Who Are the Queen Bees?
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Workplace Bullying; 3
Sticks, stones and intimidation: How to manage bullying and promote resilience Ellen Fink-Samnick Charlotte Sortedahl Principal Associate Professor, Univ. of Wis. Eau Claire EFS Supervision Strategies, LLC Chair, CCMC Board of Commissioners Proprietary to CCMC® 1 Agenda • Welcome and Introductions • Learning Outcomes • Presentation: • Charlotte Sortedahl, DNP, MPH, MS, RN, CCM Chair, CCMC Board of Commissioners • Ellen Fink-Samnick, MSW, ACSW, LCSW, CCM, CRP Principal, EFS Strategies, LLC • Question and Answer Session 2 Audience Notes • There is no call-in number for today’s event. Audio is by streaming only. Please use your computer speakers, or you may prefer to use headphones. There is a troubleshooting guide in the tab to the left of your screen. Please refresh your screen if slides don’t appear to advance. 3 How to submit a question To submit a question, click on Ask Question to display the Ask Question box. Type your question in the Ask Question box and submit. We will answer as many questions as time permits. 4 Audience Notes • A recording of today’s session will be posted within one week to the Commission’s website, www.ccmcertification.org • One continuing education credit is available for today’s webinar only to those who registered in advance and are participating today. 5 Learning Outcomes Overview After the webinar, participants will be able to: 1. Define common types of bullying across the health care workplace; 2. Explore the incidence and scope of workplace bullying; 3. Discuss the implications for case management practice; and 4. Provide strategies to manage bullying and empower workplace resilience. -
Relational Aggression on Film: an Intersectional Analysis of Mean Girls
THE POPULAR CULTURE STUDIES JOURNAL VOLUME 2 NUMBERS 1 & 2 2014 Editor BOB BATCHELOR Thiel College Associate Editor NORMA JONES Kent State University Associate Editor KATHLEEN TURNER Aurora University Book Review Editor JENNIFER C. DUNN Dominican University Assistant Editor MYC WIATROWSKI Indiana University Assistant Editor MAJA BAJAC-CARTER Kent State University Please visit the PCSJ at: http://mpcaaca.org/the-popular-culture-studies-journal/ The Popular Culture Studies Journal is the official journal of the Midwest Popular and American Culture Association. Copyright © 2014 Midwest Popular and American Culture Association. All rights reserved. Cover photo credits Cover Artwork “Living Popular Culture” by Brent Jones © 2014 “Selfie for Peace” by Savannah Jones © 2014 “Party People” by Roob9 licensed by PhotoDune iPhone frame: Creative Commons “iPhone 5S” by Karlis Dambrans is licensed under CC BY 2.0 EDITORIAL ADVISORY BOARD ANTHONY ADAH JUSTIN GARCIA Minnesota State University, Moorhead Millersville University AARON BARLOW ART HERBIG New York City College of Technology (CUNY) Indiana University - Faculty Editor, Academe, the magazine of the AAUP Purdue University, Fort Wayne JOSEF BENSON ANDREW F. HERRMANN University of Wisconsin Parkside East Tennessee State University PAUL BOOTH JARED JOHNSON DePaul University Thiel College GARY BURNS JESSE KAVADLO Northern Illinois University Maryville University of St. Louis KELLI S. BURNS KATHLEEN A. KENNEDY University of South Florida Missouri State University ANNE M. CANAVAN WILLIAM KIST Emporia State University Kent State University ERIN MAE CLARK LARRY Z. LESLIE Saint Mary’s University of Minnesota University of South Florida BRIAN COGAN MATTHEW MIHALKA Molloy College University of Arkansas - Fayetteville ASHLEY M. DONNELLY LAURIE MOROCO Ball State University Thiel College LEIGH H. -
Queen Bee Syndrome” Is Pervasive—And It’S Not New
SPRING 2013 VOL. 1, NO. 3 From the Chair of the Women’s Network Executive Council hanks to all of you who participated in the ACE Women’s Network State Coordinators’ Leadership Conference in March! I was inspired by the col- legiality, the shared purpose, and the diversity of perspectives and experi- ences among the group. TOne of the clear messages from the conversations at the meeting was the impor- tance of mentors—both women and men, who can provide guidance, perspective, support, and ideas when they are needed. Many of the women who are already serv- ing in leadership positions can link their success to one or more mentors who helped them at critical points in their careers. I was particularly interested in how people described not only who their most important mentors were, but why—and what they had learned from those mentors. As we were discussing the best ways to help other women during the conference, the concept of the “Queen Bee” arose. I was unfamiliar with the term, although I cer- tainly understand the meaning. The Queen Bee is a woman who does not help other women; indeed, the Queen Bee may actively block advancement and undermine LISA A. ROSSBACHER other women. Her attitude can be summarized as, “My career progression was tough for me, so I’ll make it tough for you.” When I returned to my home campus after the conference, I learned that “Queen Bee Syndrome” is pervasive—and it’s not new. The term dates to the 1970s, when The ‘Queen Bee researchers at the University of Michigan identified the workplace behavior that some women exhibit. -
Gender-Bias Primes Elicit Queen-Bee Responses Among Senior
View metadata, citation and similar papers at core.ac.uk brought to you by CORE provided by Lirias Research Report Psychological Science 22(10) 1243 –1249 Gender-Bias Primes Elicit Queen-Bee © The Author(s) 2011 Reprints and permission: sagepub.com/journalsPermissions.nav Responses Among Senior Policewomen DOI: 10.1177/0956797611417258 http://pss.sagepub.com Belle Derks1, Colette Van Laar1, Naomi Ellemers1, and Kim de Groot2 1Department of Social and Organizational Psychology, Leiden University, and 2TNO Management Consultants, Apeldoorn, The Netherlands Abstract Queen bees are senior women in male-dominated organizations who have achieved success by emphasizing how they differ from other women. Although the behavior of queen bees tends to be seen as contributing to gender disparities in career outcomes, we argue that queen-bee behavior is actually a result of the gender bias and social identity threat that produce gender disparities in career outcomes. In the experiment reported here, we asked separate groups of senior policewomen to recall the presence or absence of gender bias during their careers, and we measured queen-bee responses (i.e., masculine self-descriptions, in-group distancing, and denying of discrimination). Such gender-bias priming increased queen-bee responses among policewomen with low gender identification, but policewomen with high gender identification responded with increased motivation to improve opportunities for other women. These results suggest that gender-biased work environments shape women’s behavior by stimulating -
Management of Bullying-(Plenary)
5/10/21 Management of Bullying in Health Care: Tactical and Ethical Guidance for Professional Case Management BULLYING & VIOLENCE Ellen Fink-Samnick MSW, ACSW, LCSW, CCM, CCTP, CMHIMP, CRP, DBH-C EFS Supervision Strategies, LLC [email protected] 1 Once Upon a Time…. EFS Supervision Strategies, LLC 2021 © 2 Objectives • Explore the incidence, scope, and organizational impact of bullying in the healthcare workplace. • Identify implications for the industry’s emerging interprofessional practice culture. • Review initiatives and strategies to empower professionals. EFS Supervision Strategies, LLC 2021 © 3 EFS Supervision Strategies, LLC 2021© 1 5/10/21 Disclaimer There are no potential conflicts of interest contained in the information provided in this presentation. All material is the opinion of this presenter or cited to source and/or authority Any products referred to during this presentation are for the sole purpose of example only and should not be taken as product endorsement. EFS Supervision Strategies, LLC 2021 © 4 Workplace Bullying is an interprofessional sport that no discipline gets to sit out.. -E.Fink-Samnick EFS Supervision Strategies, LLC 2021 © 5 Workplace Bullying: Data, Definitions & Demographics • 37% of American workers are impacted54… . Million people • Include50% the all bystanders of those bullied employees in the United States (Mental Health America, 2021) EFS Supervision Strategies, LLC 2021 © 6 EFS Supervision Strategies, LLC 2021© 2 5/10/21 Workplace Bullying: Data, Definitions & Demographics Repeated, health-harming -
A Gallery of Archetypes
Meta Religion / Psychiatry / Analytical Psychology / (from http://www.meta-religion.com/Psychiatry/Analytical_psychology/a_gallery_of_archetypes.htm) A Gallery of Archetypes From: http://www.myss.com/ThreeArchs.asp The archetypes listed here in boldface type are just a few of the many ancient patterns that exist in human consciousness. Many additional archetypes that are closely related are mentioned in parentheses, such as Hermit (found under Mystic), Therapist (under Healer), or Pirate (under Rebel). Please read through the entire list, looking at all the archetypes in parentheses, before assuming that the one you're looking for isn't here. Naturally, it's impossible to list all the hundreds of archetypes that exist, but these are some of the most common, and include just about all that are mentioned in my book, CD, or tape of Sacred Contracts. If you feel that you have an archetype that isn't found here, please do not hesitate to give it careful consideration, and feel free to include it in your support team. Remember that all archetypes are essentially neutral and manifest in both light and shadow attributes. Accordingly, I have tried to include both sets of attributes for each listing, along with cues to help you determine whether a given archetype may be part of your lifelong support team of twelve. To help you further, I've listed some examples of each archetype as embodied in popular film, fiction, drama, and the world's religions and mythologies. In evaluating whether an archetype is part of your intimate group, pay special attention to whether you can perceive a pattern of influence throughout your history, rather than only isolated or recent incidents. -
Information to Users
INFORMATION TO USERS This manuscript has been reproduced from the microfilm master. UMI films the text directly from the original or copy submitted. Thus, some thesis and dissertation copies are in typewriter face, while others may be from any type o f computer printer. The quality of this reproduction is dependent upon the quality of the copy submitted. Broken or indistinct print, colored or poor quality illustrations and photographs, print bleedthrough, substandard margins, and improper alignment can adversely affect reproduction. In the unlikely event that the author did not send UMI a complete manuscript and there are missing pages, these will be noted. Also, if unauthorized copyright material had to be removed, a note will indicate the deletion. Oversize materials (e.g., maps, drawings, charts) are reproduced by sectioning the original, beginning at the upper left-hand comer and continuing from left to right in equal sections with small overlaps. Each original is also photographed in one exposure and is included in reduced form at the back of the book. Photographs included in the original manuscript have been reproduced xerographically in this copy. Higher quality 6” x 9” black and white photographic prints are available for any photographs or illustrations appearing in this copy for an additional charge. Contact UMI directly to order. UMI A Bell & Howell Information Company 300 North Zed) Road, Ann Arbor MI 48106-1346 USA 313/761-4700 800/521-0600 TWILIGHT AND SHADOWS: THE LESBIAN PRESENCE IN HLM NOIR DISSERTATION Presented in Partial Fulfillment of the Requirements for the Degree Doctor of Philosophy in the Graduate School of the Ohio State University By Terry L. -
CMPA (Fomerly CFTPA) Signatory Producers 2012 to 2014 Animation up to March 12, 2018
CMPA (fomerly CFTPA) Signatory Producers 2012 to 2014 Animation up to March 12, 2018 #REF! Production Ltd. 0698389 BC Ltd for ""Genesis"" 0744770 B.C. Ltd. 0897624 B.C. Ltd. 0974818 B.C. Ltd for ""Journey Continues"" 0978603 B.C. Ltd for ""Year of the Rat"" 0991015 BC Ltd 101117088 Saskatchewan Ltd 1013693 BC Ltd. 1024502 B.C. Ltd. For ""Between the Lines"" 1181106 Alberta Inc (o/a) Draw Your Cat 1259534 Alberta Inc. 1380099 Ont. Inc. Heroic Films Co. for ""Ladies Killing Circle"" 1380099 Ont. Inc.as Heroic Film Cpy for ""First Things First"" 1380099 Ontario Inc. o/a Heroic Film Company 1514373 Ontario Inc. 1555135 Alberta Inc 16 Lighthouse Road Productions, Ltd. for "Cedar Cove" - TV Series - Season 1 1664121 Ontario Ltd for ""Ganesh Boy Wonder"" 1743722 Ontario, Inc. 1746020 Ontario, Inc. 1760451 Ontario, Inc. 1900333 Ontario Limited for ""Asset"" 1972 Productions Inc. 1972 Productions Inc. 2005519 Ontario Limited 2006376 Ontario Inc. 2075382 Ontario Limited 2104023 Ontario Inc. 2108602 Ontario Ltd 22 Minutes (Nye) IV Incorporated 22 Minutes XI Incorporated 22 Minutes XIV Limited 2215190 Ontario, Inc. 2215190 Ontario, Inc. for "The Backpackers" 2218373 Ontario Inc for ""Upstaged"" 2223702 Ontario, Inc. 2255478 Ont. Ltd. 229543 Ontario, Inc for "URL" 2296613 Ontario Inc. 2328813 Ontario Inc for ""Mad Dog & Weasel"" 2402859 Ontario Inc. for ""The Little Show"" 2406664 Ontario Inc. 2More Films Media (On)Inc. 3084299 Nova Scotia Limited 3868265 Canada Inc 3D Films (Canada) Inc 40 Below Productions, Inc. 4433581 Manitoba Inc. 49th Parallel Films Two Inc. 506 Productions for ""Rainbow Connection"" (Story Consultants only) 52 Media, Inc for "OMAR K." 643510 B.C. -
Breaking the Glass Ceiling
Kilidi Kırmak Breaking the Glass Ceiling For a business world that stands against any kind of discrimination, negative or positive... July 2017 kpmg.com.tr Contents Preface 3 Introduction 5 Yönetim Kurulunda Kadın Derneği (Women on Board) 6 Purpose and significance of the research 7 The research method 7 Gender equality 9 Promoting gender equality 10 Participation of women in the labor force 10 Research findings 11 Career, children, career 13 Career and the sense of corporate belonging 15 Being a female manager 18 A boys’ club but no women’s club 20 A well-balanced life 21 As a result... 24 Glass ceilings 25 Queen Bee Syndrome 26 Overcoming obstacles 27 Gender balance in management 30 Common attributes of female leaders 32 10 essentials for breaking the glass ceiling 35 Mother or postponing motherhood 36 What about the West? 36 Motherhood is your highest calling 37 Increasing the number of female managers 40 Conclusion 43 Suggestions 44 Quantitative research participant profile 46 Bibliography 48 Acknowledgments 49 Kilidi Kırmak - 2017 1 Preface We now live in a society where women’s The research aims to go beyond the social, political and economic roles are oft-repeated platitudes trotted out in the being redefined. Both in Turkey and other context of gender equality by offering parts of the world we now see more a wider perspective on the issue. All women than ever taking more active roles research data is supported numerically. in business life and being promoted to The interviews we held with male decision-maker positions. There are now and female C-level executives of large more women on executive boards. -
An Overview of Glass Ceiling, Tiara, Imposter, and Queen Bee Barrier Syndromes on Women in the Upper Echelons
Asian Social Science; Vol. 15, No. 1; 2019 ISSN 1911-2017 E-ISSN 1911-2025 Published by Canadian Center of Science and Education An Overview of Glass Ceiling, Tiara, Imposter, and Queen Bee Barrier Syndromes on Women in the Upper Echelons Sabirah Ambri1, Lokman Mohd Tahir2 & Rose Alinda Alias2 1 Department of Educational Foundation and Social Science, Faculty of Education, Universiti Teknologi Malaysia, Johor, Malaysia 2 Department of Information System, Faculty of Computing, Universiti Teknologi Malaysia, Johor, Malaysia Correspondence: Sabirah Ambri, Department of Educational Foundation and Social Science, Faculty of Education, Universiti Teknologi Malaysia, Johor, Malaysia. E-mail: [email protected] Received: November 6, 2018 Accepted: December 1, 2018 Online Published: December 28, 2018 doi:10.5539/ass.v15n1p8 URL: https://doi.org/10.5539/ass.v15n1p8 Abstract The increasing women participation in the upper management level has been a comprehensive research study for women and career studies. Although only a few of them have had successfully broken the glass ceiling, they still have to struggle to keep up with the opposite gender. The purpose of the research study is to review past research studies on the glass ceiling syndrome, tiara syndrome, imposter syndrome, and queen bee barrier syndromes that commonly occur in women‟s career progression and understand how it affects women‟s career success. This paper reports the results of a literature review on four barrier syndromes in 45 combinations of research paper, books, magazine, thesis and discussion paper. Women need to have skills and ability in order to be leaders of upper management. The result of the study could provide a better understanding of the barriers that effects the women leaders in becoming successful. -
Friday, May 17
Open Dance Nationals Program Remember only those events in which contestants are registered are listed - if you need assistance, please ask a member of our staff. ALL RESULTS POSTED - Competitors go to the awards table after viewing results to get awards for DUETS and SOLOS Friday, May 17 - Canyon Pavilion 1:00 pm Dance INTER Standard Solo Jazz Elem (9-11) DS-825 Kamrie Steele Nelson DS-785 Amorrette Garcia - Unstoppable Mauldin DS-827 Sadie Mauldin - Run the World Capunay DS-786 Emerie Donaldson - Natural Mauldin DS-828 KaylaMae Clark Clark DS-787 Ember Craig - Panic Room Craig DS-829 Montana Gardner Nielsen 1:09 pm Dance INTER Standard Solo Jazz Jr (12-14) 3:40 pm Dance INTER Queen Solo Jazz YA (18-25) DS-788 Elisabeth Hunsaker - Colors Capunay DS-830 Brianna Rosin - Beautiful People Ricci DS-789 Dharma Fifield Fillippe DS-831 Kaylee Kent - Sweet Dreams Ricci DS-790 Faith Nelson Hancock DS-832 Andrea Rosin - That Man Ricci DS-791 Bentley Robertson Heskett DS-833 Samantha Fox Salazar DS-792 Tayzja Mittelstadt - Mansion Mauldin DS-834 Kaylee Kent - Skater Boy Ricci DS-793 Hadlie Boyle Hancock DS-835 Kaylee Kemt - Everybody Wants to Rule Ricci 1:28 pm Dance INTER Standard Solo Jazz Sr (15-17) 3:59 pm Dance INTER Queen Solo Contemporary Mini (7-8) DS-794 Athena Klos Schild DS-836 Ali Jaramillo Hyder DS-795 Jadelynn Waugh 4:02 pm Dance INTER Queen Solo Contemporary Elem (9-11) 1:34 pm Dance INTER Standard Solo Contemporary Jr (12-14) DS-838 natalie helms Hyder DS-796 Annkia Dahl - In my Blood Heskett 4:05 pm Dance INTER Queen Solo Contemporary -
2018 East Brunswick Regional Results
East Brunswick, NJ February 3 - 4, 2018 Elite 8 Junior Mr. StarQuest Joshua Gerovich - No Strings Attached - Brooklyn's Elite Dance Complex Elite 8 Teen Mr. StarQuest Fouad Farran – Love Me Again – Brooklyn’s Elite Dance Complex Elite 8 Mr. StarQuest Tyree Burton – Next To You – Complexity Dance Center Elite 8 Petite Miss StarQuest Scarlet Sperry - Small Leaf - Prestige Academy of Dance, LLC Elite 8 Junior Miss StarQuest Concetta Tamburri - Get Happy - Prestige Academy of Dance, LLC Elite 8 Teen Miss StarQuest Hannah Murray - April In Paris - Contempro Dance Theatre Elite 8 Miss StarQuest Michelle Quiner - Rising Hope - North Jersey School of Dance Arts Top Select Petite Solo 1 - Scarlet Sperry - Small Leaf - Prestige Academy of Dance, LLC 2 - Elliana Quiner - Soar - North Jersey School of Dance Arts 3 - Francesca O'Brien - Showoff - Essex Dance Academy 4 - Taylor Garibell - I'm A Star - Prestige Academy of Dance, LLC 5 - Gabriella Schetelich - Mr. Big Stuff - Prestige Academy of Dance, LLC Top Select Junior Solo 1 - Caroline Quiner - North Green Down - North Jersey School of Dance Arts 2 - Joshua Gerovich - No Strings Attached - Brooklyn's Elite Dance Complex 3 - Concetta Tamburri - Get Happy - Prestige Academy of Dance, LLC 4 - Olivia Goldberg - Can't Help Falling In Love - Essex Dance Academy 5 - CC Weil - Hallelujah - Prestige Academy of Dance, LLC 6 - Ariana Mastroianni - Layers - Complexity Dance Center 7 - Lexi Deignan - Small World - Prestige Academy of Dance, LLC 8 - Rachel Mager - Defying Gravity - Essex Dance Academy 9 - Emily