The Role of the Introductory Sociology Course on Students\u27 Perceptions of Achievement of General Education Goals

As higher education accreditation agencies emphasize achievement of general education learning goals for undergraduate students, departments are increasingly required to identify and assess the contributions of their disciplines to achievement of these goals. This exploratory study conducted at a large urban university and its satellite campus seeks to identify students\u27 perceptions of the contributions of the Introduction to Sociology course to the general education goals specified by a single university. This study also seeks to identify the most frequently used pedagogies used by introductory sociology instructors. Results indicate students perceive that Introduction to Sociology facilitates achievement of critical thinking skills, integration and application of knowledge, and understanding of society and culture. Results also indicate that lecture is a nearly ubiquitous teaching strategy. Students report instructors utilize in-class discussion frequently. Small group activities, writing assignments, videos, and online discussion were less frequently utilized

Considering the Space Race from the Sociological Perspective

How might we understand the current billionaire space race from a social class and critical race standpoint? How does one’s multiple social identities and social positions inform their worldview of space exploration

Students’ Race and Participation in Classroom Discussion in Introductory Sociology: A Preliminary Investigation

This study utilizes observation, survey and interview methodologies to investigate the impact of student race on participation in discussion in introductory sociology courses at a large Midwestern US university with a minority enrollment of approximately 15 percent. While results are mixed there is some evidence that white students participated at a higher rate than minority students. However, in certain circumstances (e.g., discussion of racism), minority students became the “experts” during particular class sessions and participated at a greater rate than did white students. Key Words: Discussion, College Students, Race, Learning, Interactio

IUPUC Faculty Mentoring Program

Short talk presentation slide

Mentoring for Faculty from Working-Class Backgrounds

Faculty mentoring across gender, race, and culture is facilitated by formal mentoring programs. Mentoring across the cultural differences associated with social class, however, represents a largely unaddressed gap in the provision of formal faculty mentoring. Based on a pre-program needs survey, we designed and delivered a pilot program that served working-class faculty with mentoring on career self-efficacy. Assessment showed that working-class faculty mentees made gains in this important construct. Our concluding discussion reflects upon the role of mentoring in the experience of working-class faculty

Diversifying for Sustainability: Repurposing a Targeted Pilot Faculty Mentoring Program

For most junior faculty at Indiana University – Purdue University Columbus, dissatisfaction with traditional mentoring, that is, pairing with a senior departmental colleague for open-ended mentoring, was a fact of faculty life. In 2015-16, the authors addressed this ineffective reality by implementing a grant funded pilot program to provide targeted mentoring on career self-efficacy for under-represented, pre-promotion faculty. Mentors received training and were matched with mentees. Assessment demonstrated program effectiveness. Participants made measurable gains in general self-efficacy; increasing their self-confidence, establishing more robust social supports, and learning new strategies for career success. Upon program completion, we sought a sustainable modification of the program to more broadly serve all faculty. Feedback from focus groups led us to diversify the program by creating a “mentor bureau” and conducting mentee-only peer mentoring sessions. The bureau helps mentees form a local mentoring network or “map” (Rockquemore, 2013). We asked mentors to identify areas of expertise and mentees to choose from among these topics. In 2016-17, the mentoring bureau enlisted 15 mentors who mentored 11 mentees. Including program leaders, 44% (27 of 62) of full-time faculty participated in the bureau. Peer-mentoring was conducted through informal discussions at monthly mentee-only lunches. Feedback indicates satisfaction with both program components. Mentees reported that they gained expertise through the mentoring bureau and built relationships in the peer mentoring meetings. We are pleased to have the opportunity to share our sustainable and diverse mentoring model that successfully complements traditional mentoring

Career Self-Efficacy Mentoring for Pre-Promotion Underrepresented Faculty

posterThis poster describes the progress and lessons learned as a result of newly implemented Faculty Mentoring Program at Indiana University – Purdue University Columbus