Developing a Relational Work Environment at Pitt: 

Things Your Mother Told you about How to Get Along with Others

Submitted by: Ellen Olshansky

Presenters:  Patricia Cluss, Linda Ewing, Ellen Olshansky

Participants:  20 participants from across the campus

Date, Time, Location of Workshop:  Thursday, March 25, 2004,  9:00 am to 10:30 am

4127 Sennott Square, 210 S. Bouquet Street

In this workshop, we presented an overview of Relational-Cultural Theory (RCT) which was developed by Jean Baker Miller and her colleagues, Irene Stiver, Alexandra Kaplan, Janet Surrey, and Judith Jordan.  This theory was developed in response to a growing discomfort with the prevailing models of psychological development that were based on male models that emphasized separation and individuation.  RCT emphasizes connections/relationships.  The major tenet of RCT is that healthy psychological development occurs through healthy relationships with others.  Healthy relationships occur within sociocultural contexts, accounting for diversity among individuals.  This theory emphasizes collaboration, community, connection, and crating safety within relationships so that people can truly be authentic. As this theory continues to be developed, it has been applied to many different situations.  One, in particular, is the workplace.  This workshop focused on the application of RCT to the workplace.

In the workshop, we included some didactic presentations, some large group discussion, and then some small group work. Together, the group members recommended the following:

1. Bring Joyce Fletcher and others from the Stone Center to Pitt for a 2-day workshop (Joyce Fletcher is the author of the book, “Disappearing Acts: Gender, Power, and Relational Practice at Work.,” which was the basis of our workshop).
2. Put “relational skills” into performance evaluations – competencies based on relational skills should be part of all performance evaluations.
3. In the merit raise system, we should acknowledge those who enhance the workplace (see industrial organization research literature).
4. We need to develop “relational capital” here at Pitt because there is a lack of a “culture of relationships.”
5. We need to reframe what we emphasize, by putting a positive light on relational skills (i.e. truly value these skills as core and not “fluff”).
6. Develop a committee, to include men, to focus on how to develop relational capital and encourage a respectful workplace.