How am I Different

Task One
In chapter one, Meyerson introduced the term tempered radicals and they not only exist at all levels in
the organizations, but they also persist to bring changes. Tempered radicals can be found at every
workplace, although, they act at point in their careers. I believe that we have to see what are the reasons
that make people tempered radicals. After reviewing this chapter, I had the question in my mind that what
are the reasons and circumstances that we act as tempered radicals.
In the chapter Different ways of Being Different, Meyerson explained that tempered radicals face
different experience of being different from the majority. Meyerson identified the following three
primary ways that people experience difference from the majority.
1. Those who identify themselves socially different from the majority which set them apart from
and exclude them from majority.
2. Those who identify themselves socially different, but see themselves as merely cultural and not
a basis of exclusion.
3. Those who have philosophical difference instead of cultural difference, which set them apart
because of the conflicting prevailing values, beliefs, agendas, and norms operating in their
organization.
Meyerson identified a few cases that she has studied in her research. In case of Joanie Mason, it is more
of the tempered radical for the change of the companys values and agendas that are conflicting to her
ideas and values. Hers is not the case of social identity but the dominant values and agendas of the
company. Social identity as a source of different treatment refers to the issues of race and ethnicity, sexual
orientation, and gender. Peter grant and Sheila Johnson have expressed their experience as part of social
identity. Tom Novak experience is similar but it addresses the sexual orientation. Isabel Novaks case of
difference refers to the gender identity.
I believe that all of the above cases can be considered the issues in which tempered radicals react based
on their perception of the majority influence, and their self-perception is different because of their
identity.
When I joined the workforce, my self-perception was also different because of my social identity and
gender orientation. For years, it used to be a practice in organizations that the dominant identity, culture
and values of an organization is more influential and considered to be the mainstream of the organization.
Over the years, I experienced this and I believe that tempered radicals have played a significant role
changing these perceptions over the time period. Over the years, I have experienced working with
colleagues who have different social, ethnic, and cultural identity, but I have learned to adapt the majority
norms. At the same time, I continued to work myself to overcome with these issues by discussing,
sharing, and communication my ideas and values. It is not an easy task, but I have been successful
achieving it gradually and incrementally.