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Nightmares, Demons and Slaves
Management Communication Quarterly Volume 20 Number 2 November 2006 1-38 Nightmares, Demons © 2006 Sage Publications 10.1177/0893318906291980 http://mcq.sagepub.com and Slaves hosted at Exploring the Painful Metaphors http://online.sagepub.com of Workplace Bullying Sarah J. Tracy Arizona State University, Tempe Pamela Lutgen-Sandvik University of New Mexico, Albuquerque Jess K. Alberts Arizona State University, Tempe Although considerable research has linked workplace bullying with psy- chosocial and physical costs, the stories and conceptualizations of mistreat- ment by those targeted are largely untold. This study uses metaphor analysis to articulate and explore the emotional pain of workplace bullying and, in doing so, helps to translate its devastation and encourage change. Based on qualitative data gathered from focus groups, narrative interviews and target drawings, the analysis describes how bullying can feel like a battle, water tor- ture, nightmare, or noxious substance. Abused workers frame bullies as nar- cissistic dictators, two-faced actors, and devil figures. Employees targeted with workplace bullying liken themselves to vulnerable children, slaves, pris- oners, animals, and heartbroken lovers. These metaphors highlight and delimit possibilities for agency and action. Furthermore, they may serve as diagnostic cues, providing shorthand necessary for early intervention. Keywords: workplace bullying; emotion; metaphor analysis; work feelings; harassment So many people have told me, “Oh, just let it go. Just let it go.” What’s inter- esting is people really don’t understand or comprehend the depths of the bully’s evilness until it’s done to them. Then they’re shocked. I had people Authors’ Note: We thank the College of Public Programs and the Office of the Vice President for Research and Economic Affairs at Arizona State University for a grant that helped fund this research. -
Down Top Workplace Incivility and Organizational Health of Deposit Money Banks in Nigeria
International Journal of Business and Management Review Vol.7, No.5, pp.61-84, August 2019 Published by European Centre for Research Training and Development UK (www.eajournals.org) DOWN TOP WORKPLACE INCIVILITY AND ORGANIZATIONAL HEALTH OF DEPOSIT MONEY BANKS IN NIGERIA Dr. L.I. Nwaeke Department of Management m Rivers State University, Port-Harcourt Akani, Vivian Chinogounum Postgraduate Student, Department of Management, Rivers State University Port-Harcourt ABSTRACT: This study examined the effects of down top workplace incivility on organizational health of deposit money banks in Rivers State. The objective was to investigate the nature of relationship between down top workplace incivility and organizational health. The independent variable proxy was down top workplace incivility while organizational health proxy was goal focus, resource utilization and cohesiveness. This study explored quasi-experimental research design. The population of the study comprises of 17 deposit money banks operating in Port Harcourt quoted in the Nigeria Stock Exchange. Three hundred and forty six respondents were obtained as sample size, using the Taro Yemen’s formula. Spearman rank correlation was used to test the null hypotheses at 0.05 level of significance computed within SPSS software. The study found that there negative and no significant relationship between down top workplace incivility and resource utilization, negative and no significant relationship between down top workplace incivility and cohesiveness. Furthermore, the study also revealed a negative and no significance relationship between down top incivility and goal focus. The findings of this study support the need to appraise organizational incivility, especially among high-status employees, as perceived across all hierarchical levels considering the significant relationships between structure and workplace incivility and organizational health. -
A Theory of Biobehavioral Response to Workplace Incivility
BIOBEHAVIORAL RESPONSE TO INCIVILITY THE EMBODIMENT OF INSULT: A THEORY OF BIOBEHAVIORAL RESPONSE TO WORKPLACE INCIVILITY Lilia M. Cortina University of Michigan 530 Church Street Ann Arbor, MI 48104 [email protected] M. Sandy Hershcovis University of Calgary 2500 University Drive NW Calgary, AB T2N 1N4 [email protected] Kathryn B.H. Clancy University of Illinois at Urbana-Champaign 607 S. Mathews Ave. Urbana, IL 61801 [email protected] (in press, Journal of Management) ACKNOWLEDGEMENTS The authors are grateful to Christine Porath, who provided feedback on an earlier draft of this article. Hershcovis acknowledges support from the Social Sciences and Humanities Research Council of Canada. Clancy acknowledges support from NSF grant #1916599, the Illinois Leadership Center, and the Beckman Institute for Advanced Science & Technology, and thanks her trainees as well as the attendees of the 2019 Transdisciplinary Research on Incivility in STEM Contexts Workshop for their brilliant thinking and important provocations. BIOBEHAVIORAL RESPONSE TO INCIVILITY 1 Abstract This article builds a broad theory to explain how people respond, both biologically and behaviorally, when targeted with incivility in organizations. Central to our theorizing is a multifaceted framework that yields four quadrants of target response: reciprocation, retreat, relationship repair, and recruitment of support. We advance the novel argument that these behaviors not only stem from biological change within the body, but also stimulate such change. Behavioral responses that revolve around affiliation, and produce positive social connections, are most likely to bring biological benefits. However, social and cultural features of an organization can stand in the way of affiliation, especially for employees holding marginalized identities. -
Business Networking Business Networking Tips and Techniques For
Business Networking Business networking tips and techniques for networking events and networking websites Business networking is an effective low-cost marketing method for developing sales opportunities and contacts, based on referrals and introductions - either face-to-face at meetings and gatherings, or by other contact methods such as phone, email, and increasingly social and business networking websites (such as the Businessballs Community on this website). The shortened term 'networking' can be confused with computer networking/networks, which is different terminology, relating to connection and accessibility of multiple computer systems. A business network of contacts is both a route to market for you, and a marketing method. Business networking offers a way to reach decision-makers which might otherwise be very difficult to engage with using conventional advertising methods. In addition, business networking brings with it the added advantage of recommendation and personal introduction, which are always very helpful for developing business opportunities. Business networking is a way for you to make the maxim, "It's not what you know, it's who you know.." work for you. The principles and techniques of business networking are mostly common-sense. Many of the behavioural principles apply also to business and relationships generally, and specifically to selling, managing, coaching, facilitating, etc. Business Networking - Quick Tips Summary Here are ten of the most important principles for effective business networking. More details are linked from each tip to bigger explanations below. Consider that all sorts of professional people outside of the business community can also be very helpful networking contacts - for example, scientists, lecturers, educators, councillors, etc. -
Relationship Between Job Stress and Workplace Incivility Regarding to the Moderating Role of Psychological Capital
Journal of Fundamentals Mashhad University Psychiatry and Behavioral Sciences of Mental Health of Medical Sciences Research Center lagigirO Article Relationship between job stress and workplace incivility regarding to the moderating role of psychological capital *Seyed Esmaeil Hashemi1; Sahar Savadkouhi2; Abdolzahra Naami3; Kioumars Beshlideh1 1Associate professor of psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran 2MA. student in industrial and organizational psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran 3Professor of psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran Abstract Introduction: The purpose of this study was to investigate the relationship of job stress and workplace incivility behaviors considering the moderating role of psychological capital (resiliency, optimism, hope, and efficacy). Materials and Methods: Participants of this descriptive-analytical study were 297 employees of Khozestan Regional Electrical Company in Ahvaz at year of 2016 were selected by stratified randomized sampling method. These participants completed the job stress, workplace incivility behaviors and psychological capital questionnaires. Pearson correlation and hierarchical regression analyses were used to analysis. Results: Findings indicated that job stress was negatively related to workplace incivility (P=0.008) and resiliency moderated the relationship of job stress with workplace incivility (P=0.04). Moreover optimism, hope, and self-efficacy not moderated relationship of job stress with workplace incivility. Conclusion: The results showed that the relationship between job stress and workplace incivility in high resilient employees is weaker than the relationship between these two variables in employees with low resiliency. Keywords: Job stress, Psychological capital, Resilience Please cite this paper as: Hashemi SE, Savadkouhi S, Naami A, Beshlideh K. Relationship between job stress and workplace incivility regarding to the moderating role of psychological capital. -
Microtimes Volume 2 Number 1
California's Computer Magazine VOL 2, NO. 1 • JANUARY 1985 sap-;. Sweet Savage Byte Jina Infiltrates the Pig Sty Sacred Cows Beware Peter McWilliams Speaks Out Gene Carriere Programs Next Computer Millionai Computers He's Also Blind ig Wolfgram, Creator of PC Pom Photo: Don Hamilton Service Contract Salell January only: 8.9% of your invoice on IBM and Compaq personal computers and peripherals This Sale Price Includes: ON-SITE SERVICE: We come to you! No worry of dropping heavy equipment and no time wasted traveling. FAST SERVICE: Which means little down time. ServiceWORLD tech- nicians will be at your site the same day. LOANER POLICY: If needed, a loaner of the like kind will be given to you until yours has been fixed. There's a WORLD of On-Site 408-998-3100 NOW YOU CAN DO YOUR CHRISTMAS SHOPPING OVER THE PHONE! CALL US FOR A ServiceWORLD CREDIT CARD-AND DON'T FORGET WE DELIVER AND INSTALL FOR FREE pelt ServiceWorld 55 Francisco St. #2 S.F., CA ...Products to enhance your computers and profits On-Site Service means FREE DELIVERY AND INSTALLATION is standard whether you're buying memory chips or printers, multifunction boards or monitors. On-Site Service means free diagnostic testing with every delivery/installation. And look at these low prices and special discounts: MEMORY UPGRADES SPECIAL LIMITED TIME SPECIAL $279 64KB RAM ONLY $49 MULTIFUNCTION BOARDS Quadram 384K expansion w/64K AST Sixpack Plus w/64K PRINTERS NEC SELLUM PRO 77S 55 cps $2249 HARD DISK DRIVES includes sheet feeder, 1 6K buffer Tallgrass $2695 NEC 5500D 55 cps letter -
A Crash Course in Labor & Employment
WeWork E. 57th September 7, 2018 12:00-2:00pm BACK TO WORK LUNCH A Crash Course in Labor & Employment Law About Us Pardalis & Nohavicka is a full-service law firm based in New York City with offices in Manhattan and Queens. We handle an eclectic array of matters representing individuals and business owners with: ❏ Civil Litigation ❏ Employment Law ❏ Trademark Services ❏ Intellectual Property Protection ❏ Business Transactions ❏ Patents Our mission is to approach each matter with the utmost in ethical standards and integrity. With their experience and unique approach, our attorneys regularly solve problems for a total fee lower than comparable firms charge. We cannot help but consider it a professional honor to be entrusted with your business and personal matters. We are counsel to innovative companies, start-ups, and brands around the world! Meet Our Attorney Ariadne Panagopoulou, Esq Ariadne is responsible for managing all of the firm’s employment cases (including wage and hour, discrimination, harassment, hostile work environment, family and medical leave, restrictive covenants, retaliation and whistleblower violations) from the commencement of litigation up until trial and/or settlement. She has successfully represented both employers and employees in federal and state courts as well as federal and state agencies including the NLRB, the EEOC, the OSHA, the NYC Commission on Human Rights, the NYS Division of Human Rights and the NY Department of Labor. Prior to joining the firm, Ariadne served as a research assistant in microeconomics at Harvard Law School and also taught Law School courses at the University of Edinburgh for which she received a teaching award. -
Key Steps to Small-Business Success
Experts Share Key Steps to Small-Business Success 1 WE’RE IN THIS TOGETHER OVERVIEW What does it take to grow a successful business? We asked some of the top business and success coaches to share their tips and tools on how to grow and scale a business. The next few pages are rich in hard-won ideas. From networking to understanding cash flow, each coach shares his or her insights and action items designed to help you move forward. Contents Networking Events That Get Results ...............................................3 Networking Is Still King .......................................................................... 7 Creating a Strengths-Based Company Culture ........................ 9 It’s Cash Flow, Stupid ..............................................................................13 How to Allocate Your Time and Resources for Impactful Marketing ...............................................................................................16 Product Market Fit....................................................................................18 Small-Business Success Story ............................................................21 NETWORKING EVENTS THAT GET RESULTS —ALAN MELTON Do you feel awkward or afraid when going to business networking events? You are not alone! Many people avoid networking events, and they miss out on valuable opportunities. Simply showing up at a networking event with your business cards is not enough. Successful networking requires planning and strategy. Here are some tips to reduce your stress and make your networking effective. What is your advice for small-business 3. Be ready to describe your ideal client. 3 owners? And how is that advice distinctly Know how to describe your prospects in terms important for small-business owners? of demographics. For example, “My clients are young married couples who live in working-class 1. Go with the plan to help others. The best neighborhoods in Charlotte, North Carolina.” way to set yourself at ease while networking is to focus on other people. -
Mentoring Elements That Influence Employee Engagement Lee Thornton Fountain Walden University
Walden University ScholarWorks Walden Dissertations and Doctoral Studies Walden Dissertations and Doctoral Studies Collection 2018 Mentoring Elements that Influence Employee Engagement Lee Thornton Fountain Walden University Follow this and additional works at: https://scholarworks.waldenu.edu/dissertations Part of the Business Administration, Management, and Operations Commons, Cultural Resource Management and Policy Analysis Commons, and the Management Sciences and Quantitative Methods Commons This Dissertation is brought to you for free and open access by the Walden Dissertations and Doctoral Studies Collection at ScholarWorks. It has been accepted for inclusion in Walden Dissertations and Doctoral Studies by an authorized administrator of ScholarWorks. For more information, please contact [email protected]. Walden University College of Management and Technology This is to certify that the doctoral dissertation by Lee T. Fountain has been found to be complete and satisfactory in all respects, and that any and all revisions required by the review committee have been made. Review Committee Dr. Donna Brown, Committee Chairperson, Management Faculty Dr. Raghu Korrapati, Committee Member, Management Faculty Dr. Nikunja Swain, University Reviewer, Management Faculty Chief Academic Officer Eric Riedel, Ph.D. Walden University 2018 Abstract Mentoring Elements that Influence Employee Engagement by Lee T. Fountain MA, Davenport University, 2006 BS, Davenport University, 2003 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Management Walden University November 2018 Abstract Employee disengagement is a significant issue for leaders and managers in many organizations. The general problem is the workforce in many American organizations includes disengaged employees. In 2016, only 33% of the workforce in the United States was engaged. -
Miami-Dade TPO Telecommute Study Final Report, January 2021
Miami-Dade TPO Telecommute Study January 2021 Miami-Dade TPO Telecommute Study Final Report i Miami-Dade TPO Telecommute Study INTRODUCTION 6 1. TELECOMMUTING LITERATURE REVIEW 7 1.1 Telecommuting Trends 7 1.1.1 Pre-COVID-19 7 1.1.2 During COVID-19 9 1.2 Existing Telecommuting Policies and Case Studies 10 1.2.1 Existing Policies in Miami-Dade County 10 1.2.2 Florida Statewide Policy 11 1.2.3 Nationwide 11 1.2.4 International Policies 14 1.3 Tax Credit Incentives 15 1.4 Telecommuting Best Practices 16 1.4.1 Workplace Implementation 16 1.4.2 Required Infrastructure 17 1.4.3 Promoting More Access Opportunities 19 1.4.4 Telecommuting Impacts 19 1.5 Telecommuting Literature Review Summary 22 2. TELECOMMUTING DATA AND ASSESSMENT 22 2.1 Surveys 22 2.1.1 FDOT District Six 22 2.1.2 South Florida Commuter Services 26 2.1.3 Palm Beach Transportation Planning Agency 27 2.1.4 Miami-Dade County Public Schools 28 2.1.5 Kittelson & Associates, Inc. 30 2.2 Executive Roundtable 31 2.3 Employment and Economic Indicators 32 2.3.1 Survey-based Indicators 33 2.3.2 Real-time Indicators 39 2.4 COVID-19 Case Data 40 2.5 Traffic Volumes 42 2.5.1 In-Road Counters 42 2.5.2 Mobile Device Data 46 2 Miami-Dade TPO Telecommute Study 2.6 Transit Ridership 48 2.7 Telecommunications Infrastructure 49 2.8 Transportation Infrastructure 53 2.9 Telecommuting Assessment 55 2.9.1 Public and Stakeholder Input 55 2.9.2 Target Industries and Job Functions 56 2.9.3 Tourism Impacts 58 2.9.4 Workplace Policies 59 2.9.5 Environmental Effects for Miami-Dade County 60 2.10 Infrastructure Impacts 62 2.10.1 Telecommuting Effects 62 2.10.2 Needs for Long-Term Congestion Reduction 62 3. -
THINK ENTREPRENEURS: a Call to Action
THINK ENTREPRENEURS: A Call to Action Integrating Entrepreneurship Into the Public Workforce System Throughout America Grant # MI-17624-08-60-A-39 Submitted By: The Consortium for Entrepreneurship Education 1601 West Fifth Avenue # 199 Columbus, Ohio 43212 www.entre-ed.org Phone: 614-486-6538 [email protected] Dr. Cathy Ashmore Executive Director and Lead Investigator This report was prepared for the U. S. Department of Labor, Employment and Training Administration. The information contained in this product was created by a grantee organization and does not necessarily reflect the official position of the U. S. Department of Labor. All references to non-governmental companies or organizations, their services, products, or resources are offered for informational purposes and should not be construed as an endorsement by the Department of Labor. Acknowledgements This report was made possible through grant # MI-17624-08-60-A-39 from the Department of Labor (DOL), Employment and Training Administration (ETA) to examine the Public Workforce System and to determine how self-employment and entrepreneurship are (and could be) presented as options to the unemployed. The Consortium for Entrepreneurship Education (CEE) gratefully acknowledges the opportunity to investigate the system and make recommendations. This research has strengthened CEE‘s opinion that the Public Workforce System should fully embrace self-employment as an option for economic and workforce development. Jonathan Simonetta and Mary Vines of DOL/ETA provided critical information, assistance, and guidance and served as liaisons among many of those involved in this work. We thank all those at ETA who participated in our briefings, provided guidance about effective practices around the country, and helped complete the Entrepreneurship Competency Model which now resides on the DOL/ETA One-Stop Career Center website. -
Workplace Incivility Workplace Incivility Is a Topic That Numerous Health Care Professionals Have Experienced in Their Careers
March 2020 www.nursingcenter.com Workplace Incivility Workplace incivility is a topic that numerous health care professionals have experienced in their careers. We often think of the phrase “nurses eat their young,” and Kisner (2018) discovered that as a result of incivility, “30% to 50% of all new nurses will leave their profession sometime during their first 3 years of practice.” The Joint Commission (2016) discovered that “59% (of nurses) experienced verbal abuse during a seven-day period.” These actions can contribute to consequences varying from work absenteeism to medical errors. Incivility should not be tolerated nor accepted in the professional workplace. Definition The American Nurses Association (ANA) (2019) has defined incivility as “one or more rude, discourteous, or disrespectful actions that may or may not have a negative intent behind them.” The ANA Position Statement (2015) on incivility states that nurses must make “a commitment to – and accept responsibility for – establishing and promoting healthy interpersonal relationships with one another.” Forms of workplace incivility include (McNamara, 2012): • Verbal abuse (i.e., gossiping, shouting, or swearing) • Nonverbal abuse (i.e., eye rolling, making faces, excluding another from conversation) • Passive-aggressive behavior (i.e., refusing to communicate, sabotaging a coworker) • Bullying (i.e., accusing a coworker of someone else’s error, assigning unfavorable work, expressing untrue critique) Key Clinical Considerations and Outcomes Incivility impacts patient care, and