Monika Hudson - Academia.edu (original) (raw)
Papers by Monika Hudson
SAGE Publications, Inc. eBooks, May 15, 2012
Journal of Critical Incidents, 2016
Stay or Go? Sharon Jones realized she finally had her office arranged the way she liked it. She s... more Stay or Go? Sharon Jones realized she finally had her office arranged the way she liked it. She sat at her desk, facing her large office window with its remarkable view of Lake Erie, sipping from a cup of now-tepid tea. Sharon was enjoying a rare moment of freedom, coupled with calm. Looking down at her desk calendar, Sharon was jolted out of her reverie as she remembered she actually had only 10 more days to submit the written statement for her third-year performance review. But was she ready for this type of scrutiny? And as the firm's only African American female attorney, did she really want to remain employed with Barcoe Green? Background Barcoe Green was founded in Cleveland, Ohio in 1990 by Bill Barcoe, Sr. and his law school colleague Jim Green. By 2006, the firm had grown to include over 100 attorneys working in the area of corporate law in Michigan, Indiana, and Ohio. The home office, where the founding partners and most personnel operated, was located in Cleveland. Of the 45 attorneys at that location, 32 were white males and only two were attorneys of color. Barcoe Green had done well even during economic downturns and was currently cited as one of the fastest growing law firms in the region. The Profession Even as women reached numerical parity with men as law students, their professional outcomes continued to lag behind those of their male peers. National statistics showed women were less likely to be found at the upper echelons of legal firms or to report career stability or job satisfaction. These also revealed that "women make up only 17 percent of partners at the firms we surveyed, even though they have represented about 51 percent of law school graduates in the last 20 years ... of the women partners who work at multi-tier firms, 45 percent have equity status. In comparison, 62 percent of the male partners at these firms have equity" (Mystal, 2010). With lingering questions over gender disparity came lawsuits and claims of gender discrimination. The situation was even more dire for attorneys of color. "Black lawyers accounted for 3 percent of lawyers at big firms last year, a percentage that has declined in each of the last five years. And the proportion of black partners at such law firms remained stagnant at 1.9 percent during the same period, according to the 2013 diversity scorecard published in the June 2014 issue of The American Lawyer" (Olson, 2014). The same study also found that other minorities were now registering a larger presence among large legal firms, with Asian Americans taking the biggest share of positions and Hispanics the next largest, surpassing blacks for the first time. The Individual Sharon Jones had excelled throughout her educational career, especially in law school, where she often set the pace in her classes. Her high grades and active Law Review involvement had resulted in a number of recruitment offers, including high-profile firms in major urban centers. In the end, she accepted a position with the corporate law firm of Barcoe Green in Cleveland, about two hours away from her husband's family in Pittsburgh. Sharon felt Cleveland's housing prices and its northeastern Ohio location would support her longer-term interest in balancing work and home life. During her initial 30 months at Barcoe Green, Sharon was actively mentored by the firm's two senior partners. One of the firm's founders made it a point to introduce her to several of his corporate clients. Sharon actively sought out key contacts in her family networks to help her in securing new contracts for the company, gaining a reputation as an emerging "rainmaker." She'd been notified that the local bar association was considering nominating her for the state bar's "rising star" award as one of the top 20 lawyers in Ohio under the age of 40. Finding she really enjoyed bankruptcy work, Sharon intentionally tried to avoid the conflicts and politics swirling about the company by focusing on her cases and minimizing her out-of-office interactions with her peer legal associates. …
Leadership in Nonprofit Organizations: A Reference Handbook
Review of international business and strategy, Apr 15, 2024
Journal of small business and enterprise development, Feb 20, 2024
Journal of Critical Incidents, 2016
Stay or Go? Sharon Jones realized she finally had her office arranged the way she liked it. She s... more Stay or Go? Sharon Jones realized she finally had her office arranged the way she liked it. She sat at her desk, facing her large office window with its remarkable view of Lake Erie, sipping from a cup of now-tepid tea. Sharon was enjoying a rare moment of freedom, coupled with calm. Looking down at her desk calendar, Sharon was jolted out of her reverie as she remembered she actually had only 10 more days to submit the written statement for her third-year performance review. But was she ready for this type of scrutiny? And as the firm's only African American female attorney, did she really want to remain employed with Barcoe Green? Background Barcoe Green was founded in Cleveland, Ohio in 1990 by Bill Barcoe, Sr. and his law school colleague Jim Green. By 2006, the firm had grown to include over 100 attorneys working in the area of corporate law in Michigan, Indiana, and Ohio. The home office, where the founding partners and most personnel operated, was located in Cleveland. Of...
Routledge eBooks, May 19, 2022
Qualitative Research Journal, 2017
PurposeTake the word “research,” combine it with the words “experiences around hair,” and you ine... more PurposeTake the word “research,” combine it with the words “experiences around hair,” and you inevitably get a personal story. Whether it’s concerns about too much hair, complaints about one’s lack of hair, or the ability of hair to intimidate or convey authority, questions related to hair appear to provoke passionate responses in the form of narratives. The authors believed “hair” stories would provide a unique method for examining employment realities in nonprofit and public sector workplaces. The paper aims to discuss these issues.Design/methodology/approachAttendees at the 2009 Association for Research on Nonprofit Organizations and Voluntary Action (ARNOVA) conference were invited to a symposium discussing what “hair” might indicate about the lived experiences of individuals employed in nonprofit and public sector workplaces. A participatory action research methodology was used to engage 24 academics and practitioners in structured small group conversations about workplace hair...
Entrepreneurship Education and Pedagogy, 2021
In this editorial, the editors of Entrepreneurship Education and Pedagogy (EE&P) reflect back on ... more In this editorial, the editors of Entrepreneurship Education and Pedagogy (EE&P) reflect back on the journal’s first 4 years of production and the impact the journal has had. They also reflect back on the submission trends of unsuccessful submissions, offering insights into why articles are commonly rejected. Last, they discuss research translation, its importance, and strategies for scholars to help disseminate their work to a wider audience.
Journal of Critical Incidents, 2015
Introduction Merle Richards took another long sip of black coffee and continued rubbing his brow.... more Introduction Merle Richards took another long sip of black coffee and continued rubbing his brow. Merle and his old friend Jim Townshend had started the firm over 20 years ago with a pledge to treat the business like a growing family and to have "zero tolerance for jerks." The challenges they had faced early on had mainly consisted of tough cases and learning the ropes as newcomers to the Marchant County Bar Association (MCBA). But now Merle faced the toughest and most unexpected question yet: Had his firm somehow become a "demeaning minefield for female attorneys?" If so, what was he going to do about it? Background Richards-Townshend and Associates (RTA) had been founded over 20 years earlier by Merle Richards and Jim Townshend with a handful of other attorneys they had come to know and trust. The firm had grown to include over 100 attorneys working across multiple areas of practice including litigation, construction, and corporate. The home office was located ...
Journal of Management Education, 2018
This experiential exercise enables undergraduate students to demonstrate their ability to rapidly... more This experiential exercise enables undergraduate students to demonstrate their ability to rapidly and intentionally integrate marketing and finance concepts in a real-world context. The participants must analyze a business proposition, determine how to address identified customer needs, develop effective strategies to maximize financial returns, and document and present their proposed consumer offering in a way that secures lucrative financing for their start-up firm. With limited instruction, learners engage in simultaneous challenges including conducting consumer research, design innovation, rational decision making, team-building, and managing for optimal results. The experience is further solidified through evaluative feedback provided at exercise conclusion.
The CASE Journal, 2017
Synopsis The family matriarch dies without a written succession plan, leaving her children to det... more Synopsis The family matriarch dies without a written succession plan, leaving her children to determine how to cope with the continuity of the family’s expanding food empire. This becomes increasingly difficult when one of the siblings wants to incur expensive, yet required, renovations to the family’s original restaurant. The situation is further complicated by the fact that the two older siblings are focused on corporate expansion efforts, while the youngest is trying to demonstrate her competence in running the family’s historical restaurant. A central focus of the case is to understand and identify effective strategies that should guide the firm-related choices each sibling makes. Research methodology This case, which was developed from field interviews and personal experience, highlights the array of competing financial and personal objectives and tensions involved in a family business. An interactive tool allows users to conduct multiple scenario analyses to determine if the c...
The CASE Journal, 2016
Synopsis When do you throw it all away? The first senior female in a male-dominated business scho... more Synopsis When do you throw it all away? The first senior female in a male-dominated business school decides it all comes down to a question of principle – and maybe a few others. What is the best balance between her responsibilities to students, family, and the next generation of female leaders? Can she both be true to herself and compromise? What factors should influence this decision? This case brings together questions about power and influence, rational decision-making, leadership, and the intra and inter-personal responsibilities of organizational “firsts.” Further, issues related to a university's effort to better compete within the global higher education marketplace, provide a valuable opportunity to explore institutional approaches to promoting diversity, inclusion, and cultural competency. Research methodology This case, which was developed from primary sources, highlights the array of competing objectives and personal and political tensions involved in university admi...
Ed.D. Programs as Incubators for Social Justice Leadership, 2016
Journal of Family Issues, 2016
Ethnic–racial identity (ERI) development is important for ethnic–racial minority youth because of... more Ethnic–racial identity (ERI) development is important for ethnic–racial minority youth because of its association with their positive adjustment. Guided by Garcia Coll’s ecocultural framework and using survey data from 729 Black college students, we examined the associations between relationships with parents (i.e., disrespect, psychological control, nurturance, and connection), ethnic–racial socialization (ERS), and ERI in hopes of understanding ways to promote ERI formation. Findings from two multiple group models suggested that, among men, nurturance from mothers and fathers was associated with ERI and these associations were mediated by ERS. For women, connection with mothers was associated with ERI through ERS and nurturance from fathers was indirectly and positively associated with ERI through ERS. Contrary to our hypothesis, disrespect from fathers was positively associated with ERI via ERS, but only for women. Findings suggest that both ERS and the parent–child relationship ...
SAGE Publications, Inc. eBooks, May 15, 2012
Journal of Critical Incidents, 2016
Stay or Go? Sharon Jones realized she finally had her office arranged the way she liked it. She s... more Stay or Go? Sharon Jones realized she finally had her office arranged the way she liked it. She sat at her desk, facing her large office window with its remarkable view of Lake Erie, sipping from a cup of now-tepid tea. Sharon was enjoying a rare moment of freedom, coupled with calm. Looking down at her desk calendar, Sharon was jolted out of her reverie as she remembered she actually had only 10 more days to submit the written statement for her third-year performance review. But was she ready for this type of scrutiny? And as the firm's only African American female attorney, did she really want to remain employed with Barcoe Green? Background Barcoe Green was founded in Cleveland, Ohio in 1990 by Bill Barcoe, Sr. and his law school colleague Jim Green. By 2006, the firm had grown to include over 100 attorneys working in the area of corporate law in Michigan, Indiana, and Ohio. The home office, where the founding partners and most personnel operated, was located in Cleveland. Of the 45 attorneys at that location, 32 were white males and only two were attorneys of color. Barcoe Green had done well even during economic downturns and was currently cited as one of the fastest growing law firms in the region. The Profession Even as women reached numerical parity with men as law students, their professional outcomes continued to lag behind those of their male peers. National statistics showed women were less likely to be found at the upper echelons of legal firms or to report career stability or job satisfaction. These also revealed that "women make up only 17 percent of partners at the firms we surveyed, even though they have represented about 51 percent of law school graduates in the last 20 years ... of the women partners who work at multi-tier firms, 45 percent have equity status. In comparison, 62 percent of the male partners at these firms have equity" (Mystal, 2010). With lingering questions over gender disparity came lawsuits and claims of gender discrimination. The situation was even more dire for attorneys of color. "Black lawyers accounted for 3 percent of lawyers at big firms last year, a percentage that has declined in each of the last five years. And the proportion of black partners at such law firms remained stagnant at 1.9 percent during the same period, according to the 2013 diversity scorecard published in the June 2014 issue of The American Lawyer" (Olson, 2014). The same study also found that other minorities were now registering a larger presence among large legal firms, with Asian Americans taking the biggest share of positions and Hispanics the next largest, surpassing blacks for the first time. The Individual Sharon Jones had excelled throughout her educational career, especially in law school, where she often set the pace in her classes. Her high grades and active Law Review involvement had resulted in a number of recruitment offers, including high-profile firms in major urban centers. In the end, she accepted a position with the corporate law firm of Barcoe Green in Cleveland, about two hours away from her husband's family in Pittsburgh. Sharon felt Cleveland's housing prices and its northeastern Ohio location would support her longer-term interest in balancing work and home life. During her initial 30 months at Barcoe Green, Sharon was actively mentored by the firm's two senior partners. One of the firm's founders made it a point to introduce her to several of his corporate clients. Sharon actively sought out key contacts in her family networks to help her in securing new contracts for the company, gaining a reputation as an emerging "rainmaker." She'd been notified that the local bar association was considering nominating her for the state bar's "rising star" award as one of the top 20 lawyers in Ohio under the age of 40. Finding she really enjoyed bankruptcy work, Sharon intentionally tried to avoid the conflicts and politics swirling about the company by focusing on her cases and minimizing her out-of-office interactions with her peer legal associates. …
Leadership in Nonprofit Organizations: A Reference Handbook
Review of international business and strategy, Apr 15, 2024
Journal of small business and enterprise development, Feb 20, 2024
Journal of Critical Incidents, 2016
Stay or Go? Sharon Jones realized she finally had her office arranged the way she liked it. She s... more Stay or Go? Sharon Jones realized she finally had her office arranged the way she liked it. She sat at her desk, facing her large office window with its remarkable view of Lake Erie, sipping from a cup of now-tepid tea. Sharon was enjoying a rare moment of freedom, coupled with calm. Looking down at her desk calendar, Sharon was jolted out of her reverie as she remembered she actually had only 10 more days to submit the written statement for her third-year performance review. But was she ready for this type of scrutiny? And as the firm's only African American female attorney, did she really want to remain employed with Barcoe Green? Background Barcoe Green was founded in Cleveland, Ohio in 1990 by Bill Barcoe, Sr. and his law school colleague Jim Green. By 2006, the firm had grown to include over 100 attorneys working in the area of corporate law in Michigan, Indiana, and Ohio. The home office, where the founding partners and most personnel operated, was located in Cleveland. Of...
Routledge eBooks, May 19, 2022
Qualitative Research Journal, 2017
PurposeTake the word “research,” combine it with the words “experiences around hair,” and you ine... more PurposeTake the word “research,” combine it with the words “experiences around hair,” and you inevitably get a personal story. Whether it’s concerns about too much hair, complaints about one’s lack of hair, or the ability of hair to intimidate or convey authority, questions related to hair appear to provoke passionate responses in the form of narratives. The authors believed “hair” stories would provide a unique method for examining employment realities in nonprofit and public sector workplaces. The paper aims to discuss these issues.Design/methodology/approachAttendees at the 2009 Association for Research on Nonprofit Organizations and Voluntary Action (ARNOVA) conference were invited to a symposium discussing what “hair” might indicate about the lived experiences of individuals employed in nonprofit and public sector workplaces. A participatory action research methodology was used to engage 24 academics and practitioners in structured small group conversations about workplace hair...
Entrepreneurship Education and Pedagogy, 2021
In this editorial, the editors of Entrepreneurship Education and Pedagogy (EE&P) reflect back on ... more In this editorial, the editors of Entrepreneurship Education and Pedagogy (EE&P) reflect back on the journal’s first 4 years of production and the impact the journal has had. They also reflect back on the submission trends of unsuccessful submissions, offering insights into why articles are commonly rejected. Last, they discuss research translation, its importance, and strategies for scholars to help disseminate their work to a wider audience.
Journal of Critical Incidents, 2015
Introduction Merle Richards took another long sip of black coffee and continued rubbing his brow.... more Introduction Merle Richards took another long sip of black coffee and continued rubbing his brow. Merle and his old friend Jim Townshend had started the firm over 20 years ago with a pledge to treat the business like a growing family and to have "zero tolerance for jerks." The challenges they had faced early on had mainly consisted of tough cases and learning the ropes as newcomers to the Marchant County Bar Association (MCBA). But now Merle faced the toughest and most unexpected question yet: Had his firm somehow become a "demeaning minefield for female attorneys?" If so, what was he going to do about it? Background Richards-Townshend and Associates (RTA) had been founded over 20 years earlier by Merle Richards and Jim Townshend with a handful of other attorneys they had come to know and trust. The firm had grown to include over 100 attorneys working across multiple areas of practice including litigation, construction, and corporate. The home office was located ...
Journal of Management Education, 2018
This experiential exercise enables undergraduate students to demonstrate their ability to rapidly... more This experiential exercise enables undergraduate students to demonstrate their ability to rapidly and intentionally integrate marketing and finance concepts in a real-world context. The participants must analyze a business proposition, determine how to address identified customer needs, develop effective strategies to maximize financial returns, and document and present their proposed consumer offering in a way that secures lucrative financing for their start-up firm. With limited instruction, learners engage in simultaneous challenges including conducting consumer research, design innovation, rational decision making, team-building, and managing for optimal results. The experience is further solidified through evaluative feedback provided at exercise conclusion.
The CASE Journal, 2017
Synopsis The family matriarch dies without a written succession plan, leaving her children to det... more Synopsis The family matriarch dies without a written succession plan, leaving her children to determine how to cope with the continuity of the family’s expanding food empire. This becomes increasingly difficult when one of the siblings wants to incur expensive, yet required, renovations to the family’s original restaurant. The situation is further complicated by the fact that the two older siblings are focused on corporate expansion efforts, while the youngest is trying to demonstrate her competence in running the family’s historical restaurant. A central focus of the case is to understand and identify effective strategies that should guide the firm-related choices each sibling makes. Research methodology This case, which was developed from field interviews and personal experience, highlights the array of competing financial and personal objectives and tensions involved in a family business. An interactive tool allows users to conduct multiple scenario analyses to determine if the c...
The CASE Journal, 2016
Synopsis When do you throw it all away? The first senior female in a male-dominated business scho... more Synopsis When do you throw it all away? The first senior female in a male-dominated business school decides it all comes down to a question of principle – and maybe a few others. What is the best balance between her responsibilities to students, family, and the next generation of female leaders? Can she both be true to herself and compromise? What factors should influence this decision? This case brings together questions about power and influence, rational decision-making, leadership, and the intra and inter-personal responsibilities of organizational “firsts.” Further, issues related to a university's effort to better compete within the global higher education marketplace, provide a valuable opportunity to explore institutional approaches to promoting diversity, inclusion, and cultural competency. Research methodology This case, which was developed from primary sources, highlights the array of competing objectives and personal and political tensions involved in university admi...
Ed.D. Programs as Incubators for Social Justice Leadership, 2016
Journal of Family Issues, 2016
Ethnic–racial identity (ERI) development is important for ethnic–racial minority youth because of... more Ethnic–racial identity (ERI) development is important for ethnic–racial minority youth because of its association with their positive adjustment. Guided by Garcia Coll’s ecocultural framework and using survey data from 729 Black college students, we examined the associations between relationships with parents (i.e., disrespect, psychological control, nurturance, and connection), ethnic–racial socialization (ERS), and ERI in hopes of understanding ways to promote ERI formation. Findings from two multiple group models suggested that, among men, nurturance from mothers and fathers was associated with ERI and these associations were mediated by ERS. For women, connection with mothers was associated with ERI through ERS and nurturance from fathers was indirectly and positively associated with ERI through ERS. Contrary to our hypothesis, disrespect from fathers was positively associated with ERI via ERS, but only for women. Findings suggest that both ERS and the parent–child relationship ...