Group Title: Women in Agricultural Development (WIAD) papers
Title: Memorandum from Linda LaForest to WIAD Group
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Permanent Link: http://ufdc.ufl.edu/UF00085561/00008
 Material Information
Title: Memorandum from Linda LaForest to WIAD Group RE: minutes from the meeting of September 6
Series Title: Women in Agricultural Development (WIAD) papers
Physical Description: Archival
Language: English
Creator: Women and Agricultural Development Program
Publisher: Institute of Food and Agricultural Sciences, University of Florida
Publication Date: September 10, 1991
 Record Information
Bibliographic ID: UF00085561
Volume ID: VID00008
Source Institution: University of Florida
Rights Management: All rights reserved by the source institution and holding location.

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THE UNIVERSITY OF FLORIDA
INSTITUTE OF FOOD AND AGRICULTURAL SCIENCES
FOOD AND RESOURCE ECONOMICS DEPARTMENT
MCCARTY HALL /141 IFAS / GAINESVILLE, FLORIDA 32611-0141
PHONE: 904 392 5830; FAX: 904 392 8634; BITNET: PEH@IFASGNV



MEMORANDUM


TO: WIAD group

FROM: Linda LaForest ,A
WIAD Graduate Assistant

DATE: September 10, 1991

SUBJECT: Minutes of the meeting of September 6



Sandra Russo was not at the meeting because she was doing gender-related work in several
locations, therefore, Peter Hildebrand presided. Sandra left a note which we did not have time to
discuss, so it is attached to this memo.

Reviewed were the offer of Peter Hildebrand's office to facilitate communication and the
acceptance of the offer by the group. Also reviewed was the process by which Sandra Russo and.
Peter Hildebrand were selected as Co-coordinators. Since that meeting, the assistantship
provided by Dean Lockhart had been advertised and Linda LaForest was selected for the
position. Members of the screening committee were Barbara McDade, Elizabeth Bolton,
Christina Gladwin and Peter Hildebrand. Also a Graduate School catalog statement had been
prepared and was circulated for comments. It was also mentioned that Larry Connor, Dean for
Resident Instruction, IFAS, had agreed to provide the official administrative home of the group.

Responding to a prior request, the issue of whether a man should serve as a Co-coordinator of
the WIAD group was brought up. The process of selection was again reviewed. The group was
reminded that none of the women faculty present at the August meeting agreed to be considered
and that Hildebrand agreed to serve in the capacity in order to facilitate the group. Hildebrand
also reported that responding to another prior request, he had raised the issue with Dean Connor
of whether a faculty person was necessary as Coordinator or if non-faculty could serve in this
capacity. Dean Connor indicated that because the group is an official university group, a faculty
Coordinator would be preferable. However, in the interest of helping the group move into
program and to minimize emphasis on structure, he was amenable to considering a non-faculty
person. He emphasized that accomplishments of the program this year will have a profound
effect on future support.


Continued...


The Institute of Food and Agricultural Sciences is an Equal Employment Opportunity Affirmative Action Employer authorized to provide research,
educational information and other services only to individuals and institutions that function without regard to race, color, sex, age, handicap or national origin.











WIAD Group
September 11, 1991
Page #2



Following a lengthy discussion, Christina Gladwin made a motion that Sandra Russo be made the
sole Coordinator. The motion died for lack of a second.

A motion was made by Barbara McDade that the Coordinator issue be brought up at the next
meeting after people have had time to reconsider their availability or other potential candidates
are identified. Seconded and passed. Three possibilities exist: 1) a sole Coordinator could be
chosen, 2) choose different Co-coordinator(s), or 3) keep the present Co-coordinators.

Very little time was available for committee reports. No one from the Research/Linkage
committee was present, but Lisette Walecka reported that they had decided that emphasis should
be on training at the present time. It would also be important to maintain a close linkage with
the potential SANREM CRSP project. The Training committee reported that the idea of a
conference had been raised. If the group is interested in considering it, another committee should
be formed to pursue it. Two short courses have been proposed: Elizabeth Bolton, Leadership
skills for women, and Sandra Russo, Gender analysis in natural resource projects. Draft
brochures will be available by the next meeting. Kathy Gladden and Bea Covington expressed
interest in joining the Training committee.

Anne Mosely reported that the Speakers committee has speakers lined up for the whole semester,
but they ask that you continue to send names of potential speakers or volunteers to her, Sandra
Russo or Rose Mary (2126 MCC, 2-5830). The speaker for September 20 (12:00-1:00 in 1151
McCarty) is Kathy Gladden: Gender based control of coastal resources: Implications for policy
formulation in the Third World. Christina Gladwin reported that the Outreach committee had not
met.

Ken Buhr distributed information and application cards for electronic mail.

No time was available to discuss item V on the agenda: Forward Thinking!

The next meeting will be on October 4 at 11:00, followed by the "Brown bag seminar".
Please encourage others to attend to broaden our base and to widen the pool of potential
Coordinators from which to make a decision.

**I am trying to get a newsletter out before the next meeting. Please let me know of upcoming
events, people to be interviewed, or any other contributions you would like included. My phone
is 2-1870 or you can leave a message for me in Dr. Hildebrand's office.


67/sepl0.02








TO: WIAD members
FR: Sandra Russo, Co-coordinator
RE: Where we are going in 91-92


I apologize for not being at our first meeting on September 6 but I am off doing gender-related work
for the World Bank, visiting Susan Poats' project in Ecuador and going to CIAT to look at their
research programs and staffing in terms of incorporating women into the research process and onto
senior staff.

Meanwhile, I wanted to put out some thoughts on where we need to go over the next few months.
This is an interim program, as agreed, designed to determine what it is we want to do and what kind
of program we want to have. Although Dean Lockhart has been kind enough to find money for a
graduate assistant, we have no other source of funds for now. Obtaining funding will depend on what
kind of program we eventually come up with. It is important that the various committees continue to
meet and report back to the entire group at each monthly meeting. I think I am not alone in
envisioning a university-wide program, with multiple components, that addresses the needs of most, if
not all, women on campus in some fashion.

Toward this end, I want to share with you some thoughts on group dynamics and management. Any
work group, such as ours, goes through several stages of development. Most of us are aware of what
has gone on in the past with the WIAD program. According to Bradford and Cohen (1984), most
groups go through five phases:
-Membership. This represents the beginning of the work groups's life. Members size each
other up and try to figure out what their place and role will be in the group.
-Subgrouping. Members begin to form cliques and seek support in their subgroup. People
with common feelings, interests, styles, and views form clusters. There's false unanimity and some
cross-group criticism.
-Confrontation. There is open warfare across subgroups for controlling the team's goals,
strategy, resources, and procedures. "Only when a team is able to fight this way can it break through
everyone's resistance against buying into the team's overarching goals, which might be at the expense
of their own subunit's comfort and wishes"(p. 192).
-Differentiation. Most teams go only as far as this stage. People respond to issues on their
merits. "People's loyalty is more firmly attached to their subareas than to the department as a
whole...Members know what their individual jobs are, what to expect of one another, and what the
team can do"(p. 193).
-Shared responsibility. During this stage, "individual uniqueness and collective effort are both
valued. The team assess the issues vital to successfully managing the department, and members keep
each other informed without wasting time and trust one another to act, but fight hard and fair over
issue-based disagreements"(p. 194). The team assumes collective responsibility for coordinating
tasks.

I have no illusions abut our unanimity on any topic except that all of us would like to see a re-
vitalized WIAD program, even down to a possible name change that more broadly reflects the entire
group's interests. I expect there will be confrontations. We already have differentiation in terms of
the different committees, the different disciplines, and the different categories (age, status, gender,
etc.) in the WIAD. What I hope, however, that we can accomplish, is sharing the responsibility for
the new WIAD.


See you on September 20.




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