Domination and Subordination Response
Susan Nevin
For this class, I read one article discussing dissent and another discussing domination and subordination. The ladder article, “Domination/Subordination,” by Jean B. Miller, discusses how people treat others who are different to them, and how people cope with the idea of these differences. Miller concludes that when there is some type of inequality among people, there becomes a dominant person or personality, and then by default there is a group of subordinates. The dominants then take over the group, and even when the subordinates develop positive traits like intelligence or charisma, the dominates overpower them and leave no room for their to be movement or success on the subordinates side, something they even go as far as blocking their growth, even when it’s unintentional. However, dominates, while they are overpowering, don’t like conflict, and will try to hide or suppress conflict at all costs. Because of this, subordinates are good at reacting and showing their emotion in hidden ways.
In the first article, “Elevating dissent and transcending fear-based culture at war and at work,” George Cheny and Daniel J. Lair discuss how the use of media has created a very reachable social sphere, and how our work life is now interrelated with our political and public sphere. Dissent is the idea that there is a “voice that goes against the popular opinion.” This article claims that this can create problems because of access to social media, while others argue that this is the reason we have democracy. Altogether, there are positives and negatives to this freedom, and it does come down to how this concept in being used in relation to the general public.
Subordinates are known to intake these mindsets that have been shaped and molded by dominants. It is almost ironic how the dominants can be plagued by conflict as kryptonite. This is very evident in discussions about racism and white supremacy amongst white people in the classroom, in the boardroom, etc.