Employee Conflicts Leading Towards Hostile Work Environment: A Case of Health Center

The communication style of an organization plays a significant role in achieving the goal. In the healthcare industry aspects of communication among co-workers and management play a very sensitive role. Nicobar health private limited (NHPL) (imaginary) is a large organization. This case study present issues on versions of the communication gap between higher authorities and subordinate employees that lead to traumatized lifetime experience of an employee within the organization while rendering her duties. The differences between two individuals (senior and subordinate) turned into workplace harassment. Communication barriers promoted harassment at workplace, therefore this case study tries to touch these issues and it will also provide suggestions for further improvement in employee communication with reference to a safe workplace.

Leveraging Field-Campaign Networks to Identify Sexual Harassment in Atmospheric Science and Pilot Promising Interventions

Sexual harassment in field settings brings unique challenges for prevention and response, as field research occurs outside “typical” workplaces, often in remote locations that create additional safety concerns and new team dynamics. We report on a project that has 1) trained field project participants to recognize, report, and confront sexual harassment, and 2) investigated the perceptions, attitudes, and experiences of field researchers regarding sexual harassment. Pre-campaign surveys from four major, multi-institutional, domestic and international field projects indicate that the majority of sexual harassment reported prior to the field campaigns was hostile work environment harassment, and women were more likely to be the recipients, on average reporting 2-3 incidents each. The majority of those disclosing harassment indicated that they coped with past experiences by avoiding their harasser or downplaying incidents. Of the incidences reported (47) in post-campaign surveys of the four field teams, all fell under the category of hostile work environment and included incidents of verbal, visual, and physical harassment. Women’s harassment experiences were perpetrated by men 100% of the time, and the majority of the perpetrators were in more senior positions than the victims. Men’s harassment experiences were perpetrated by a mix of women and men, and the majority came from those at the same position of seniority. Post-project surveys indicate that the training programs (taking place before the field projects) helped participants come away with more positive than negative emotions and perceptions of the training, the leadership, and their overall experiences on the field campaign.

Predictive Analytics of Workplace Bullying and Bad Leadership Practices

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

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.