Introduction
I observed an emergency response team organization to find out the culture, and behavior of the groups individuals. I also observed how the group communicates and applied that to different sociological theories. I performed two informal participant observations that consisted of a total of eight hours. These observations were in two different locations and events in order to obtain the best results possible.
Next, I interviewed three emergency response team members to continue to find out the culture, and behavior of the groups individuals. I also interviewed how the group communicates and applied that to different sociological theories. I conducted three interviews that consisted of a total of forty-six minutes. These interviews were conducted in two different locations in order to accommodate my interviewees.
Finally, I collected and analyzed content from 37 different sources about an emergency response team. I was apprehensive about collecting so many sources because the organization is still new to the community. It has only been around for about four-years. The gatekeeper provided several public documents but, directed me to the FEMA website because a lot of the material used in their organization is pulled from FEMA. The emergency response team was started by a fire department after a study of an earthquake. Since then, the organization was made nationally by FEMA. FEMA supports emergency response teams by coordinating or sponsoring TTT, train-the-trainers. These sessions are for medical, fire and emergency management. After the sessions attendees are eligible to promote their trainings to the community. From this, my group was created.
Overall, I discovered that the organization members are extremely passionate. The organization members are average community members with different statuses and play different roles depending on the situation. These roles change depending on the definition of the situation and can include many factors. The emergency response team is more than a volunteer organization. The organization is a family who wants to serve their community.
Literature Review
The reading I am summarizing comes from the Introduction to Sociological Theory Theorists, Concepts, and their Applicability to the Twenty-First Century, chapter 8, by Michele Dillon. Chapter 8 "Symbolic Interactionism," is outlined in three premises: 1. We act on things based on how we define things 2. Meaning comes from other and society 3. How we define things shapes our actions, and our actions is an outcome of the interpreter. Erving Goffman uses the metaphor of a theatrical performance to elaborate the many elements that go into face-to-face interaction in everyday life (Dillion, 2010). For example, role performance. Goffman believed roles tells us how to act by society. All behavior is role playing. People and objects tells us how to function in society. Stop lights serve a universal purpose in the United States, which is to assist the safe movement of cars, avoiding collisions. School is an institution designed to provide learning. Everyone knows the purpose of school. A student in school is playing the role as a student, just as an educator is playing the role of an educator. These social roles or routines are scripted whether it is fake or forced. Even though we are always performers we will either make up our own roles or not. Ultimately we want to give a good impression so we can control the situation. Individuals become inauthentic to make themselves look better. Goffman (1959) argues that the most effective way to ensure a convincing role performance is to influence the definition of the situation that others come to have of a given interaction. There is a frontstage and backstage. During the day I am an elementary teacher. Teaching 2nd and 3rd graders has a different front than who I am at home with my children. Though, one's actions is composed of rituals. The rituals is accomplished through doings - through making appearances… performing gestures (Goffman 1979: 10). Actions are nonverbal. They are composed of body language and gestures. In my home my husband and I believe in physical discipline. I will spank our nine-year-old if she throws a tantrum in the store. Spanking identifies our expectation as a parent for our daughter. We instilled values and morals to know how to act. As an educator, it is illegal to physically discipline students. When students fail to meet our expectations there are non-physical consequences. Consequences may include: loss of recess, phone call home, or visit to the principal's office. As we continue to role play we either subconsciously or consciously regulate and control information in social interaction through impression management. Goffman notes, "One of the most interesting times to observe impression management is the moment when a performer leaves the back region and enters the place where the audience is to be found, or when he returns therefore, for at these moments one can detect a wonderful putting on and taking off of character" (Goffman 1959: 121). We try to control what others think of us. As we try to control the interpreter we also play to different audiences. We lie to everyone. Known as audience misinterpretation. Sometimes we lie to smooth things over or just to please those around us. Audience misrepresentation does not depend on front stage and backstage, it depends on our audiences. Those who who do not fall into a specific role are stigmatized. They are labeled different. We play to our audience.
The next reading I am summarizing is, "Role Taking, Role Making, and Coordination of Action." Symbolic interaction works at a micro level. It is talking through body language, rituals, words, non-verbal, and actions. We coordinate our actions with other people. Examples are: at a sporting event, doctor/nurse to patients. We have to learn how to define the situation. Sometimes defining the situation is based off relying on each other. Sometimes we even negotiate with others. There are no rules telling one how to act in situations. Partying with friends is different from partying with family. I know I cannot hold my liquor. When I have had too much liquor I become a fun and crazy individual. Partying with my family, I would never drink in front of them. It would be considered disrespectful. We have to adjust depending on the situation. Situations are flexible, they can be changed. People have different opinions and expectations of situations. There are different interpretations.
The last reading I am summarizing is, "Extending and Broadening." Blumers focuses on 4 principles. Blumer believed relationships determine how we act. Though, other people determine our behavior. Our reactions result from the relationships we have. This is known as interactive determination. The second principle discussed is symbolization. Symbolization which refers to finding the definitions of what is currently taking place at any moment in time. Symbols can sometimes be vague and one will have to try figure out how to act. Referring back to the party scenario, what does it mean to party? Another termed used is emergence. We improvise because the world is changing. The last princiel Brumer discusses is agency. Agency is power. We have the freedom to do anything. In other words, we have the ability yo make our own choices.
Methods
Ethnographic research is composed of interaction and communication amongst individuals in a setting. Ethnography is the first stage of field research because it sets the tone and determines the "actual setting", accessibility, and ways of attaining accessibility. The grounds, time, and expenses are aspects of picking a setting. Though, factors such as age group, sex, and appearance is part of determining the actual setting and accessibility. Talking with individuals in a setting sounds simple, but it is not (Karner & Warren 53).
Having the opportunity to select your own setting offers flexibility to all individuals who are participating in the field research. Other details are pertinent if the setting is public or private, and if the research requires IRB approval. An IRB board reviews and monitors research human subjects. Public settings are more accessible and cost-free, as to private settings which are less (Karner & Warren 56). Even though some settings are more accessible, they may be more difficult to enter because the researcher may not share the same beliefs or values. This is why it is important to foresee possible problems so researchers are not delayed in their research (Karner & Warren 58). Gatekeeper are important individuals who control the initial access to a setting. In some cases, they may deny access (Karner & Warren 69). Key informants are also important individuals who have first hand knowledge about the organization (Karner & Warren 73). The ethnography captures behavior in different contexts by conveying out research in the day to day lives of the members. It helps identify differences between what individuals say they do and what they actually do.
Interview research is another qualitative method used to collect data. Qualitative interviews focus on life experiences from the individuals being interviewed. The research questions that are used determines the decision to conduct an interview. A research question, or set of research questions should be framed from the topic of the interviewer (Karner & Warren 123). Face sheets are also a good tool to use. Respondents will fill out face sheets while the interviewer sets up their recording device (Karner & Warren 125). The face sheets aid a respondent who might be reluctant to answer other other questions. The purpose of the interview is to extract stories from the respondents of their experiences. Interviewees are also allowed to ask any questions or voice any concerns. The interviewee should feel respected and valued.
Interview research is a social interaction. Interviewers are in search of the desire within the interaction. The interviewers disposition and ability to ask open ended questions will influence the outcome of the interview. The interview process is facilitated by the interviewer's questions and interviewee's responses. While researchers are engaged in active listening, also questioning- hopefully rapport is developed. If rapport is established, at the end of the interview, social interaction may continue after the interview is concluded (Karner & Warren 144-147). The recorded interview is now ready to be transcribed. Transcription can be done for you through audio transcribing. It is highly likely transcriptions will not be transcribed exactly as they were recorded. Researchers will need to listen carefully and make any modifications. It is okay to include any own questions or probes because it helps shapes the interviewees answers (Karner & Warren 161-162). Therefore, transcribe everything.
Qualitative data is also gathered through media The data can come from brochures, policy manuals, magazines, newspapers, videos, historical documents, and anything from the internet. Researchers study media and its impact on audiences. 169 Magazines and advertisements are data sources that are useful because what may be portrayed in these sources are actual cultural ideals the media would like us to hope for. 170
Magazines relate to everyone in society. These representations are important to researchers because they are an easy-to-access source of data. They also show a change in the culture over time (Karner & Warner 173). Historical documents are voices from the past. Documents can be found in all libraries They do not provide idealized representations as magazines do, but a quantitative sociologist representation of culture (Karner & Warner 175-176). Not only do text serve as a qualitative tool, images play an important role in expressing culture and experience This offers researchers another perception of social life. Photographs or films may have been created by the organization to educate the audience. 179-180 The internet captures cultural representation in an easy access manner. It offers website, videos, images, and social networking sites such as Facebook 206. You have to be warned not to believe everything that is found. The internet should be treated as a tool in obtaining data for analysis (Karner & Warren 201). Visual and textual research is easier to obtain than research on face-to-face context (Karner & Warren 207).
Methods: Ethnography
I observed an emergency response team organization over the course of a week. This included two participant observations in which I participated in group activities. The first group activity I observed the entire duration. As to the second group activity, I participated and wrote out field notes as soon as the activity was completed. The two observations were completed in two different environments at two different events in order to obtain the best results. This allowed me to see the team members play different roles in different situations.
The first observation primarily took place at mobile home park on October 27th, 2018. Though the observation started and ended at the fire department. This observation was scheduled to begin at 8:30 a.m. but it did not start till 9 o'clock and concluded at 1:30 p.m. The location of this activity was a mobile home park located on the good side of town. There was a total of about 30 members from different organizations other than the emergency response team that were participating in the activity. The second observation took place at the Veterans Day Parade on November 3rd, 2018. The organization helped and participated in the event. There were a total of 15 emergency response team members. This was a participant observation. The event started at 11 a.m. and concluded at 2 p.m.
In my observations I focused on theories as well as thick descriptions. Most of the data collected consisted of thick description in which I described everything I observed in as much detail as possible. I focused on theories: frontstage/backstage, roles, status, attitude, and behavior in public. I analyzed my data using a qualitative research software program called Nvivo. This allowed me to conduct word queries, create nodes, and organize my findings. Using this software, I created five main nodes which consist of thick description, frontstage/backstage, roles, status, and behavior in public. I also generated two word-frequency queries to find out which words were used the most in each observation.
Overall the process of data collection and analysis was very informative. The observations provided meaningful insight into how the emergency response team members are behaving and interacting. These observations enabled me to see things that may be taken for granted from an outsider. The organization treated me with respect. Any questions, comments, or concerns were answered. I was able to obtain my data without any barriers. I conducted observations and participant observations. I observed the first activity. During the second event, I conducted a participant observation. I participated and immediately wrote field notes. I was required to use Nivio. Nvivo was a great tool because it analyzed my data into nodes I created. It also allowed me to generate two word-frequency queries. The word queries generated the most frequent words used.
Methods: Interviews
I interviewed three emergency response team members over the course of a week. This included three conducted interviews in which I set up appointments with all interviewees. Two interviews were completed at the same location. As to my third interview, it was conducted at the interviewee's home. Even though two of the interviews were conducted at the same location, and the other at a different location it allowed me to record all the interviewees in a comfortable and safe environment.
The two interviews took place at a fire department on November 25th, 2018. These interviews were scheduled to begin at 1:30 p.m. but they did not start till 1:50 p.m. and concluded at 2:30 p.m. The atmosphere of the fire department was busy. When I first arrived, one of my interviewees was in a meeting, while the other was speaking to the chief. They both noticed I walked in, and said, "We will begin shortly." Since I was interviewing two members, we agreed that I would interview one, while the other was being interviewed by a fellow classmate. The third interview took place at the interviewee's home on December 1st, 2018. This interview began around 7:15 p.m. Of the three interviews, this interview was the most difficult to schulde. This emergency response team member is not only a volunteer, he is also a firefighter. We had to reschedule several times since he was sent on a strike team for about 2 ½ weeks and just recently returned.
During my interviews I focused on theories as well as thick descriptions. Most of the data collected consisted of thick description in which I was only able to ask a few to several questions during my interviews because the interviewees spoke a lot. I focused on theories: frontstage/backstage, roles, status, and behavior in public. I recorded my interviews with a phone application by the name of, voice recorder & audio editor. The application recorded my interviews and also transcribed the files. I reviewed the transcribes which I made some modifications due to ethical violations. I analyzed my data using a qualitative research software program called Nvivo. This allowed me to conduct word queries, create nodes, and organize my findings. Using this software, I continued to use the same nodes, which I created in my previous research findings: thick description, frontstage/backstage, roles, status, and behavior in public. I also generated three word-frequency queries to find out which words were used the most in each interview.
The process of data collection and analysis was very informative. The interviews provided meaningful insight into how the emergency response team members are behaving and interacting. These interviews were very enlightening. The interviewees were personable. They did not treat me like an outsider. Each emergency response team member opened up and was not afraid to share their feelings. Overall, the interviewees had different opinions of their experiences, but shared a common passion, to serve their community.
Methods: Content Analysis
Thick Description
My first observation of the organization began at the fire department. The emergency response team teamed up with other organizations in the community to install smoke detectors. The event was scheduled on Saturday October 27, 2018 from 8:30 am to 1:30 pm. In my field notes I discussed my arrival,
Upon arrival, I set my car keys on top of the key gatekeeper's desk. I immediately thanked her for allowing me to sit-in. As I walked into the conference room I stopped and said hello to most of the adults and young team members. Since it is a small community, everyone knows everyone. After I greeted everyone, I found a corner and began to observe.
As I was driving to the fire station I remember feeling self conscious because I woke up late. My hair was still wet from the shower and was dressed very casual. I thought to myself, "Who am I going to see?" Thinking I was going to see a lot of the organization's members I saw familiar faces amongst the adults. After greeting people I sat down and started to observe.
As I observed I noticed,
The Red Cross members stood towards the front of the room mainly speaking to members within its organization and to the key informant and gatekeeper of the organization. A few emergency response team members were sitting down talking amongst themselves. Adults from other organizations stood in the back mingling. The young adult explorers sat in the the middle/back of the room. They did not conversate with the adults. Like most young adults they spoke to individuals their age. It was an informal environment. Everyone was smiling.
Whether members were talking to members within their organization or outsiders, everyone passed the time by conversating.
After 30 minutes passed, the gatekeeper explained to everyone they needed to sign in. In my notes I explained why the gatekeeper wanted everyone to sign in,
"About 5 minutes till 9 a.m. the gatekeeper reminded everyone to sign in because that was their meal ticket. If their name was not on the list, they were not eating. Before the event started a Red Cross Representative kept asking the emergency response team key informant and gatekeeper if everyone was present. Seconds later, leaders of the organizations rounded up their members."
The gatekeeper announced if any participants did not sign in they would not be eating lunch. After the announcement was made a lot of people signed in. The Red Cross representative kept asking the key informant and gatekeeper if everyone was present. Quickly after leaders from each organization left the room to bring in any stragglers.
Frontstage/Backstage
To make the installation of smoke detectors a successful event could not have been achieved without the help of its members. From the early morning to the afternoon, modes of behavior were engaged. Everyone participating in the activity helped themselves to breakfast. Though, I observed who provided breakfast,
"The gatekeeper paced in and out of the conference room making sure everything there was enough: napkins, cups, and plates. There was donuts, starbucks coffee, and orange juice."
I am sure everyone was thankful for breakfast, but no one thought of who provided breakfast.
The gatekeeper's effort did not stop here. After providing these amenities to the members, the gatekeeper continued to serve others within the conference room. In my notes I continued to describe what she did,
"The gatekeeper brought out extra pens and notepads."
Instead of members waiting to ask for pens and paper, the gatekeeper passed out the necessities needed for the activity.
As the activity was beginning, the key informant took out a laptop. Appeared on the projection was the layout/map of the mobile home community. I recalled the prior conversation we had,
"The key informant set up the powerpoint. He googled the mobile community. Spoke to the key informant on a separate occasion, and explained all the time it took to get Red Cross out here."
Members within organizations understand the time it takes to host an activity. There is a lot of backstage prepping. Outsiders such as myself, are not able to empathize with members until they encounter personal experience. Acting as a member provides researchers such as myself, insight.
Roles
Before anyone could start installing smoke detectors, participants had to be properly trained. There would be groups of 3, which all group members had a role. It was explained like this,
"Red Cross representative explained members will be divided into groups of 3. The groups will consist of: group member 1 installer, group member 2 recorder, and group member 3 educator. The installer installs the smoke detectors. The recorder fills out forms. The educator sits down with the homeowner, designs an escape plan, and discusses how to prevent fires."
Each member played an important role. After the roles were assigned, everyone broke off into their groups and waited for further instruction. The duties of the roles were explained as followed:
"Instructions for installers. Installers were instructed to mount smoke detectors from venaliation. Drills are used to install the detectors. The drill's settings are already set. Out of the 3 members, one member also needed to carry the ladder/step stool. Another member would also be carrying the tool bag. Red Cross representative said, "hang on tight to the tol bag because a lot go missing."
Installers had specific duties and instructions. The installers would be installing the smoke detectors. They were also given a tool bag which another team member or themself is responsible for. The tool bag contained a drill, screws, the smoke detector(s) and manual. It was made very clear by the Red Cross representative to guard the tool bag with their life because for some odd reason the tool bags go missing.
The educator of the group played an important role. Educators were responsible for education the homeowners. I explained how important they are in my notes,
"Educators are the ones who will get the group into the home. If the educator is educational an poliet it should only take two minutes to get in. The residents will either let you in or not. The educator's job is to educate the residents of the program. The program is free. There are no hidden fees. The forms must be filled out. It is important the forms gets filled out because it is sent to a national database. The program includes: free assessments and education on fire safety. The installation process should not be forced upon the residents."
The educators contribute hugely to the installation process. If the educator is friendly, the homeowner will be more willing to welcome the group inside the home. The educators should be polite, respectful, and most importantly educational.
The last group I observed was the recorder, also known as the scribe. The recorder was responsible for noting of the installed smoke detectors. In my notes I explain what was actually requested of them,
"The recorder is to record where the smoke detectors were installed. A minimum of 3 smoke detectors installed , but more than 5 detectors. If a smoke detector is installed in the living room it cannot be close to the kitchen. If the residents insist on trying to install it themselves, do not let them! It is a liability. If the residents feel uncomfortable, or would like us to come back later to do some research, empathize. Explain we can come back at a more convenient time. All the residents have to do is set up an appointment."
The instructions and training lasted for about 30 minutes. Soon after all the members gathered in the conference room. Any comments, questions, or concerns were answered. Everyone was dismissed. As I was driving to the mobile home community I reflected on the roles that were assigned. I instantly thought of Goffman. Goffman believed that life is a never ending play in which people are actors. In this case, the members are actors. Members are wives, husbands, daughters, students, teachers, firefighter as much more who walk onto stage everyday. Today they walked on stage representing their organization.
Status
The rest of the observation took place at the mobile home community. There I observed the theory status. The firefighters who volunteered took on the installer role. Though, they acted superior to everyone else. In my field notes I discuss what I saw,
"Firefighters acted superior within the group setting. Maybe they acted superior due to their background in firefighting. When others asked for help or asked questions they spoke in a "know it all tone."
Members who had a firefighter as an installer experienced a standoff tone. This occurred in all the groups who had a firefighter as an installer.
The mobile home community was predominately white upper class. I explain the appearance of the community in my notes as,
"The mobile home is located on the good side of town. The mobile home park is a really nice neighborhood. There was a lot of white upper class retired old folks."
The cars parked consisted of Mercedes, BMWs, and Harley Davidsons. The conditions of the area appeared to have a prestige amount of social value.
A young police explorer walked into the conference before heading out to the mobile home community. Others did not treat her kindly. In my field notes I observed the behavior,
"A young female police explorer walked in. Her hair was pulled back and wore glasses. She kept pushing up her glasses because they kept falling down. The young female looked awkward. It was almost as if she was uncomfortable in her own skin. I felt she was insecure. She tried to sit down in the middle and talk to the other young adults but they ignored and/or were short with her. I am positive the girl felt unwanted so stood up and walked to the back of the room towards the other group of young adults. The group of girls did the same thing. As the girl was going to walk away, the key informant told everyone to sign in. She walked up to the front. The key informant explained to write her name on the line and check the box depending on what organization one is from. Once again, she was embarrassed."
The police explorer felt embarrassed. It was easy to see because her body language portrayed her feelings. The key informant who also is a firefighter, paramedic, fire captain, and fire investigator, used his status to make someone create a specific impression in the minds of others.
Behavior in public
As I watched the encounter between the police explorer and key informant this is what I observed,
"The key informant called out her mistake. For some reason she skipped a line when writing her name and checked the wrong box. The key informant explained what she did wrong in front of all the team members. It really was not a big deal, but the key informant made it a big deal. The young girl said, why do you have to call me out in front of everyone?" He did not respond. They both just laughed it off."
The key informant displayed his status during his performance. Also, it created discomfort and embarrassment in the police explorer's performance.
Thick Description
My first interview was conducted in an office at a fire department. It was conducted at the department because the interviewee is not only a member of the emergency response team, he is a firefighter/paramedic. He also runs the organization. The team does not have their own building. Since the organization is affiliated with the fire department the program uses the department to host their classes, meetings, and any other event(s). There is no organization atmosphere walking into the building and knowing exactly where you are at. It is not like walking onto school grounds and knowing you are at an elementary school or high school. When you are at a school, that person knows, this is a school, I learn. It is no different from a fire department. When at a fire department, one knows where they are at and what the firefighters do, put out fires and save lives. A potential new member would not be able to walk into the fire department and feel that emergency response team atmosphere of serving their community. Although speaking to this interviewee, I could feel the atmosphere and the organization's purpose through his words,
"Before I got into this position as a firefighter we actually used this organization multiple times to assist us at fire scenes, rehabbing firefighters, taking care of us, providing water, and shelter just taking care of us after work, tired, exhausted worn out, they're their to kind of take care of us. I have experienced that two or three times since this organization has been part of our department."
The organization offers many services to the community, but in order to serve the community, members have to go through trainings. The key informant explained the evolution of the program,
"It is such a neat organization of all the things that they have, all the resources to the community and anyone who wants information. So
I started getting more involved that way. When people would ask me, I do not like not knowing something, feeling stupid. So I started researching enough. And I thought, "hm, this is pretty neat." And then finding out that you can learn on your own, you can be taught, or just want to have it for your own family, great. But to have a team of volunteers even better. You know knowing how or what we can do if we are a group of volunteers what do we do. Not too many committees locally have groups like this. And so the first group we had, the chief had contacted or coordinated with one of the paramedics, firefighter paramedics, would they take the lead on teaching this and then it was like how long should we teach this, how many nights a week, so between myself, the chief, and that person, it was like I would have the first class start once he became certified to teach it, one time a week, one time a month for about 2 to 3 hours. Other groups were doing it for three hours that was what you had. Here it was like about two, two and half, okay. So, the first class which I was in, I was going to help set it up, and be a part of it. So it was a little challenging. So I tried to sit in on it during the second group. So we ended up with about 19 volunteers. People that said they wanted to be a part of, a member. To do that you have to complete all 9 modules. You attend all of them. You take a written test, you'd get a certificate and you also have to do the hands-on test. So there is written and physical test. And then you can member. Okay, you have to earn a certificate."
From then till now, the program has grown and keeps growing. All it take is one person to become inspired.
These members became inspired. This is why the organization exists in their fire department. Though, there is beautiful purpose for the emergency response team, not everyone has the same values or morals. Outsides may treat the organization members as servants,
"Well just being part of the organization, just being the opportunity to serve others is really privilege. And you gotta keep reminding yourself, because there are times when people are very ungrateful, people expect it, people treat us like we are we are servants. In the Bible it says there's no higher calling than serving others. And so being able to serve others, and even training others, to have that belief, have that set mindset of I may not play a major role in this but I've done my part and I helped someone out it is what's the most gratitude and gratifying part of the job is it what it what makes you proud of yourself. You know this is not, this is a volunteer situation so you don't get paid for it you don't go out there to to be in, on TV or in the cameras it's it's that personal gratification of being able to serve others, having a job well done."
The members often have to keep in mind when they are called to help these people, it is on the worst day of their lives. So, compassion and empathy go a long way.
Frontstage/Backstage
The setting determines the members' roles within the organization. The social interaction is shaped by the place and fits into their overall performance. The interviewees' frontstage behavior is different from their backstage. They behave and interact differently when they have an audience. Interviewee one enters and exits frontstage/backstage often. As an emergency response team member, his backstage is sometimes not freed by the expectations and norms that shape his behavior when in frontstage. I asked the interviewee what aspect of the organization he enjoys most, he replied,
"I think for me is the biggest thing is the teaching. Because I help one of the other firefighter's teach this organization. I teach the organization the skills they need. So being able to teach a bunch of people who basically have no skills or don't know anything about our fire department, emergency service, medical stuff like that, and getting them to a point where they feel comfortable and have some basic skills to take a blood pressure or put a tourniquet on, put someone on a backboard…"
There are moments he is able to be a volunteer within the organization. Instead of rehearsing interactions or certain behaviors, preparing for upcoming frontstage performances, he is preparing modules for his co-instructor to teach to the frontstage audience.
Even in their backstage lives some often have a small team with whom they interact with, such as a chief or instructor. Interviewee two, also known as the key informant interacts with the fire chief and head instructor of the organization. She is also not only a volunteer but helps run the emergency response team.
"We all make a difference, anyone wants to come in, we are all a group, you know there's accountability, it is a big thing so we have a little passport thing just like the fire department. Let's look at the organization, I know who's done or who's interested in driving so we know who the drivers, do they have the paperwork for the legal part."
"I have that documented… Like who all the members, we have emails, every class we take attendance, even people who come in they can still come in and retake a class. I have a separate attendance slip for them. We check emails all the time. We communicate by email and cell phone. So if you can get text, I need you just let me know it's on the roster every time you come in, do you, can you get a text, yes, yes or no. If you don't, you won't be getting texts. You'll get an email or phone call."
Interviewee two is very well organized. She puts a lot of time and effort into something she believes in. When team members arrive they only see the frontage of a class, meeting, or event. Members do not see the time, resources, supplies, effort, and organization it took to make a successful activity.
Interviewee three also enters/exits frontage and blackstage constantly. Like interviewee number two, he teaches certain portions of the class. Such as,
"When I'm asked to teach Stop the Bleed, I come in and I teach educators or teach people how to stop major wounds, gun shot wounds, stabs, lacerations, I don't try and teach the stopping major bleeds."
Members just see the cool videos, or experience the fun lectures. They do not know that it took 2 hours to find three cool videos and an additional hour to create lesson plans. There is a lot of backstage preparation.
Roles
Though each interviewee were different ages, have different lifestyles and upbringings, they all share a common passion. When I asked interviewee one, why he was interested in the organization, I recorded him saying,
"Because I run this organization. It's a good community service thing."
It was a vague answer but it was easy to pinpoint the role he serves in the organization. As the director of the program, along with being an instructor, this member is known as one of the key informants.
Another key informant is interviewee two. I consider her to be a woman of many titles inside and outside the organization.
"I am a working progress. All the time there's always something to learn and people being here the first person they see, you talk to on the phone, they expect you to be or know information. I do not want to not know something. I don't like that because I don't like to be treated that way. If I could be a good resource to them, you know I try to be a resource. As well as that group as well. I look to see what kind of things we have out there for free, what kind of training we can get."
Interviewee two has the best of both worlds. Not only is she the key informant, the gatekeeper, a volunteer for the organization, she is the administrative secretary to the fire department. She gets to exercise her voice for the organization through the department. Interviewee two believes one is never capped out of obtaining more knowledge. She is always striving to learn more, do more, and become more for the emergency response team.
Members have multiple roles within and outside the organization. For example, interviewee three is also a firefighter. He believes he does not need to balance those roles between volunteering and firefighting for this reason,
"It's not so much a balance, firefighting when I go on shift and that's what I do. I have my shift work and that's and then I have my emergency response it's a little extra and so any free time kind of helps my my passion and my… it's it's part of my job."
The organizations coincide with each other. He believes being an emergency response team member strengthens his passion of firefighting. These roles being played amongst the respondents are determined by the desired intent performance. For every action there is a reaction.
Status
Throughout the interviews are never once felt the impression of any member feeling superior. I felt a unity. During my first interview it was expressed that volunteers should feel,
"A sense of hope, a sense of teamwork, a sense of community, working together, a lot of the guys and gals they come from different parts of life, jobs and so they come together for this organization: one, to help the fire department in the emergency situations. So they get a sense of belonging to a team and feeling they are making a difference."
Interviewee one is considered a leader. Outside of the organization he is a paramedic and "captain" firefighter. Throughout my life, I have discovered it is hard to lead because ego distracts the purpose or goal. I was never under the impression that interviewee one uses, or used his status to belittle or make the members feel incompetent.
Unlike interviewee one who worked hard to obtain their rank, interviewee two experienced a different path,
"So ever since my husband passed away I didn't want to just be home and like I'm I'm not a victim what happened in my life when I lost him, my job, and my home all in one month and I didn't want to be a victim of my circumstances because I do not believe in that. I've never been like that, God made me a strong person for a reason. I know I'm suppose to lead of some sort of people."
At one point in time, she was a homeowner, employee, and wife. In a blink of an eye it was all taken from her. She did not let her circumstances define who she was at the time, nor was she ever going to let them define her future.
These emergency response team members are so selfless and humble. I could hear it in their voices,
"I can separate the two worlds when I'm not firefighting and I'm in emergency response team and I need to be that example to show that these people, okay if firefighters need hydration, if citizens need blankets, if they if they need support, if they need supplies I'll go do that that's what my job is at the time. And I stay assignment discipline is what we called in the fire department."
It takes special individuals to serve others. Interviewee three does not use his status as a firefighter to overpower emergency response team members. Instead he separates the two. If there are skills he possess that can help teach amongst the members, he will use those skills.
Behavior in public
Examples of behavior in public is discussed throughout all three interviews. These examples show the importance in contributing to their organization of society and how people are treated. The team helped out in many ways such as,
"Before the emergency response team, they were just kind of like helping out, and we would get a fire and they would come to scene to take care of us, and that is the way it has kind of always been , they come do some classes, and learn some skills, recently they helped participate in a smoke detector installation day at the old folks home."
The members became hungry for more. As the organization evolved, more involvement within the community occurred.
The emergency response team could have been activated to respond to the Northern and Southern fires. Since the organization is still fairly new it may take some time to serve distant communities. Interviewee two mentioned,
"Someone was saying it would have been nice to have this organization there, but maybe that would be a nice goal. I'd like to know that I can at least help this team feel comfortable knowing that, you're ready, go get them, you can make a difference, I know you can, sometimes we just need that little pep talk to believe in ourselves, and even if we do, sometimes we need that push that you can step up."
Since they cannot serve distant communities yet, the priority of building that knowledge and strengthening their program will forever remain a number one priority.
Serving the community is a process within the organization. No one can put on the hat and wear the vest, and say, " I am ready to serve the community." Like any other organization there are trainings to become competent. Concerns were expressed in regards to show monkey volunteers,
"We call them weekend warriors, they show up to hang out and be part of the crowd, to wear the uniform and say, yes I'm part of that. And it's no more than what they do. When you get to know those weekend warriors you realize their limitations, you assign them to to mediocre tasks. Part of becoming part of that emergency response team is to teach some of the people in there and find out who, who the weekend warriors are. And the ones that rarely show up, and want to wear the shirt, and say I'm a part of this and the ones that are truly dedicated, those are the ones that you take time and let them know, okay this is the part play, okay this is what you were assigned to do in and that's what you stay discipline to. And if you want to further your your education you want to further your training to do more, then this is what you need to do."
Behaviors in public are a reflection of the organization and the fire department. Everyone needs to be properly trained and educated to serve the community.
Ruling Text
The first concept I used to analyze my organization was ruling texts. A ruling text is what is most important to the organization; it instructs individuals how to behave and how to guide everyone. It is usually written by those who have power. An example is the Constitution. It is important to analyze the purpose of the group.
"Group" stands for the emergency response team. "Group" is about readiness, people helping people, rescuer safety, and the "Group" mantra: Do the greatest good for the greatest number. "Group" is a positive and realistic approach to emergency situations where citizens initially will be on their own and their actions can make a difference. Citizens can be trained to manage utilities and put out small fires; treat the three killers by opening airways, controlling bleeding, and treating for shock; provide basic medical aid; search for and rescue victims safely; and organize themselves and spontaneous volunteers to be effective."
This quote is pulled from the "Group" Emergency Response Team Neighbors Helping Neighbors Brochure. This quote defines what it takes to be a member. The organization is focused on providing emergency preparedness information to the community. Members learn skills that not only can be applied to the community but also used to protect oneself, family, or neighbor. This quote comes from the official FEMA brochure that is used in all emergency response team organizations. There is a part in the quote that made me think of my interviewee number 2,
"Do the greatest good for the greatest number."
Interviewee number two joined the organization because she wanted to give back to the community. She believes the effort she puts in, is for the common good.
"The mission of "Group" is to harness the power of every individual through education, training and volunteer service to make communities safer, stronger and better prepared to respond to the threats of terrorism, crime, and public health issues. "Group" participates in some of the following community activities: Farmer's Market, National Night Out-Annual Event, Walk to School Event, Veterans Parade, Annual Christmas Parade, Firefighter Rehab during fires, Fire and Police Annual Open House."
This quote is from the actual community organization brochure. Every city emergency response team is different. They have slightly different purposes and participate in different activities. Since the organization resides in a smaller community with very little major disasters, the group heavily participates in community activities. The gatekeeper felt it was appropriate to modify the mission statement. Just as I feel it is appropriate to include this quote since it is a representation of their group.
"The 5-week course is free of charge. However, attendance is required for a Certificate of Completion. To register contact gatekeeper at 559. 123..4567. Course Schedule: Tuesday, Sept. 4, 2018: Disaster Preparedness, Wednesday, Sept. 5, 2018: Fire Safety & Suppression, Monday, Sept. 10, 2018: Medical Operations I, Wednesday, Sept. 12, 2018: Medical Operations II, Monday, Sept. 17, 2018 Light Search and Rescue, Wednesday, Sept. 19, 2018: "Group" Organization, Monday, Sept. 24, 2018: Disaster Psychology, Wednesday, Sept. 26, 2018: Terrorism, Monday, Oct. 1, 2018: Stop the Bleed, Saturday, Oct. 6, 2018: Disaster Simulation (9:00 am - 2:00 pm) Location of Classes: 123 West Ave. (Jay & Wing) Sidney, USA 12345 "Group" is a Volunteer Organization sponsored by "City" Fire Department. We are looking for people who are interested and have a passion for helping others. Either during a normal day or in a time of crisis. Volunteers who complete the course are encouraged to join the team of "Group" Volunteers who are willing to help in a time of crisis, with public education or community projects."
This is a quote from a public flyer of the organization's next disaster preparedness training course schedule. Aside from analyzing mission statements and brochures defining what it takes to be a member, this document shows how long it will take to become an actual member. The training is a five-week course. In order to earn a certificate of completion, attendance is required. Not only does it list the time frame of the course, it specifically lists the modules, of what one will learn. To become a member, it requires time, dedication, discipline, and good study habits. Members meet twice a week for a total of 6 hours. That is not including the time it takes to complete homework and studying. On top of the work load, members have to account for their families, friends, school life, or perhaps job.
Controlling Images
I used controlling images to analyze the emergency response team by researching images or symbols that motivates the organization into serving their community. Finding images was not difficult at all because the emergency response team is motivated to serve the community when disasters occur.
"Welcome to the Stop the Bleed: Bleeding Control for the Injured information booklet. Injury results from a wide variety of causes. including accidents or intentional harm, and in a wide variety of locations, such as your home or workplace. It is important that as many people as possible survive their injuries if they sustain trauma. Uncontrolled bleeding is the number one cause of preventable death from trauma. The greater the number of people who know how to control bleeding in an injured patient. the greater the chances of surviving that injury. You can help save a life by knowing how to stop bleeding if someone. including yourself, is injured. In this booklet, you will learn the various ways to control bleeding, whether you only have your two hands to use or whether you have a full trauma first aid kit available to you."
This quote is from a "Stop The Bleed" presentation. Stop the Bleed courses are popping up all over the country. It has been recently adopted to my organization. Fire department/emergency response team instructors have been asked to teach all certificated/classified personnel in the school district how to stop bleeding after an injury. An emergency can happen at any time and any place. Even though one may call 9-1-1, it could take up to several minutes for first responders to arrive. In several minutes' victims can die from excessive blood loss. If one learns how to control the bleeding, perhaps one can save a life. Stop the Bleed was adopted soon after all these horrific viewings of the public mass shootings throughout the country. Since the organization is part of FEMA and is partnered with the fire department, the chief made it mandatory that all emergency response team members are trained in Stop the Bleed as well.
"The shoulder pull is preferred to the ankle pull. It supports the head of the victim. The negative is that it requires the rescuer to bend over at the waist while pulling. 1. Grasp the victim by the clothing under the shoulders. 2. Keep your arms on both sides of the head. 3. Support the head. 4. Try to keep the pull as straight and in-line as possible."
This quote came from the Boy Scouts of America, used by the organization. This packet has 14 visuals on how to lift and carry patients. At any given moment members may have to physically transport a patient. There are instructions on how to properly move a patient. A one rescuer can either ankle pull, shoulder pull, blanket pull, one-person lift, firefighter carry, or pack-strap carry. Two-person rescuers can: human crutch/two-person drag, four-handed seat, two-handed seat, chair carry, improvised stretcher, or blanket stretcher. The last option is for a three person rescuers. They can: hammock carry; three-person carry or stretcher lift. The visual shows members how to exactly lift or carry a patient. With the proper training members can perform these duties.
"Group" Uniform Specification. Shirt: (long or short sleeves) Dickies (hunter green) or Blauer Outlet (spruce green). Patches: Round "Group" Patch and appropriate Rockers (according to your qualification) 1" below Right shoulder for top of Coordinator rocker. If no top rocker, place top of round patch 1¾" below top of Right shoulder. CityFD Patch (black background) 1" below Left shoulder. National "Group" Logo Patch ½" above left breast pocket. Embroidered Name FIRST INITIAL & LAST NAME" (5/8" Helvetica, all caps, white lettering) embroidered above right breast pocket. Coordinators only: "COORDINATOR" directly above name. Cargo pants – black. Boots (steel toe preferable) black. Web belt (optional). Cap "Group" Cap (white lettering)."
This quote is from an emergency response team from another city. The document I found specified what controlling images members are allowed to wear. The organization in this city has a really strict dress code. The document is a uniform specification of what members are allowed to wear and how to wear it. The dress code is precise. I also learned during my interview with interviewee number 2 that the organization's dress code color is green/hunter green. My organization is not mandated to wear black cargo pants. However, they are required to wear kaki cargo pants. This is not surprising that all emergency response teams will be wearing green because green is their signature color.
Typification
The third concept I used to analyze my group was typifications. Like any other group, my organization talks about: problems, causes, and solutions. Though, their ultimate goal is to focus serving the community.
"PG&E is taking steps to enhance public safety and strengthen its partnerships with those who help keep our communities safe. One of the steps we are taking is offering free training classes to emergency volunteers, and we encourage you to attend. This workshop is designed specifically for "Group", and other emergency response and public safety volunteers. The course will provide the opportunity for volunteers to receive important gas and electric safety information designed to protect yourselves and the public in the event of a utility-related emergency."
This quote came from a flyer, First Responder Workshops, sponsored by Pacific Gas and Electric Company. It is a flyer inviting all emergency response team members and emergency responders to participate in a workshop where they will learn how to identify important components of natural gases, electric utility infrastructure, and recognize emergency conditions. I picked this flyer because it shows how the group will be able to focus on solving things. The workshop sounds it will be extremely beneficial, but why not offer it to every resident. PG&E is promoting that the information is designed to protect ourselves and the public, but truth be told, not every emergency response team member or EMS will be able to protect each citizen at the same time. Opening up the workshop to the public will allow more of an opportunity to live a secure life.
"By evaluating your own personal needs and making an emergency plan that fits those needs, you and your loved one can be better prepared. This guide outlines common sense measures older Americans can take to start preparing for emergencies before they happen. Preparing makes sense for older Americans.
This quote is from a brochure labeled, Prepare For Emergencies Now: Information For Older Americans. The brochure is directed to older Americans. It lists three steps to take on how to prepare for an unexpected emergency. The organization defines their world as disastrous. In order to be prepared for any emergency, they are thinking ahead. The brochure is making older Americans aware of what could happen if they encounter an earthquake or wildfire. All should be prepared by having basic supplies such as a first aid kits, flashlights, and food along with other supplies. If there is a problem, there is always a solution.
"The likelihood that you and your family will survive a house fire depends as much on having a working smoke detector and an exit strategy, as on a well-trained fire department."
This quote is from another brochure, labeled, Prepare for Emergencies Now: Information to Get Ready. I picked it because it relates smoke detectors to preparedness. It is a simple comparison all can understand. Everyone knows what a smoke detector is. Starting at the age of 5, children are introduced to smoke detectors. By July of 1994 it was required that all residential occupancies have smoke detectors installed. The brochure is not aimed toward older Americans; it is aimed for all Americans. Having batteries in your smoke detector is no different than being prepared for an emergency.
Framing
Framing is concept I used to analyze my organization. Framing is when a group tries to captivate an individual in a particular way. Another example is when an organization focuses on the goal rather than the compliant.
"Teen "Group" is great. The training helps us learn skills and info that can be useful in many hazardous situations. I like knowing I can help people when disaster happens. People know I am trained and count on me to know what I am doing… I like that."
This quote is from the brochure, Making a Difference with Teen "Group." This brochure is a good example of framing. While majority of the brochures focus on preparedness, FEMA is focused on who is part of the emergency response team. FEMA focuses on serving the community, but never shared who is helping the community. The quote is a testimonial of a young female teenager along with her picture. Is it a coincidence, I do not know? From my observations, and interviews I learned emergency response team members are composed of young adults and middle-age adults. Due to the fact, the organization will not accept anyone under the age of 18 unless they have a work permit. Teens are extremely impressionable. If other teenagers see a young female participating, maybe it will attract other teens.
"Include Emergency Documents: Include copies of important documents in your emergency supply kits such as family records, medical records, wills, deeds, social security number, charge and bank accounts information, and tax records. Also be sure you have cash or travelers checks in your kits in case you need to purchase supplies"
This quote is from a brochure called, Preparing Makes Sense For People With Disabilities, Others with Access and Functional Needs and the Whole Community. This is another example of the organization using framing to focus on monetary, personal and confidential documents. It is interesting to read that the idea of the brochure is to help prepare people with disabilities for an emergency, yet they remind them to have these personal items accessible. If individuals encounter an emergency or major disaster, I doubt they will be thinking about their personal belongings when they should be more concern about their life.
"The likelihood that you and your animals will survive an emergency such as a fire or flood, tornado or terrorist attack depends largely on emergency planning done today. Some of the things you can do it prepare for the unexpected, such as assembling an animal emergency supply kit, and developing a pet care buddy system, are the same for any emergency."
This last quote is from a brochure called, Prepare for Emergencies Now: Information for Pet Owners, which was pulled off the main group website. The brochure exemplifies the concept of framing, by focusing on your pets. People did not only lose materials and human beings during emergencies; they can also lose pets. FEMA is not appealing to the head; FEMA is appealing to the heart.
Agency Framing
The final concept analyzed is agency framing which narrates the organization's accomplishments.
"City Fire, "Group", American Red Cross, City Police Explorers, Fire Explorers, City High School, Red X Club, and community volunteers spent the day Saturday checking and installing smoke detectors at Vista Del Monte Mobile Home Park. It was a great morning. The teams did an awesome job informing residents on fire safety, reviewing emergency escape plans and installing smoke detectors. Thank You American Red Cross Central Valley for supplying the equipment, and smoke detectors. And ... to all the volunteers. Thank you for giving selflessly of your day to help others"
This quote is from the, Fire Department's Facebook page. Since the organization is partnered with the department they are allowed to post all notices, information, and success stories. Red Cross was proud of the department and the community, and of all who volunteered to support home fire preparedness and education. Images were posted during and after of all the members who participated in the smoke detector installation event. My organization does not yet have their own Facebook page, but is in the process of creating one.
"The City Community Emergency Response Team has been extremely busy with training on responding to dispatch, setting up the organization's 120 mobile unit and firefighter rehab area. The emergency response team has been practicing with setting up the firefighter rehab area with the proper equipment."
This quote came from an online city subscription. The author of this content is a freelance writer and photographer who is a member of the organization. Not only does the member experience the group's success stories first hand, she is able to share with the community their accomplishments. The image posted with this article was the first photograph of their 120 mobile unit. Members had been working hard on converting the retired ambulance into an emergency response vehicle unit. This was a proud moment for the group because the unit was donated by the fire department.
"Thank you City Scene for the article and pictures. Our Open House was a great success. Thank you to all of the volunteers that contributed: CERT, Fire & Police Explorers, VROP, Fire, Police & City Staff. We had well over 700 in attendance with a lot of participation from the community"
The last quote to be analyzed also came from the, Fire Department's Facebook Page. A few months ago the organization participated in the Annual Fire and Police Open house. The presence of the organization was a big hit. It allowed the community to speak to the members first-hand and learn about the organization. The group also had their vehicle unit out for the kids to walk through. There was a lot of information about the organization and what they have accomplished this past year.
Conclusion
The organization culture and support was very welcoming and friendly. Many of the members I observed and worked alongside with, were very passionate. I could feel the energy and drive which was transferred onto me. I feel very confident how the data was obtained. The observations produced qualitative data which showed how the emergency response team members interacted within the organization. It provided insight as an observer and member into their viewpoints, meanings and values through personal experience. The interviews showed how the emergency response team members interacted within the organization. It provided insight as an interviewer and member into their personal experiences. The members I interviewed were willing to share personal information. I could hear the passion in their voices. The data collected from the observations and recordings were easily analyzed through Nvivo allowing me to organize and store all my data. Nvivo is organized and stored all data allowing users to work more efficiently and discover more. Overall, I feel very confident how the data was obtained. The information I obtained was extremely educational. My group has a long way to go in the aspect of educating the community, but they are on their way. It has inspired me to do more within the organization.
Bibliography
Dillon, Michelle. Introduction To Sociological Theory: Theorists, Concepts, and Their Applicability to the Twenty... -First Century. John Wiley & Sons, 2019.
Goffman, Erving. The Presentation of Self in Everyday Life. Anchor Books, 2008.
Goffman, Erving. Gender Advertisements. New York: Harper & Row, 1979.
Warren, Carol A. B., and Tracy X. Karner. Discovering Qualitative Methods: Ethnography, Interviews, Documents, and Images. Oxford University Press, 2015.
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