Please enable JavaScript.

Coggle requires JavaScript to display documents.

Institutional Critique - Coggle Diagram

- - - - Royal College of Art (UK)
      - Rhode Island School of Design (US)
      - Pratt Institute (UK)
      - What is the ethos of these Schools? How are they different? What are their unique selling Points?
  - - - What is the ethos of these Schools? How are they different? What are their unique selling Points?
      - Slade (UK)
      - Yale (US)
      - Any others?? in the UK or perhaps outside the UK?
      - Central Saint Martins (UK)
  - - - Relationships often break down, not because of a single event, but because either one of both of the parties involved feel unheard or unsupported over time, with little effort made to meet their needs.
    - - Councils have a large number of employees. Councils employ the best talent they possibly can to meet the needs to their constituents. On paper, they have checks and balances with oversight etc to make sure that everything runs according to plan.
        
        Institutions frequently fail to take decisive action, allowing serious issues like structural racism, harassment, or even allegations of assault to go unaddressed for years. This lack of accountability enables a culture of silence and protectionism within organizations. Movements like #MeToo have brought these long-standing cover-ups to light, highlighting how deeply entrenched problems can persist when institutions prioritize self-preservation over transparency and accountability
        
        This culture of protectionism often begins with seemingly minor incidents, such as cases of bullying or harassment. Institutions may overlook these issues, viewing them as isolated or relatively insignificant, and respond with minimal action to protect the employees involved. This tendency to shield employees rather than address issues openly establishes a pattern that sends a subtle message: protecting the organization’s internal reputation is prioritized over justice and transparency.
        Over time, this approach cultivates an environment where employees feel emboldened to behave poorly, knowing they are unlikely to face serious consequences. Minor incidents, left unchecked, set the stage for more severe misconduct, as each cover-up and dismissal of complaints adds layers to a culture of silence. When more serious allegations arise—ranging from discrimination to sexual harassment or assault—the pattern of inaction has become so deeply ingrained that the institution often defaults to self-preservation, allowing harmful behavior to persist without accountability.
        
        In large institutions, it can be extremely difficult to remove problematic employees due to several factors. The burden of proof and extensive paperwork required make the process exhausting, often leading to such behavior going unchecked. Other employees may cover for the problematic individual, creating a tribal-like mentality where the staff collectively aligns against the customer. Complaints are frequently brushed aside, with customers being told that the employee was simply having a bad day. As a result, little action is taken, and the cycle persists.
    - - High school is a transformative period for students, shaping not only their academic foundation but also their personal interests, self-esteem, and future aspirations. Teachers play a critical role in this journey. Great teachers inspire curiosity, build confidence, and connect students with the material in a way that feels relevant and exciting. They often encourage students to pursue further education and explore subjects that resonate with their strengths and passions. In contrast, ineffective teachers may contribute to disengagement, frustration, or even a lack of self-belief, leading students to miss opportunities to reach their potential or avoid subjects they might otherwise enjoy. The quality of teaching can thus influence not only academic success but also the overall development of students as lifelong learners
    - - The staff are the employees and the students are the customers/client
    - - Large institutions often struggle with problem-solving and troubleshooting in ways that can make even simple tasks seem insurmountable. This difficulty arises from complex structures, multiple layers of hierarchy, and extensive bureaucratic processes. Accountability is frequently passed from one department or individual to another, often resulting in situations where no one clearly assumes responsibility for a problem. With so many people and departments involved, accountability can easily get diluted or lost, leaving issues unresolved or endlessly delayed.
      - In contrast, smaller businesses tend to handle problems more efficiently. Due to their streamlined structures and fewer employees, they lack the "cover" or distance that larger institutions have, making it much harder for anyone to deflect responsibility. Decision-making is typically faster, with fewer layers to navigate, which allows smaller businesses to implement quick changes, troubleshoot issues effectively, and maintain a higher level of accountability. In such settings, tasks get done promptly because individuals are directly accountable, creating a culture where issues are addressed rather than deferred.
      - In a large institution, however, problems can easily be buried or ignored as responsibilities shift, leading to cycles of inaction and frustration for both employees and clients alike