to work, communication and collaboration will be important, so we need to be working side-by-side. That is why it is critical that we are all present in our offices. Some of the best decisions and insights come from hallway and cafeteria discussions, meeting new people, and impromptu team meetings. Speed and quality are often sacrificed when we work from home. We need to be one Yahoo, and that starts with physically being together. Beginning in June, we’re asking all employees with work-from-home arrangements to work in Yahoo offices. If this impacts you, your management has already been in touch with next steps. And, for the rest of us who occasionally have to stay home for the cable guy, please use your best judgment in the spirit of collaboration. Being a Yahoo isn’t just about your day-to-day job, it is about the interactions and experiences that are only possible in our offices. Thanks to all of you, we’ve already made remarkable progress as a company—and the best is yet to come. Jackie

Before that moment in the cafeteria, Chapman was able to make hard decisions far too easily. The St. Louis–based company with the hard-to-spell name was saddled with debt and close to bankruptcy when Chapman took over after his father died in 1975. And given the dire situation, he did what any responsible CEO would do in his position. He laid off employees when he felt it was needed to achieve the desired financial goal, renegotiated his debt obligations, was dependent on banks to support growth and took big risks that would create growth that any high-flying executive would have understood. And as a result the company slowly built back up to profitability.

In a subsequent study, this time in New York City, Pager and her colleagues fielded teams of White, Black, and Latinx testers to apply for real entry-level jobs. The testers were articulate, clean-cut, college-educated young men between the ages of twenty-two and twenty-six, similar in height, physical attractiveness, verbal skill, and interactional style and demeanor. The Latinx testers were US citizens of Puerto Rican descent and spoke without a Spanish accent. The testers were trained to present themselves in similar ways to potential employers as high school graduates with steady work experience in entry-level jobs. They applied for jobs in restaurants and retail sales, as warehouse workers, couriers, telemarketers, stockers, movers, customer service representatives, and other similar jobs available to someone with a high school degree and little previous experience. In applications to 171 employers, the White testers received a positive response (interview or job offer) 31 percent of the time, the Latinx testers received a positive response 25.2 percent of the time, and the Black testers, 15.2 percent of the time. Stated differently, the Black applicant had to search twice as long as the equally qualified White applicant before receiving a callback or a job offer.22

Claude Steele, this time joined by Geoffrey Cohen, offers important insights. To investigate how a teacher might gain the trust of a student when giving feedback across racial lines, they created a scenario in which Black and White Stanford University students were asked to write essays about a favorite teacher. The students were told that the essays would be considered for publication in a journal about teaching and that they would receive feedback from a reviewer who they were led to believe was White. A Polaroid snapshot was taken of each student and attached to the essay as it was turned in, signaling to the students that the reviewer would be able to identify the race of the essay writer. Several days later the students returned to receive the reviewer’s comments, with the opportunity to “revise and resubmit” the essay. What was varied in the experiment was how the feedback was delivered. When the feedback was given in a constructive but critical manner, Black students were more suspicious than white students that the feedback was racially biased, and consequently, the Black students were less likely than the White students to rewrite the essay for further consideration. The same was true when the critical feedback was buffered by an opening statement praising the essay, such as “There were many good things about your essay.” However, when the feedback was introduced by a statement that conveyed a high standard (reminding the writer that the essay had to be of publishable quality) and high expectations (assuring the student of the reviewer’s belief that with effort and attention to the feedback, the standard could be met), the Black students not only responded positively by revising the essays and resubmitting them, but they did so at a higher rate than the White students in the study.66

I once had a foreign exchange trader who worked for me who was an unabashed chartist. He truly believed that all the information you needed was reflected in the past history of a currency. Now it's true there can be less to consider in trading currencies than individual equities, since at least for developed country currencies it's typically not necessary to pore over their financial statements every quarter. And in my experience, currencies do exhibit sustainable trends more reliably than, say, bonds or commodities. Imbalances caused by, for example, interest rate differentials that favor one currency over another (by making it more profitable to invest in the higher-yielding one) can persist for years. Of course, another appeal of charting can be that it provides a convenient excuse to avoid having to analyze financial statements or other fundamental data. Technical analysts take their work seriously and apply themselves to it diligently, but it's also possible for a part-time technician to do his market analysis in ten minutes over coffee and a bagel. This can create the false illusion of being a very efficient worker. The FX trader I mentioned was quite happy to engage in an experiment whereby he did the trades recommended by our in-house market technician. Both shared the same commitment to charts as an under-appreciated path to market success, a belief clearly at odds with the in-house technician's avoidance of trading any actual positions so as to provide empirical proof of his insights with trading profits. When challenged, he invariably countered that managing trading positions would challenge his objectivity, as if holding a losing position would induce him to continue recommending it in spite of the chart's contrary insight. But then, why hold a losing position if it's not what the chart said? I always found debating such tortured logic a brief but entertaining use of time when lining up to get lunch in the trader's cafeteria. To the surprise of my FX trader if not to me, the technical analysis trading account was unprofitable. In explaining the result, my Kool-Aid drinking trader even accepted partial responsibility for at times misinterpreting the very information he was analyzing. It was along the lines of that he ought to have recognized the type of pattern that was evolving but stupidly interpreted the wrong shape. It was almost as if the results were not the result of the faulty religion but of the less than completely faithful practice of one of its adherents. So what use to a profit-oriented trading room is a fully committed chartist who can't be trusted even to follow the charts? At this stage I must confess that we had found ourselves in this position as a last-ditch effort on my part to salvage some profitability out of a trader I'd hired who had to this point been consistently losing money. His own market views expressed in the form of trading positions had been singularly unprofitable, so all that remained was to see how he did with somebody else's views. The experiment wasn't just intended to provide a “live ammunition” record of our in-house technician's market insights, it was my last best effort to prove that my recent hiring decision hadn't been a bad one. Sadly, his failure confirmed my earlier one and I had to fire him. All was not lost though, because he was able to transfer his unsuccessful experience as a proprietary trader into a new business advising clients on their hedge fund investments.