The document discusses the Social Change Model and how it relates to an organization called USGA. [1] The Social Change Model is based on personal, group, and community values working together to create positive social change. [2] The document analyzes how USGA demonstrates strong individual values but struggles with controversy with civility at the group level, making collaboration challenging. [3] However, USGA excels at promoting community and societal values by emphasizing the local community in its goals and initiatives.

1. Cooper Carriger
UNIV 393-001
Green/Kehoe
14 March 2013
The Social Change Model in its entirety is based upon values: personal values,
group values, and values of the community; all working synergistically to ―make the
world a better place for current and future generations‖ (Cilente 53).
In one corner of the SCM, values are focused upon the individual-level. Here, the
SCM discusses the importance of every individual having ―consciousness of self‖ or
knowing your personal beliefs and ethics. It then continues to explain that, in order to
create positive social change, every individual must stay committed to those values and
then live them out (i.e. ―walk the talk‖).
Taking this individual-level analysis of values, we can then move on to the next:
group values. At the group-level, the SCM highlights the importance of collaborating
with other individual’s towards a common purpose (Cilente 59). Of course, we know that
each individual has varying values and experiences; therefore, we know that the group is
not always going to see eye-to-eye. What the SCM stresses is ―controversy with civility’
(Cilente 60). This means that each opinion is heard, understood, and respected, because
ultimately this will create the most comprehensive common purpose. In other words,
when we consider everyone’s opinion in a plurality, we create policies that are benefit
everyone at the table.
Lastly, the SCM looks at values on a societal and community level. It’s important
for individuals, within diverse groups, to work together. This is because ―social change

2. occurs because diverse groups in a community work together to benefit a common good‖
(Cilente 55). The SCM calls this value citizenship. Citizenship calls for individuals and
groups to see themselves as part of the big picture; to actively serve in the community
(community loosely defined). This often can be the hardest ―C‖ to conceptualize because
it is macro in scale.
How do I see these values playing out in my organization? In USGA it is quite
evident that everyone has a very strong sense of ―consciousness of self‖ and overall
developed individual values – that’s why most people join student government in the first
place. I would say this is one area where USGA excels. All members (for the most part)
are passionate about their values, and are then trying to live them out; using USGA has a
resource to do so. If and when any member is seemingly not being congruent or
committed, they often held accountable by their peers. But, strong values and passions do
pose challenges.
Which brings me to my next observation: lack of ―controversy with civility.‖ Due
to the political nature of my organization there is a lot of disagreements. Everyone is so
set in his or her individual values; sometimes it is hard for us to remain respectful and
open. Members often are divisively unafraid of silencing others in the name of ―justice‖
and all that is right.I even notice in my own experience as a leader that I often disregard
those whose opinions I staunchly oppose. Naturally, if you have a group who often does
not have reciprocity of respect, it makes collaborating and finding a common purpose
very challenging. Thus why USGA initiatives sometimes are slow to move.
In my USGA leadership role as Community Chair and special events planner, I
actively try to combat this. In my role I coordinate events that do not focus on the ―policy

3. preferences‖ of USGA members, but instead facilitate community and relationship
building between members. I try to focus events on things that we all value: Jesuit
leadership, personal development, and of course, free food. I know that without
promoting civility and community, the USGA will never be able to fully cultivate its
group values, in order to create the most effective and rapid change.
Lastly, I think my organization does a very good job in the area of community and
societal values. I don’t know if I’ve ever been to a USGA function that does not
emphasize the Loyola or greater Roger’s Park community. I would also say that out of all
the organizations I’m involved in, USGA does the best job at this tricky value. It’s easy
to get caught up in the what and loose sight of the why. However, I believe that positive
change for our students and community are always at the forefront of USGA goals. I see
this by USGA members attending Roger’s Park community organizing groups,
advocating for transparency in financial decisions that affect students, valuing the fact
that water is a human right, not a privatized one, and the list goes on. While USGA might
not impact the society at the global level, I think that its’ values impact our direct
community.
Overall, I would say that I am apart of an incredibly values-based organization
that desperately tries to create positive social change. That being said, there is always
room to grow—especially in the area of group values. The direction that USGA is going
is very exciting and I’m curious to see how transforming group values will affect the
success of the organization.