“Social Capital and Capital Gains in Silicon Valley”

Social capital is a term that Robert Putnam used in his book to explain how economic actors in a local region develop trust from their shared history and experience. Network of Civic Engineering is the process making economic process in those local areas easier due to trust and cooperation among players.

But when these two concepts are applied on Silicon Valley, they fail to explain what has been going on in Silicon Valley or how this region has become somewhere so special and successful. Since the notion of social capital is supposed to be coming from trust through out shared history, Silicon Valley is far from having that kind of a ‘history’. Valley is a place where strangers all around the world is coming and did not know each other or have much in common etc. Silicon Valley is not an isolated place, always open to new comers and there is nothing like a community whether new comers will be accepted or not.

Thus, we need something different from Putnam’s classic social capital description to explain Silicon Valley’s social capital. Network environment in Valley is resulted from collaborations among entrepreneurs for innovation. Collaboration among those people, institutions like universities and firms created a commercialized innovative technology production. Starting with microelectronics and semiconductors, Silicon Valley is now specialized in hardware and software computer networking.

Main social capital networks in the area are composed of productive interactions among universities, venture capital firms, law firms. Also, labor market is attractive in terms of highly qualified people from all around the world and headhunters actually look for them and Valley offers opportunities to entrepreneurs even if they fail in their start-ups.

Another issue is link between economic performance and social capital as Putnam claims that there is a strong positive correlation. Social capital is a pre-condition for a region to have good economic performance. Marshall advocates that since concentration of firms in a specific region creates proximity and therefore those firms can easily find skilled labor, supplier and know-how from each other when they become clustered. Veblen goes one step further, evolutionary perspective in economic development of firms; whether they stay same or adapt to the environment. Adaptation enables innovation and brings economic development, she argues.

Michael Piore and Charles Sabel worked on Italian districts and come up with the comparison between former mass production and new trend of small companies operating in specialized areas. They support the idea small size companies are more innovative and flexible. Also Sabel claims that trust comes from mutual confidence they no one will ever exploit other’s vulnerability. Silicon Valley has been able to build trust due to mutual confidence to each other’s performance. So, trust is open to be extended and people are welcomed even they have different ideas, roots or cultural backgrounds in Silicon Valley

 

 

Sena Sari

 

 

 

Nedir bu bitchy & bossy etiketi?

Son dönemde sıkça düsünmeye basladıgım konulardan biri, her is yerinde dominant, hırslı, hatayı kolay kabul etmeyen, agresif mizaca sahip kisiler vardır degil mi? Hatta bu özelliklerin bir kısmının basarı icin gerekli oldugu da düsünülür cogu zaman. Fakat yukarıda bahsettigimiz bu kisinin bir kadın oldugu durumda onunla ilgili algımız ne oluyor? “Bitchy”

Evet calısma hayatım boyunca farklı is ortamlarında nadiren de olsa bir kadının özgüveni, lider potansiyeli, ikna kabiliyeti, hırsı ile öne cıktıgını görüldügü an tepkiler söyle olurdu “kıza bak ne kadar da bitchy” ya da “bu ne kadar hırs böyle?” “hayır anlamadım periyodunda sanki?” ve en güzeli geliyor bekleyin “menopoza girmis galiba”

Kimi zaman sexist ve ageist bu söylemlerin yanına kadının marital statusu de girer ve denir ki “hala evlenemedigi icin kendini böyle ise güce kaptırmıs, hırsı ondan”

Kesinlikle abartmıyorum, bu söylemler kahvehanelerde taksi duraklarında duymaya alısık oldugumuz söylemler degiller, bilakis en büyük sirketlerin en genis plazalarında, hepsi universite mezunu eril kisilerce ve bazen de ne yazık ki kadınlar tarafından havaya savruluyor. Erkekler yüzyıllardır domine ettikleri ve finansal özgürlüklerini kısıtlayarak ehlilestirdikleri(!) kadınları 2020’lere yaklasırken de bu söylemler ile bastırmaya devam ediyor, icinde bulundukları yarıstan kadınları tamamen eleyip kazanma sanslarını kendilerince artırıyorlar.

Arastırmalar kadınların erkeklere kıyasla cok daha az & yavas yükselmelerinin major sebeplerinden birinin zam,terfi istemek konusundaki cekinceli tutumları oldugunu söylüyor. Öyle ya, bitchy gözükmeden hakkınız olanı (sizle es deger konumdaki erkek is arkadasınızın sahip oldugu hakları) nasıl isteyebilirsiniz ki? Calıstıgınız sirkette “likeable” biri olmanız mı yoksa hakettiginize inandıgınız haklara sahip olmanız mı daha önemli? Eger kadınsanız bazen secim yapmak zorundasınız.

Her ne kadar globalde büyük sirketlerde gender gap ve gender inequality konusunda calısmalar yapılmaya baslandıysa da sonucları görebilmek ya da bunların samimiyetine inanmak icin henüz erken. Dolayısıyla sistemin yine eril kisilerce yukarıdan düzeltilmesini beklemek yerine bizim birey olarak aksiyonlar almamız en etkili degisim aracı diye düsünüyorum. Ben kendi kücük etki alanımda, cok basarılı ve cok ilham verici kadın arkadaslarıma bu yönde psikolojik destegi vererek bir seyleri degistirecegime inanıyorum. Belki siz de terfi istemekten cekinen ya da maruz kaldıgı sexist bir sakayı/söylemi icine atan bir kadın arkadasınızı sesini yükseltmesi konusunda cesaretlendirebilirsiniz. Ya da bilemiyorum belki de insanın en önce cesaretlendirilmesi gereken kisi kendisidir.

Günün sonunda yaptıgınız is, gösterdiginiz basarı ile degil de ne kadar “bitchy” bir karakter oldugunuz algısıyla sizi anımsayacak eril kisiler degil, sizin hakkınızı aramaktan korkmamıs ve iyi seyler basarmıs olmanız önemli bence. Cünkü o etiket daha uzunca yıllar kullanılmaya devam edecek gibi görünüyor.

<insert some pessimism>

Sevgiler!

Sexual Harassment and Being a Woman in the Workplace

Laura Roeder is the founder and CEO of the successful social media company MeetEdgar which she grew to $4 million in her mid-20s.

Way to go, Laura. 💪 💰

But as a woman in business, her journey to grow her company wasn’t easy.

With all the stories about sexual harassment in tech and business, I wanted to hear Laura’s female point of view.

If you’re a male, my #1 goal is you’ll come away from this post and podcast episode with an appreciation of what women have to go through in business.

Below, you’ll learn 3 key things…

  1. Laura’s experiences being a woman in tech
  2. How Laura recommends men interact with women in the workplace
  3. Why she was able to start a business while other women haven’t

Plus a bunch more.

How to interact with women in the workplace

I’ve never heard of a woman that’s raised money that hasn’t had some super sketchy situations. It’s just part of how things work.

Women in tech and business face daily challenges.

We see it in the news all the time…

Laura Roeder and sexual harrassment

As a woman, Laura has to decide every time she receives a message whether the other person really wants to talk business (or whether they just want to try and flirt with her).

The most important thing that men can do is one be very straight-forward with their intentions, Laura told me.

If you want to ask someone out on a date or grab a drink, ask them… and make it clear.

But if you say something like “let’s talk shop” or “discuss business”, then everything has to be 100% business.

And if you’ve there’s a power dynamic (like you’re their boss, or an investor interested in their company) then that’s where the relationship should stay.

Whether you’re a boss or colleague, having a women colleague can be a sensitive topic — but that doesn’t mean you should avoid talking to your female colleagues out of fear.

I have a friend who organizes these informal weekend retreats for founder friends. He told me that some of the men’s wives don’t want women there.

If it’s the norm for it to be unusual or uncomfortable for men and women to talk to each other, how can women ever progress at work?

We have to get over uncomfortableness and awkwardness.

Sometimes there will be an awkward conversation about how to treat your female colleague at work, or you might not be sure what kind of complement is okay.

The only way things will improve is if we open ourselves to the vulnerability and difficult conversations.

Female entrepreneurship and starting a business

It’s not uncommon for people to ask Laura questions like:

  • “Who started your company?”
  • “Do you work for your dad?”
  • “Is this your husband’s company?”

It sucks that she faces these questions all the time. No one has ever questioned me founding Sumo.

Laura sees some the silver lining.

I know that people aren’t trying to be terrible. And now they know a young woman that started a business, maybe they’ll put that in their data set for next time.

There are more female business owners and founders than many realize: More than 9.4 million companies are owned by women.

Laura even grew MeetEdgar to $4 million ARR, which is impressive for anyone regardless of gender.

Laura believes a lot of women are interested in running smaller businesses and not interested in the fundraising game, which is why you don’t hear about them on the news.

Personally, Laura wants flexibility and freedom in her time which is why she hasn’t raised millions of dollars and become a household name.

Those certainly aren’t female-only traits. Many entrepreneurs choose to start their own businesses so they can be free from the corporate world.

Laura also believes there’s some cultural differences in the way men and women are raised to view work and their careers:

  • Often, men are raised to believe your salary and job is very important. As a male, your role at work is very important to how the world sees you
  • Often, women were raised to focus on families, avoid coming off as aggressive, no negotiating, etc.

Laura explained:

The good part about that is maybe women don’t have as much ego attached to our job title or salary, so maybe we’re not desperately searching those things as much.

Resource: https://okdork.com/laura-roeder-sexual-harassment/?utm_content=buffer1f5db&utm_medium=social&utm_source=twitter.com&utm_campaign=buffer

 

Edited by: Sena Sari