Mary B. McRae

Coping responses of Asian, Black, and Latino/Latina New York City residents following the September 11, 2001 terrorist attacks against the United States

This study examined mechanisms for coping with adversity in a sample of 24 Asian, Black, and Latino/Latina residents of New York City following the September 11, 2001 World Trade Center (WTC) terrorist attacks. Using consensual qualitative research methodology (C. E. Hill, B. J. Thompson, & E. N. Williams, 1997), the authors identified 7 broad coping domains used by the participants: (a) sought additional information about the WTC tragedy, (b) expressed a range of emotions, (c) sought or gave support, (d) engaged in religious or spiritual activities, (e) avoidance, (f) forbearance, and (g) used indigenous healing techniques. Although there were similarities across racial or cultural groups and genders with regard to the coping responses used, there also were unique coping strategies by racial or cultural background and gender.

The Facets of Cultural Competence Searching Outside the Box

Sue’s proposed model is based on a critique of the Eurocentric assumptions underlying current clinical practice and reflects his innovative thinking and unique synthesis of past research. The specific areas addressed in this article focus on an examination of the multidimensional model of cultural competence (MDCC) and issues related to the definition of competence and its measurement. Areas of needed elaboration in the model include complexities related to power hierarchies (i.e., authority, authorization, and leadership) and implications for training and practice. Particular emphasis is placed on the complexities of cultural competence and the important contributions of Sue’s MDCC as an important step in making cultural competence a reality in the practice of counseling psychology.

Influence of Sex Role Stereotypes on Personnel Decisions of Black Managers

The influence of sex role stereotypes on the hiring decisions of Black managers was investigated. A 2 x 2 x 2 factorial design and multivariate analysis of variance were used to analyze the relationship between sex of respondent, sex of applicant, and job sex type. Respondents were 131 managers who rated either a Black man or a Black woman for a stereotypically female- or male-sex-typed job on a Likert-type scale. There were significant findings on 3 of the 7 dependent variables--potential to work, potential to complete tasks, and technical potential--on which men were rated more favorably for the male-sex-typed job and women were rated more favorably for the female-sex-typed job. However, sex stereotyping was more pronounced for the female-sex-stereotyped job than for the male-sex-stereotyped job on some dependent variables. Results are discussed in regard to the unique experiences of Black men and women in American society.

Interracial group dynamics: A new perspective

Abstract This article examines interracial group dynamics from the perspective of coalitions that are formed by the racial identity attitudes of group members, not only by their racial categorization. A case study illustrating coalitions that were formed between group members from the same and different racial groups is provided.

In the Boardroom/Out of the Loop: Group and Organizational Dynamics

This chapter presents a multicultural analysis of group dynamics as it relates to organizational behavior using an integrative psychological–sociocultural framework. In devising this framework, we drew upon two theories with direct relevance to this topic: Embedded Intergroup Relations theory (Alderfer, In: Lorsch (ed) Handbook of organizational behavior. Prentice-Hall, 1987) and Social Identification theory (Tajfel & Turner, In: Austin and Worchel (eds) The social psychology of intergroup relations. Brooks/Cole, 1979). We also use the group relation’s conceptual approach that integrates systems and psychoanalytic theory to explore overt and covert processes that occur in groups and organizations. This approach was developed by the Tavistock Institute in London in the 1950s and is widely used as a consulting tool. As we will demonstrate, adopting an integrative framework in examining the etiological and experiential factors at play in group dynamics requires an acknowledgment of the crucial role played by both inter- and intra-dynamics of an individual’s lived experience (encompassing such variables as racial, cultural, gender, and generational dynamics) as well as conscious and unconscious processes. Our integrative framework therefore aims to assist in identifying key issues related to how race, culture, gender, and generational dynamics intersect with issues of power, privilege, and access to resources that may emerge in groups and/or organizations.