Critical frameworks of thinking: Meritocracy, Positive Intervention, and the Fekoldian critique of normalized assumptions

Twenty flashcards covering the core concepts from the lecture on meritocracy, positive intervention, and the Fekoldian critique of normalized assumptions.

What is meritocracy?

Meritocracy is the idea that rewards are earned for demonstrated merit; evidence can include a CV, degrees, solved problems, writing, or research that influence how worthy someone appears.

What is positive intervention?

Positive intervention refers to rewards or support given to those who need it, rather than those who have proven they deserve rewards; an example is strengthening maternity leave.

How do meritocracy and positive intervention relate in gender studies?

They interact and can be in conflict; questions arise about who deserves positive intervention (e.g., women, LGBTQIA+ individuals) and how organizations support them beyond merit-based rewards.

In a hospitality setting, what kinds of evidence count as merit?

Evidence includes performance records, problem-solving, service quality, and observable behaviors that lead managers to award rewards; concierges often receive tips as a form of merit reward.

What is an example of positive intervention beyond gender?

Strengthening maternity leave to support mothers after birth is an example of positive intervention.

How are Judith Butler and Michel Foucault connected in this lecture?

Butler’s gender critique builds on Foucault’s idea that sex is normalized, linking power, norms, and gender categories to bodies and identities.

What does it mean that 'sex is normalized' in Foucault’s framework as discussed by Butler?

It means society labels and fixes sex categories (male/female) and uses them to assign roles and identities, while justifying power and regulation.

Name the first way normalization operates as described in the notes.

Justification through power and regulation—categories police expected behaviors and presentations based on sex assignments.

Name the second way normalization operates as described in the notes.

Unification and concealment—traits are linked to a category (e.g., masculinity with men) and non-links are hidden.

Name the third way normalization operates as described in the notes.

Artificial causality—the mistaken belief that certain traits causally determine gender or sex (e.g., macho = male).

What is a common example of gender traits being tied to sex by normalization?

Associating masculine traits with males and feminine traits with females, often treated as natural links.

Where might normalized assumptions be reinforced, according to the notes?

In various sites of learning such as family, school, media, and workplace environments.

Beyond gender, what other identities can these frameworks critique?

They can critique race, age, financial status, social status, educational status, and other forms of inequality.

What is a central aim of applying these frameworks to organizations?

To analyze how rewards and promotions are distributed (meritocracy) versus how interventions target disadvantaged groups (positive intervention).

What does the notes say about the proliferation of labels in gender?

There is a proliferation of gender labels, reflecting many non-normal identities and ongoing normalization processes.

What is a concrete example of positive intervention mentioned besides maternity leave?

The general concept of providing additional support to mothers, with maternity leave highlighted as the main example.

What tension arises if a woman or LGBTQIA+ person receives a promotion while others with similar merit do not?

It raises questions about whether the promotion reflects meritocracy or whether positive intervention or fairness considerations should apply.

How does normalization relate to gender traits like color and hair length?

Normalization ties colors and hair lengths to particular genders, illustrating how presentation is constrained by gender norms.

Why are these frameworks useful beyond gender in daily life?

They help critique and analyze inequalities across identities and statuses, including race, age, and socio-economic status.

What is a key takeaway about applying these frameworks to the workplace?

They provide lenses to critique rewards, promotions, and inequality, revealing how meritocracy and positive intervention interact in practice.