Predictive Analytics of Workplace Bullying and Bad Leadership Practices

2021 ◽  
pp. 149-170
Author(s):  
Joshua R. Garcia ◽  
dt ogilvie ◽  
D. Anthony Miles
Keyword(s):  
Work Environment ◽  
Leadership Practices ◽  
Workplace Bullying ◽  
First Generation ◽  
Predictive Analytics ◽  
The United States ◽  
Behavioral Traits ◽  
Bullying Behavior ◽  
Bad Leadership ◽  
Hostile Work Environment

Bad leadership and aggressive behavior in the workplace have been a recurring problem for most companies in the United States. With the rise in hostile work environment litigation, management has to address the problem of workplace bullying of employees. The purpose of this chapter is to examine the problem of workplace bullying and bad leadership behavioral traits on the victims and victims' actions to deal with bullying behavior. The researchers conducted a nationwide study with 327 participants that have experienced workplace bullying and bad leadership. The researchers used a first-generation, researcher-developed survey instrument to conduct this study. The results of the study show there is strong causal influence of workplace place bullying traits and victim behavior such as employee resignations and HR complaints. Management should carefully evaluate the effects of workplace bullying and bad leadership on its workforce.

Gender Inequity in the United States Surgical Workforce

2020 ◽  
pp. 252-269
Author(s):  
Christine A. Heisler ◽  
Elizabeth H. Stephens ◽  
Sarah M. Temkin ◽  
Pringl Miller
Keyword(s):  
Work Environment ◽  
The United States ◽  
Pay Equity ◽  
Leadership Positions ◽  
Gender Inequity ◽  
Academic Promotion ◽  
Women Surgeons ◽  
Gender Parity ◽  
Surgical Workforce ◽  
Hostile Work Environment

Despite the consistently reported gender parity among accepted applicants to US medical schools, upstream parity in surgical training, academic promotion, leadership positions, pay equity, grant funding, and efforts to promote wellness specific to the needs of women surgeons is seriously lacking. Along with these known disparities, women surgeons disproportionally suffer from gender bias, micro-aggressions, bullying, discrimination, and harassment that together create an unjust, unsafe, undignified, intolerable if not hostile work environment. This chapter will explore these issues and offer a landscape that will set the stage for future initiatives to invoke change.

Gender Inequity in the United States Surgical Workforce

2021 ◽  
pp. 178-194
Author(s):  
Christine A. Heisler ◽  
Elizabeth H. Stephens ◽  
Sarah M. Temkin ◽  
Pringl Miller
Keyword(s):  
Work Environment ◽  
The United States ◽  
Pay Equity ◽  
Leadership Positions ◽  
Gender Inequity ◽  
Academic Promotion ◽  
Women Surgeons ◽  
Gender Parity ◽  
Surgical Workforce ◽  
Hostile Work Environment

Despite the consistently reported gender parity among accepted applicants to US medical schools, upstream parity in surgical training, academic promotion, leadership positions, pay equity, grant funding, and efforts to promote wellness specific to the needs of women surgeons is seriously lacking. Along with these known disparities, women surgeons disproportionally suffer from gender bias, micro-aggressions, bullying, discrimination, and harassment that together create an unjust, unsafe, undignified, intolerable if not hostile work environment. This chapter will explore these issues and offer a landscape that will set the stage for future initiatives to invoke change.

scholarly journals Supervisor-Subordinate Communication: Workplace Bullying and the Tyrannical Mum Effect

2016 ◽  
Vol 11 (2) ◽  
pp. 31 ◽  
Author(s):  
Jeremy E. Beakley
Keyword(s):  
Work Environment ◽  
Workplace Bullying ◽  
Bad News ◽  
Future Research ◽  
Mum Effect ◽  
Workplace Hostility ◽  
Hostile Work Environment

<p>Real, or perceived, workplace bullying exhibited by a supervisor against a subordinate may condition a subordinate to withhold disagreement, or communication of contrarian information, from the supervisor. Existing research and literature demonstrate the mum effect and its influence on communicators given generally neutral associations with message recipients. The mum effect is the tendency for communicators to feel a sense of guilt and association with bad news delivered to a message recipient. Given an alternative, communicators prefer to remain mum than to deliver the bad news. However, research of the mum effect has minimally explored divergent conditions. Through an exploration of workplace bullying, whistleblowing, and existing literature regarding the mum effect, the author presents a divergent theme to the hierarchical mum effect which the author labels the tyrannical mum effect. The tyrannical mum effect is established under the framework of seven propositions which provide the foundation by which a supervisor exhibits workplace hostility to subordinates, subordinate interpretation of the hostility, and the willingness of the subordinate to communicate disagreement in a hostile work environment. The seven propositions of the tyrannical mum effect provide opportunity for future research.</p>

4. Healing the Ethical Cleft: Phronesis and University Ethical Leadership

2020 ◽  
Vol 2 (1) ◽  
pp. 69-89
Author(s):  
Hawken Brackett ◽  
E. Douglas McKnight
Keyword(s):  
Student Affairs ◽  
Ethical Leadership ◽  
Common Sense ◽  
Leadership Practices ◽  
Student Behavior ◽  
Practical Wisdom ◽  
The United States ◽  
Individual Student ◽  
Institutional Management ◽  
Technical Rationality

<?page nr="69"?>Abstract A misalignment exists between the institutional management of individual student behavior and the stated ethical principles undergirding modern higher education practices in the United States, ultimately creating an ethical failure serving no one. We discuss this misalignment from the site of student affairs, due to its charge to represent both university and student. A technocratic ethical discourse creates the illusion of decision-making autonomy that promises certain outcomes if “common sense” leadership practices are employed. The lens of technical rationality homogenizes and reduces perceived problems to simple either/ors that fail to address the inequitable effects of such ethical logic. We counter “common sense” leadership with a notion of ethical leadership called phronetic leadership, which is informed by an Aristotelian understanding of phronesis (practical wisdom), virtue ethics, and a Foucauldian awareness of governmentality. We argue that phronetic leaders can mend the cleft crippling institutional ethical foundations and practices.

American Legal Thought in Transatlantic Context, 1870-1914

2021 ◽  
Author(s):  
David M. Rabban
Keyword(s):  
United States ◽  
Nineteenth Century ◽  
Twentieth Century ◽  
First Generation ◽  
The United States ◽  
Recent Book ◽  
Historical School ◽  
Legal Thought ◽  
Early Twentieth Century ◽  
Sociological Jurisprudence

Most American legal scholars have described their nineteenth-century predecessors as deductive formalists. In my recent book, Law’s History : American Legal Thought and the Transatlantic Turn to History, I demonstrate instead that the first generation of professional legal scholars in the United States, who wrote during the last three decades of the nineteenth century, viewed law as a historically based inductive science. They constituted a distinctive historical school of American jurisprudence that was superseded by the development of sociological jurisprudence in the early twentieth century. This article focuses on the transatlantic context, involving connections between European and American scholars, in which the historical school of American jurisprudence emerged, flourished, and eventually declined.

Assimilation of the Puerto Ricans on the Mainland

1968 ◽  
Vol 2 (2) ◽  
pp. 21-39
Author(s):  
John J. Macisco
Keyword(s):  
United States ◽  
First Generation ◽  
Second Generation ◽  
Puerto Ricans ◽  
The United States ◽  
Social Scientists ◽  
First Marriage ◽  
Labor Force Status ◽  
Age At First Marriage ◽  
First And Second Generation

Social scientists have repeatedly tried to specify the process whereby assimilation takes place. This article points out the value of socio-demographic analysis in the study of assimilation, by describing the characteristics of Puerto Ricans on the United States mainland. In order to assess the direction of change between the first and second generation Puerto Ricans, data for the total United States population are also presented. Most of the data are drawn from the 1960 Census. First generation Puerto Ricans are compared with the second generation along the following dimensions: age, education, labor force status, income, occupation, age at first marriage, percent outgroup marriage and fertility. The Author concludes that second generation Puerto Ricans are moving in the direction of total United States averages.

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