Socially Constructed Environment

Relationship Dimensions

“the extent to which people are involved in the setting... support and help one another, and... express themselves freely and openly” (Strange & Banning, 2015, p. 122).

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There are many opportunities to access support within the Residence Life department, however, GSs and other staff need to be willing and able to form connections and move through the challenge of navigating an large and complex organizational structure. The Residence Life hierarchy is extensive, and knowing who to go to when looking for resources or support in different areas is critical. This is absolutely not the most accessible of structures, but that does not mean that those who work in different levels or areas are not willing to provide help, advice, and additional context when needed. Accessing help from peers is significantly more accessible. GSs are able to get to know each other well, even across residence centers, neighborhoods, and level of experience (there are first-year GSs, second-year GSs, and some third-year GSs). Communication is easy and frequent, and these connections absolutely help aid the process of navigation. While working in Residence Life, I have felt that I have been able to express myself openly and freely, but I also recognize that other GSs have not had the same experience. I have also found it easy to become involved with others in the department who are not GSs. I strongly believe that the identities that I hold, many of which are privileged, have contributed to my ease in navigating this setting.

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Personal Growth & Development Dimensions

“basic goals of the setting... areas in which personal development and self-enhancement tend to occur” (Strange & Banning, 2015, p. 122).

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There are opportunities for professional development and self-enhancement within Residence Life. Though some tasks may be viewed as repetitive or required, there are also a number of optional and additional opportunities for further development. For example, GSs may participate in different committees if they choose. Some examples of these committees include Curriculum Committee, Staff Recruitment and Selection Committee, and Diversity Committee. Further, GSs participate in bi-weekly development sessions, and are able to make suggestions regarding topics that are discussed at these sessions. Additionally, RPS offers professional development funds which can be accessed by all levels of staff members. On a more personal level, I am an intern for Sara Ivey Lucas, the Director of Residence Life. This internship stemmed from the practicum experience that I completed with her in the Spring of 2022. As someone who hopes to begin a career in Residence Life post-graduation, I feel that this experience is an incredible example of professional development that will benefit me greatly during my job search. 

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System Maintenance & Change Dimensions

“the extent to which the environment is orderly and clear in its expectations, maintains control, and responds to change” (Strange & Banning, 2015, p. 122).

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On significant flaw of Residence Life is that, though there is no shortage of procedure and policies in place, feelings of confusion or uncertainty are not uncommon among staff members. I speak more about this when discussing my analysis of my Person-Environment Interaction, but Residence Life's attempts to implement the same practices across a vastly diverse collection of residence centers seem futile. Centers and neighborhoods across campus have vastly different needs, and I do not believe that the Residence Life department recognizes this or acts to acknowledge this. As a result, I have witnessed the department receive a consistent stream of pushback or negative feedback which comes from student staff members, including RAs, CUEs, and GSs. Though members of Residence Life's Residence Life Leadership Team respond to these concerns, I have seen few, if any, widespread change made when it comes to the ways in which the department runs. I wonder if Residence Life will be able to maintain effective control or respect when staff members are constantly feeling and expressing dissatisfaction which is not met with significant or noticeable action.