@Beth
Temporarily camera shy.
Reads far and wide — 85 sources in 90 days
Five years ago I was lucky enough to be the manager of a team of talented product designers. One of them cowrote this article with me as it was quite unusual for a UX researcher to manage design (it’s typically the other way around).
Unusual design teams: When research manages design
It’s rare for a researcher to manage a product designer. This is how it played out for us.
uxdesign.cc
I wrote something! Someone published it! Exciting! If you like it, please give it some claps on Medium ☺️
Your first UX researcher should report to product, not design
You’re likely getting less from research than you could be. Here’s why.
medium.com
For Valentine’s Day, a short essay I wrote on modern love back in 2022.
On Love
Written elsewhere February 14, 2022
medium.com
Just realized it’s been ten years since my first academic publication! We studied the experience of working in a job that’s stereotyped to a different gender identity.
Just a moment...
researchgate.net
You’ve likely been part of an organization that isn’t what you thought it was, or what it claims to be. It might have made you try to challenge the organization, or even question aspects of your own identity. Ever wondered why? I have, and I wrote about it.
The Oxford Handbook of Organizational Identity
The topic of organizational identity has been fast growing in management and organization studies in the last 20 years. Identity studies focus on how organizations define themselves and what they stand for in relation to both internal and external stakeholders. Organizational identity (OI) scholars study both how such self-definitions emerge and develop, as well as their implications for OI, leadership and change, among others. We believe there are at least four inter-related reasons for the growing importance of OI. OI addresses essential questions of social existence by asking: Who are we and who are we becoming as a collective? It is a relational construct connecting concepts and ideas that are often viewed as oppositional, such as "us" and "them" or "similar" and "differen". OI is also nexus concept serving to gather multiple central constructs, also represented in this Handbook. Finally, OI is inherently useful, as knowing who you are is the foundation for being able to state what you stand for and what you are promising to others, no matter their relation with the organization. The Handbook provides a road-map to the OI field organized in over 25 chapters across seven sections. Each chapter not only offers a broad overview of its particular topic, each also advances new knowledge and discusses the future of research in its area of focus.
books.google.com
