Veterans Should Be Included Too

2022 ◽  
pp. 1866-1883
Author(s):  
Yvonne O. Hunter-Johnson
Keyword(s):  
Career Development ◽  
Implementation Strategies ◽  
Career Transition ◽  
Organizational Level ◽  
Job Retention ◽  
Civilian Workforce ◽  
Organizational Resistance ◽  
Diversity And Inclusion ◽  
Transitional Challenges ◽  
The Military

The transitioning of veterans from the military world to the civilian world and by extension the civilian workforce is a critical career transition. Despite their motivation and resilience, veterans still encounter a multiplicity of challenges when transitioning to the civilian workforce, which quite often has a rippling impact on their attainment of employment, job retention, and career development within the civilian sector. An added layer to the transitional challenge for veterans is organizational resistance to promote diversity and inclusion policies and practices, specifically regarding veterans. On this premise, this chapter aims to: 1) Discuss the transitional challenges of veterans to the civilian workforce and 2) Provide implementation strategies at an organizational level to promote diversity and inclusion, specifically regarding veterans.

Veterans Should Be Included Too

2021 ◽  
pp. 148-165
Author(s):  
Yvonne O. Hunter-Johnson
Keyword(s):  
Career Development ◽  
Implementation Strategies ◽  
Career Transition ◽  
Organizational Level ◽  
Job Retention ◽  
Civilian Workforce ◽  
Organizational Resistance ◽  
Diversity And Inclusion ◽  
Transitional Challenges ◽  
The Military

The transitioning of veterans from the military world to the civilian world and by extension the civilian workforce is a critical career transition. Despite their motivation and resilience, veterans still encounter a multiplicity of challenges when transitioning to the civilian workforce, which quite often has a rippling impact on their attainment of employment, job retention, and career development within the civilian sector. An added layer to the transitional challenge for veterans is organizational resistance to promote diversity and inclusion policies and practices, specifically regarding veterans. On this premise, this chapter aims to: 1) Discuss the transitional challenges of veterans to the civilian workforce and 2) Provide implementation strategies at an organizational level to promote diversity and inclusion, specifically regarding veterans.

Veterans Should Be Included Too

2021 ◽  
pp. 311-334
Author(s):  
Yvonne O. Hunter-Johnson
Keyword(s):  
Career Development ◽  
Implementation Strategies ◽  
Career Transition ◽  
Organizational Level ◽  
Job Retention ◽  
Civilian Workforce ◽  
Organizational Resistance ◽  
Diversity And Inclusion ◽  
Transitional Challenges ◽  
The Military

The transitioning of veterans from the military world to the civilian world and by extension the civilian workforce is a critical career transition. Despite their motivation and resilience, veterans still encounter a multiplicity of challenges when transitioning to the civilian workforce, which quite often has a rippling impact on their attainment of employment, job retention, and career development within the civilian sector. An added layer to the transitional challenge for veterans is organizational resistance to promote diversity and inclusion policies and practices, specifically regarding veterans. On this premise, this chapter aims to: 1) Discuss the transitional challenges of veterans to the civilian workforce and 2) Provide implementation strategies at an organizational level to promote diversity and inclusion, specifically regarding veterans.

Possible Ways To Manage Personal Gender-Role Conflicts In Career Development

1970 ◽  
pp. 50-58
Author(s):  
Оксана Чуйко
Keyword(s):  
Career Development ◽  
Gender Role ◽  
Achievement Motivation ◽  
Time Management ◽  
Family Values ◽  
Family Counseling ◽  
Organizational Level ◽  
Role Conflicts ◽  
Personal Level ◽  
And Gender

The paper contributes to efforts to theoretically analyze possible psychological approaches personal gender-role conflict in career development, selected in terms of causes and peculiarities of its manifestation. We suggest considering such approaches at two levels – personal and orga­ni­zational ones. Personal level involves generating achievement motivation and psychological cri­teria for success; developing emotional competence; analyzing career and family values, identifying immediate life goals; analyzing family concepts; family counseling; psychological work with men aimed at maintaining parental identity; developing role competence; time management; psycho­logical analysis of individual gender identity and gender experience; challenging gender stereo­types. Organizational level includes developing family-friendly workplace culture, relying on gen­der-specific approach in staff coaching.

A Culture of Organizational Grit From the Perspective of U.S. Military Officers: A Qualitative Inquiry

2021 ◽  
pp. 0095327X2098519
Author(s):  
Celeste Raver Luning ◽  
Prince A. Attoh ◽  
Tao Gong ◽  
James T. Fox
Keyword(s):  
Research Question ◽  
Qualitative Inquiry ◽  
Growth Mindset ◽  
Organizational Level ◽  
Military Officers ◽  
Individual Level ◽  
Qualitative Research Design ◽  
Professional Pride ◽  
The Individual ◽  
The Military

With the backdrop of the utility of grit at the individual level, speculation has begun to circulate that grit may exist as an organizational level phenomenon. To explore this potential construct, this study used an exploratory, qualitative research design. This study explored grit at the organizational level by interviewing leaders’ perceptions of what may be a culture of organizational grit. Participants included 14 U.S. military officers. Seven themes emerged relative to the research question: “What do U.S. military officers perceive as a culture of organizational grit?” Themes included professional pride, team unity, resilience-determination, mission accomplishment, core values, growth mindset, and deliberate practice. This study indicated that a culture of organizational grit is likely a combination of converging organizational elements. Overall, findings indicate that there may be a culture of organizational grit in the military and at the least, more research examining the concept is warranted.

scholarly journals Current challenges for women in orthopaedics

2021 ◽  
Vol 2 (10) ◽  
pp. 893-899
Author(s):  
Maryam Ahmed ◽  
Laura C. Hamilton
Keyword(s):  
Patient Outcomes ◽  
Lessons Learned ◽  
Business Sector ◽  
Left Behind ◽  
Diversity And Inclusion ◽  
The World ◽  
Female Surgeons ◽  
The Common ◽  
The Uk ◽  
The Military

Orthopaedics has been left behind in the worldwide drive towards diversity and inclusion. In the UK, only 7% of orthopaedic consultants are female. There is growing evidence that diversity increases innovation as well as patient outcomes. This paper has reviewed the literature to identify some of the common issues affecting female surgeons in orthopaedics, and ways in which we can address them: there is a wealth of evidence documenting the differences in the journey of men and women towards a consultant role. We also look at lessons learned from research in the business sector and the military. The ‘Hidden Curriculum’ is out of date and needs to enter the 21st century: microaggressions in the workplace must be challenged; we need to consider more flexible training options and support trainees who wish to become pregnant; mentors, both male and female, are imperative to provide support for trainees. The world has changed, and we need to consider how we can improve diversity to stay relevant and effective. Cite this article: Bone Jt Open 2021;2-10:893–899.

Post 9/11 Veterans With Service-Connected Disabilities and their Transition to the Civilian Workforce

2016 ◽  
Vol 19 (1) ◽  
pp. 66-77 ◽  
Author(s):  
Lisa Stern
Keyword(s):  
Literature Review ◽  
Human Resource Development ◽  
Military Service ◽  
Career Transition ◽  
Identity Conflict ◽  
Three Solutions ◽  
Civilian Workforce ◽  
Civilian Employment ◽  
Hrd Professionals ◽  
The Impact

The problem More than five million U.S. veterans are expected to return to our communities and the civilian workforce by the year 2020. The vast majority of Americans have little understanding of military service or the impact service may have on civilian employment outcomes. Connection to the labor force provides the swiftest means for a successful transition back home, yet almost half of post 9/11 veterans indicate finding a job is their biggest challenge. An exploratory literature review was conducted to examine if and how the career transition of post 9/11 veterans with service-connected disabilities is presented in the human resource development (HRD) literature. The solution Based on the results of this exploratory literature review, three solutions are proposed: (a) examine what is working at work for veterans with disabilities in an effort to change the research conversation from problems to solutions, (b) understand and begin to deconstruct the veteran–civilian career identity conflict, and (c) explore the lived experiences of veterans with service-connected disabilities and their employers. The Stakeholders HRD researchers, HRD scholarly practitioners, and HRD professionals with an interest in the complexity of career transition and return-to-work issues facing veterans and people with disabilities.

The Sexual Harassment of Federal Employees: Gender, Leadership Status, and Organizational Tolerance for Abuses of Power

2019 ◽  
Vol 30 (3) ◽  
pp. 349-364 ◽  
Author(s):  
Justine E Tinkler ◽  
Jun Zhao
Keyword(s):  
Sexual Harassment ◽  
Organizational Climate ◽  
Women In Leadership ◽  
Organizational Level ◽  
Civilian Workforce ◽  
Women's Power ◽  
Merit Systems Protection Board ◽  
Federal Workforce ◽  
Merit Systems ◽  
Workplace Power

Abstract Theory and research suggest that sexual harassment is often a dominance strategy used to undermine women’s power, but the precise relationships between government employees’ workplace power, organizational climate, and vulnerability to particular types of sexual harassment remain under-specified. This study analyzes data from the 2016 US Merit Systems Protection Board survey of the federal civilian workforce (the most comprehensive and up-to-date national data on workplace sexual harassment) to test predictions about how employees’ workplace power and their agency’s efforts to mitigate abuses of power affect their likelihood of experiencing sexual harassment. Findings reveal that women in leadership positions report more sexual harassment than non-leaders, and that team leaders (i.e., those without formal supervisory authority) and executives (i.e., those with the most authority) report more sexual harassment than women in middle management. At the organizational level, sexual harassment occurs in workplaces with higher levels of non-sexual aggression and among employees who perceive their agency as less proactive in preventing and responding to social inequity. Taken together, findings suggest that sexual harassment is a dominance strategy not unlike other forms of aggression used to undermine women in power, and that workplace climates that are effective at mitigating abuses of power reduce the likelihood of experiencing sexual harassment. These results have implications for how government agencies can implement policies that not only prevent harassment but also promote democracy and equity among an increasingly diverse federal workforce.

The Veteran Employees: Recruitment, Career Development, Engagement, and Job Satisfaction of Veterans Transitioning to the Civilian Workforce

2020 ◽  
Vol 2020 (166) ◽  
pp. 139-150
Author(s):  
Yvonne Hunter‐Johnson ◽  
Yuanlu Niu ◽  
Sharlene Smith ◽  
Brandi Whitaker ◽  
Rehshetta Wells ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Civilian Workforce ◽  
Veteran Employees
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