Swearing: the Good, the Bad & the Ugly
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How to Recognize Workplace Bullying and Harassment
How to recognize Workplace bullying and harassment The Workers Compensation Act explains the rights and responsibilities of employers and workers as they relate to workplace health and safety. These obligations include preventing and addressing workplace bullying and harassment, as outlined in WorkSafeBC’s Occupational Health and Safety (OHS) policies D3-115-2, D3-116-1, D3-117-2. Under these OHS policies, employers must train supervisors and workers to recognize the potential for bullying and harassment in the workplace. Examples of bullying and harassment Definition Not all inappropriate, offensive, or disrespectful WorkSafeBC’s OHS policies use the conduct is bullying and harassment. The phrase “bullying and harassment” as a behaviour must be humiliating or intimidating single term, which: to be considered bullying and harassment. The (a) includes any inappropriate conduct following are some examples of behaviour or or comment by a person towards comments that might suggest bullying and a worker that the person knew or harassment is taking place: reasonably ought to have known • verbal aggression or insults; calling someone would cause that worker to be derogatory names humiliated or intimidated, but • vandalizing personal belongings (b) excludes any reasonable action taken • sabotaging someone’s work by an employer or supervisor relating to the management and direction of • spreading malicious gossip or rumours workers or the place of employment. • engaging in harmful or offensive initiation practices Intent does not determine whether the behaviour • physical or verbal threats (this could also is bullying and harassment. A person cannot constitute “violence” or “improper activity or excuse their behaviour by saying he or she did behaviour” under the Occupational Health and not intend it to be humiliating or intimidating. -
Whistleblower Protection Act
WHISTLEBLOWER PROTECTION ACT U.S. ELECTION ASSISTANCE COMMISSION OFFICE OF INSPECTOR GENERAL ProtectedProtected WhistleWhistle BlowingBlowing • An employee, former employee, or applicants for employment • Makes a disclosure which he/she reasonably believes evidences: – A violation of a law, rule, or regulation – Gross mismanagement – Gross waste of funds – Abuse of authority – Substantial and specific danger to public health or safety • To a supervisor, high ranking agency official or the Inspector General – Fraud, waste, abuse and mismanagement must be reported to the Inspector General Reprisal/RetaliationReprisal/Retaliation • Whistleblower Protection Act also prohibits acts of reprisal or retaliation for making a protected disclosure (see previous slide) • Reprisal or retaliation can include but are not limited to imposing or unreasonably refusing the following: – Adverse action or disciplinary action – Detail or reassignment – Appointment – Promotion – Decisions concerning pay, benefits or awards – Performance evaluations (positive or negative) • Act of retaliation should be reported to the OIG and/or EAC management – OIG can protect employees against retaliation and reprisal ProtectedProtected DisclosuresDisclosures • Violation of any law, • Gross mismanagement rule or regulation – More that a difference of – Need not involve a specific opinion type of waste, fraud or – Not simple negligence or abuse wrongdoing – Can include violations of – Management action or agency policy or procedure inaction that creates a – Must be a substantive -
Workplace Incivility: What Do Targets Say About It?
Workplace Incivility: What Do Targets Say About It? Priyanka V. Doshy Texas A&M University Jia Wang Texas A&M University Every year millions of people fall prey to workplace incivility. Although current literature attempts to discuss the nature of workplace incivility, its impact, outcomes, and solutions, researchers stated that further work is required to understand this complex phenomenon. Thus, the purpose of this paper was to understand how workplace incivility is manifested in organizations and ways in which targets cope with uncivil behaviors. Findings suggest that power dynamics, perpetrators intentions and personality, and lack of organizational policies play a huge role in inhibiting workplace incivility that result in targets facing detrimental consequences. Implications for research and practice are provided. INTRODUCTION Workplace incivility is steadily rising with the changing nature of work in the new millennium (Estes & Wang, 2008; Roscigno, Hudson, & Lopez, 2009). Every year millions of people fall prey to workplace incivility. Pearson and Porath (2009) reported that about one-fourth of the workers they polled in 1998 received rude treatment once or more in a week. By 2005 that number had risen to nearly half; about 95 percent reported experiencing incivility from their coworkers (Pearson & Porath, 2009). It is terrifying yet a reality that incivility prevails in all types of organizations, ranging from Fortune 500 companies, medical firms, government agencies, to national sports organizations, academia, and many other for-profit and non-profit organizations (Person & Porath, 2005). Researchers have conceptualized workplace incivility in various ways with an attempt to capture the complexity and intensity of the phenomenon. For instance, Rau-Foster (2004) described workplace incivility as “subtle rude or disrespectful behavior that demonstrates lack of regard for others” (p. -
Exploring Narrator-Reader Relationships with Jim Thompson's
Exploring Narrator-Reader Relationships with Jim Thompson’s Victims of Circumstance: Lou Ford, Dolly Dillon, William “Kid” Collins, and Charles Bigger By Nicolena Marie Crescenzo A Thesis Submitted to the Faculty of Dorothy F. Schmidt College of Arts and Letters In Partial Fulfillment of the Requirements for the Degree of Master of English Florida Atlantic University Boca Raton, FL December 2018 Copyright 2018 by Nicolena Marie Crescenzo ii Acknowledgements The author wishes to express sincere gratitude to her committee members for all of their support, and special thanks to my advisor for his patience and encouragement during the typing of this manuscript. The author is grateful to her family for always supporting her efforts to be successful. Last but not least, the author wishes to thank her mentors during her undergraduate studies for their recommendations academically and professionally that have helped her reach this point. iv Abstract Author: Nicolena Marie Crescenzo Title: Exploring Narrator-Reader Relationships with Jim Thompson’s Victims of Circumstance: Lou Ford, Dolly Dillon, William “Kid” Collins, and Charles Bigger Institution: Florida Atlantic University Thesis Advisor: Dr. Robert Don Adams Degree: Master of English Year: 2018 By examining Jim Thompson’s novels, published between 1952-1955–The Killer Inside Me, A Hell of a Woman, After Dark, My Sweet, and Savage Night–this essay interrogates the relationship created between the narrator and the reader, how the narrator–and Thompson in turn–highlights certain societal flaws, emphasizing how ethical consequence is born out of the attempt to attain freedom from one’s cultural circumstance–both in terms of economic restraint and mental health status. -
Is It Harassment? Workplace Gossip Is No Joking Matter
425-454-4233 sebrisbusto.com Employment Law Note March 2019 Is it Harassment? Workplace Gossip Is No Joking Matter By Jillian Barron, [email protected] locked her out, then discussed the rumor during the Few workplaces are entirely free from gossip meeting. When Parker sought to discuss the rumor with and rumors. Employers typically consider such Moppins, he blamed her for bringing the situation to the chatter an annoying but inevitable part of workplace. He said he had had “great things” planned for social interactions among their employees, something to her, but he could no longer recommend her for promotions be ignored if possible. Supervisors sometimes join in the or higher-level tasks and would not allow her to advance discussions of other employees’ personal lives. They may further because of the rumor. In a later meeting he told even pass on rumors themselves. As a recent federal Parker he should have terminated her when she began appeals court case demonstrates, however, gossip can “huffing and puffing about this BS rumor,” and he began perpetuate discriminatory stereotypes and, if left screaming at her. The rumor continued to spread, resulting unchecked, lead to an unlawful hostile work environment. in Parker being treated with resentment and disrespect by The problem is compounded when supervisors accept or other employees. contribute to a rumor instead of putting a halt to it. Parker filed a sexual harassment complaint against Moppins and Jennings with Human Resources (“HR”). The Case: Parker v. Reema Consulting Jennings then submitted his own complaint with HR, Services (4th Cir. 2019) alleging Parker was creating a hostile work environment for him. -
Gossip, Exclusion, Competition, and Spite: a Look Below the Glass Ceiling at Female-To-Female Communication Habits in the Workplace
University of Tennessee, Knoxville TRACE: Tennessee Research and Creative Exchange Masters Theses Graduate School 5-2013 Gossip, Exclusion, Competition, and Spite: A Look Below the Glass Ceiling at Female-to-Female Communication Habits in the Workplace Katelyn Elizabeth Brownlee [email protected] Follow this and additional works at: https://trace.tennessee.edu/utk_gradthes Part of the Organizational Communication Commons Recommended Citation Brownlee, Katelyn Elizabeth, "Gossip, Exclusion, Competition, and Spite: A Look Below the Glass Ceiling at Female-to-Female Communication Habits in the Workplace. " Master's Thesis, University of Tennessee, 2013. https://trace.tennessee.edu/utk_gradthes/1597 This Thesis is brought to you for free and open access by the Graduate School at TRACE: Tennessee Research and Creative Exchange. It has been accepted for inclusion in Masters Theses by an authorized administrator of TRACE: Tennessee Research and Creative Exchange. For more information, please contact [email protected]. To the Graduate Council: I am submitting herewith a thesis written by Katelyn Elizabeth Brownlee entitled "Gossip, Exclusion, Competition, and Spite: A Look Below the Glass Ceiling at Female-to-Female Communication Habits in the Workplace." I have examined the final electronic copy of this thesis for form and content and recommend that it be accepted in partial fulfillment of the requirements for the degree of Master of Science, with a major in Communication and Information. Michelle Violanti, Major Professor We have read this thesis -
Swear Words Uttered by the Main Characters in Ted 2 Movie
PLAGIAT MERUPAKAN TINDAKAN TIDAK TERPUJI SWEAR WORDS UTTERED BY THE MAIN CHARACTERS IN TED 2 MOVIE A SARJANA PENDIDIKAN THESIS Presented as Partial Fulfillment of the Requirements to Obtain the Sarjana Pendidikan Degree in English Language Education By Rebecca Puspa Crysmasari Student Number: 141214116 ENGLISH LANGUAGE EDUCATION STUDY PROGRAM DEPARTMENT OF LANGUAGE AND ARTS EDUCATION FACULTY OF TEACHERS TRAINING AND EDUCATION SANATA DHARMA UNIVERSITY YOGYAKARTA 2018 PLAGIAT MERUPAKAN TINDAKAN TIDAK TERPUJI PLAGIAT MERUPAKAN TINDAKAN TIDAK TERPUJI PLAGIAT MERUPAKAN TINDAKAN TIDAK TERPUJI THIS THESIS IS DEDICATED TO MYSELF iv PLAGIAT MERUPAKAN TINDAKAN TIDAK TERPUJI PLAGIAT MERUPAKAN TINDAKAN TIDAK TERPUJI PLAGIAT MERUPAKAN TINDAKAN TIDAK TERPUJI ABSTRACT Crysmasari, Rebecca Puspa. (2018). Swear Words Uttered by the Main Characters in TED 2 Movie. Yogyakarta: English Language Education Study Program, Faculty of Teachers Training and Education, Sanata Dharma University. Swear words can be found in the mass media communication, such as magazines and movies. Swear words can be regarded as positive or negative terms. People tend to use swear words to express their certain emotions. Thus, the researcher is interested in analyzing swear words which are uttered by the main characters in a movie. This study aims to analyze swear words used by the main characters in TED 2 movie. There are two questions formulated in this research. The research questions are 1) How do Ted and John use swear words in TED 2 movie? 2) What are the motives behind the swear words uttered by Ted and John in TED 2 movie? This research was a qualitative research. The researcher applied the discourse analysis. -
Incivility, Bullying, and Workplace Violence
AMERICAN NURSES ASSOCIATION POSITION STATEMENT ON INCIVILITY, BULLYING, AND WORKPLACE VIOLENCE Effective Date: July 22, 2015 Status: New Position Statement Written By: Professional Issues Panel on Incivility, Bullying and Workplace Violence Adopted By: ANA Board of Directors I. PURPOSE This statement articulates the American Nurses Association (ANA) position with regard to individual and shared roles and responsibilities of registered nurses (RNs) and employers to create and sustain a culture of respect, which is free of incivility, bullying, and workplace violence. RNs and employers across the health care continuum, including academia, have an ethical, moral, and legal responsibility to create a healthy and safe work environment for RNs and all members of the health care team, health care consumers, families, and communities. II. STATEMENT OF ANA POSITION ANA’s Code of Ethics for Nurses with Interpretive Statements states that nurses are required to “create an ethical environment and culture of civility and kindness, treating colleagues, coworkers, employees, students, and others with dignity and respect” (ANA, 2015a, p. 4). Similarly, nurses must be afforded the same level of respect and dignity as others. Thus, the nursing profession will no longer tolerate violence of any kind from any source. All RNs and employers in all settings, including practice, academia, and research, must collaborate to create a culture of respect that is free of incivility, bullying, and workplace violence. Evidence-based best practices must be implemented to prevent and mitigate incivility, bullying, and workplace violence; to promote the health, safety, and wellness of RNs; and to ensure optimal outcomes across the health care continuum. -
The Influence of Negative Workplace Gossip on Knowledge Sharing
sustainability Article The Influence of Negative Workplace Gossip on Knowledge Sharing: Insight from the Cognitive Dissonance Perspective Xiaolei Zou, Xiaoxi Chen * , Fengling Chen, Chuxin Luo and Hongyan Liu * School of Management, Jinan University, Guangzhou 510632, China; [email protected] (X.Z.); [email protected] (F.C.); [email protected] (C.L.) * Correspondence: [email protected] (X.C.); [email protected] (H.L.) Received: 4 March 2020; Accepted: 15 April 2020; Published: 17 April 2020 Abstract: Increasing attention is drawn to the effect of workplace gossip on the organization. Negative workplace gossip is a negative evaluation of others behind their back in the workplace. Based on the cognitive dissonance theory, the study explored the relationship between negative workplace gossip and knowledge sharing, through the mediation of organizational trust and the moderation of self-efficacy. The regression results of a two-stage questionnaire survey on 173 Chinese employees suggested that negative workplace gossip negatively influenced employees’ knowledge sharing through organizational trust. Additionally, findings also showed that self-efficacy moderated the mediation of organizational trust in the relationship between negative workplace gossip and knowledge sharing. This research provided a new theoretical perspective on the impact of workplace gossip, which has management implications for informal communication and team-building. Keywords: workplace gossip; knowledge sharing; organizational trust; self-efficacy 1. Introduction Workplace gossip is defined as informal conversation or evaluation (i.e., positive or negative) about a member beyond the person’s hearing [1], typically involving unproven details. Just as a famous proverb says, ‘Good news never goes beyond the gate, while bad news spreads far and wide’, gossip spreads rapidly and influences broadly. -
Gossip, Slander, and Talebearing Parashat Va-Yeishev, Genesis 37:1-40:23 | by Mark Greenspan
Worse than Sticks and Stones: Gossip, Slander, and Talebearing Parashat Va-yeishev, Genesis 37:1-40:23 | By Mark Greenspan “Gossip, Slander, and Talebearing” by Benjamin Kramer (pp. 582) in The Observant Life Introduction According to Rabbi Kramer, the ability to express ourselves in words is central not only to our humanity but to the divine image in which we are created. Just as God created the world through language, we have the power to create or destroy worlds and lives by the way we use words. As soon as we begin to speak, we reveal to the world our true character. It is for that reason that the sages placed so much emphasis on the ethics of language. Yet where does one draw a line between good and bad words? Few people would argue with the suggestion that slander and defamation of character are wrong; yet it‟s hard to resist the temptation to engage in a tasty bit of gossip. Simple straight-forward words can sometimes be destructive in ways we never anticipated. We also live in a time when the destructive or constructive power of words is amplified by digital and social media. What type of ethic should we have for the means and goals of communication at the beginning of the twenty-first century? The ethics of language plays an important role in Jewish life. The Talmud devotes a good amount of space to this topic and Maimonides codified the laws of lashon ha-ra in the Mishneh Torah. And yet there can be no simple or obvious rules for „good talk‟ and „bad talk.‟ While we can easily identify „bad talk‟ it is not easy to know what type of conversation is appropriate and inappropriate. -
'And I Swear...' – Profanity in Pop Music Lyrics on the American Billboard Charts 2009-2018 and the Effect on Youtube Popularity
INTERNATIONAL JOURNAL OF SCIENTIFIC & TECHNOLOGY RESEARCH VOLUME 9, ISSUE 02, FEBRUARY 2020 ISSN 2277-8616 'And I Swear...' – Profanity In Pop Music Lyrics On The American Billboard Charts 2009-2018 And The Effect On Youtube Popularity Martin James Moloney, Hanifah Mutiara Sylva Abstract: The Billboard Chart tracks the sales and popularity of popular music in the United States of America. Due to the cross-cultural appeal of the music, the Billboard Chart is the de facto international chart. A concern among cultural commentators was the prevalence of swearing in songs by artists who were previously regarded as suitable content for the youth or ‗pop‘ market. The researchers studied songs on the Billboard Top 10 from 2009 to 2018 and checked each song for profanities. The study found that ‗pop‘, a sub-genre of ‗popular music‘ did contain profanities; the most profane genre, ‗Hip-hop/Rap‘ accounted for 76% of swearing over the ten-year period. A relationship between amount of profanity and YouTube popularity was moderately supported. The researchers recommended adapting a scale used by the British television regulator Ofcom to measure the gravity of swearing per song. Index Terms: Billboard charts, popularity, profanity, Soundcloud, swearing, YouTube. —————————— —————————— 1 INTRODUCTION Ipsos Mori [7] the regulator of British television said that profane language fell into two main categories: (a) general 1.1 The American Billboard Charts and ‘Hot 100’ swear words and those with clear links to body parts, sexual The Billboard Chart of popular music was first created in 1936 references, and offensive gestures; and (b) specifically to archive the details of sales of phonographic records in the discriminatory language, whether directed at older people, United States [1]. -
The Future of Reputation: Gossip, Rumor, and Privacy on the Internet
GW Law Faculty Publications & Other Works Faculty Scholarship 2007 The Future of Reputation: Gossip, Rumor, and Privacy on the Internet Daniel J. Solove George Washington University Law School, [email protected] Follow this and additional works at: https://scholarship.law.gwu.edu/faculty_publications Part of the Law Commons Recommended Citation Solove, Daniel J., The Future of Reputation: Gossip, Rumor, and Privacy on the Internet (October 24, 2007). The Future of Reputation: Gossip, Rumor, and Privacy on the Internet, Yale University Press (2007); GWU Law School Public Law Research Paper 2017-4; GWU Legal Studies Research Paper 2017-4. Available at SSRN: https://ssrn.com/abstract=2899125 This Article is brought to you for free and open access by the Faculty Scholarship at Scholarly Commons. It has been accepted for inclusion in GW Law Faculty Publications & Other Works by an authorized administrator of Scholarly Commons. For more information, please contact [email protected]. Electronic copy available at: https://ssrn.com/ abstract=2899125 The Future of Reputation Electronic copy available at: https://ssrn.com/ abstract=2899125 This page intentionally left blank Electronic copy available at: https://ssrn.com/ abstract=2899125 The Future of Reputation Gossip, Rumor, and Privacy on the Internet Daniel J. Solove Yale University Press New Haven and London To Papa Nat A Caravan book. For more information, visit www.caravanbooks.org Copyright © 2007 by Daniel J. Solove. All rights reserved. This book may not be reproduced, in whole or in part, including illustrations, in any form (beyond that copying permitted by Sections 107 and 108 of the U.S.