The Role of the Supervisor in Creating and Maintaining an Emotionally Healthy Workplace

Supervisors, be they employed in higher education or in other industries, operate in capacities that allow them to shape organizational cultures within their departments, divisions, colleges, or broader units. Within the higher educational model, this means that supervisors are uniquely placed to counteract negative elements within the culture of academia, which historically has tended to prioritize individual competitive output, with alternative models that may offer improvements to the emotional health and well-being of higher education employees. This chapter seeks to describe the impact of stress on the health of workers, the employment stressors that are unique to higher education, and the processes by which supervisors in higher education can use their positional power to counteract said stressors and improve academic organizational cultures. The chapter includes practical suggestions for supervisors to enhance wellness and decrease emotional harm in scenarios common to the higher education workplace as identified via social media crowdsourcing.

An investigation of sponsor attributes on six megaproject cases

PurposeExecutive sponsors play a significant role in the success of megaprojects which, in turn, affect national economies and millions of people. However, the literature on the requisite attributes of project sponsors on megaprojects is still sparse. The purpose of the paper is to provide guidelines to company boards and executives who are tasked to appoint suitable executive sponsors to megaprojects. Thus, the paper contributes to the sparse literature on megaproject sponsors.Design/methodology/approach A total of 26 senior managers, with experience in megaprojects ranging from 8 to 15 years – and who were involved in 6 recent megaprojects with a combined value of US$13.75bn – were interviewed on the attributes of megaproject sponsors. Transcriptions of semi-structured, open-ended interviews were analysed with computer-assisted qualitative data analysis software (CAQDAS).FindingsThe study identified the most essential attribute as appropriate seniority, being empowered and accountable, with appropriate seniority, being empowered and accountable, with apposite credibility and with both personal and positional power. The study also uncovered 13 attributes – all components of “competence” – which have not previously been explicitly identified in literature as elements of sponsor “competence”.Originality/valueIn the current study guidelines are provided for the selection and appointment of appropriate megaproject sponsors.

Power in romantic relationships: How positional and experienced power are associated with relationship quality

Power dynamics have been described as being constitutive of romantic relationships and can impact outcomes such as relationship quality. Yet, in relationships nowadays, power may be less important than in the past due to changes in gender roles and society’s expectations. We analyzed four power characteristics and their effects on a multidimensional measure of relationship quality using an actor-partner interdependence model framework with 181 heterosexual couples. There was usually a balance of power in the couples with respect to a personal sense of power but an imbalance in positional power. We found actor and partner effects: Personal sense of power and satisfaction with power predicted actors’ and partners’ relationship quality. By contrast, positional power, the general power motive, and the balance of power were not associated with relationship quality. There were hardly any differences in actor or partner effects between men and women. Apparently, it is not objective, positional power but subjective, experienced power that is relevant to overall relationship quality. Furthermore, what matters most for satisfaction with the relationship is not the balance of power but rather the perceived personal level of power. Future research may extend these findings by using domain-specific power measures and behavioral power indicators.

Young Children’s Belonging in Finnish Educational Settings: an Intersectional Analysis

The study draws on a relational and intersectional approach to young children’s belonging in Finnish educational settings. Belonging is conceptualized as a multilevel, dynamic, and relationally constructed phenomenon. The aim of the study is to explore how children’s belonging is shaped in the intersections between macro-, meso-, and micro-levels of young children’s education in Finland. The data consist of educational policy documents and ethnographic material generated in educational programs for children aged birth to 8 years. A situational mapping framework is used to analyze and interpret the data across and within systems levels (macro-level; meso-level; and micro-level). The findings show that the landscape in which children’s belonging is shaped and the intersections across and within the levels are characterized by the tensions between similarities and differences, majority and minorities, continuity and change, authority and agency. Language used, practices enacted, and positional power emerge as the (re)sources through which children’s (un)belonging is actively produced.

Money Leaking under the Hood: Problem of Ghost Workers

Fraud in the institutional setup is like a chronic disease. It leaks scare resources of the organization under the invisible hood. Ghost workers are one of this category that cost both government and corporate institutions. With the positional power in the organization and the collective effort, people are trying to add non-existing workers to the payroll. This is costing a lot of money to the institution all over the world. This investigation would be an attempt to study the nature and existence of the problem of ghost workers.

The Role of the Supervisor in Creating and Maintaining an Emotionally Healthy Workplace

Supervisors, be they employed in higher education or in other industries, operate in capacities that allow them to shape organizational cultures within their departments, divisions, colleges, or broader units. Within the higher educational model, this means that supervisors are uniquely placed to counteract negative elements within the culture of academia, which historically has tended to prioritize individual competitive output, with alternative models that may offer improvements to the emotional health and well-being of higher education employees. This chapter seeks to describe the impact of stress on the health of workers, the employment stressors that are unique to higher education, and the processes by which supervisors in higher education can use their positional power to counteract said stressors and improve academic organizational cultures. The chapter includes practical suggestions for supervisors to enhance wellness and decrease emotional harm in scenarios common to the higher education workplace as identified via social media crowdsourcing.

Sexual Misconduct: Are You Aware?

Sexual misconduct, a continuum of unwanted acts and behaviors that ranges from discrimination to assault, is a growing concern in health care. There is often a power dynamic involved, with the perpetrator having greater positional power than the victim. Both health care providers and educators in health care programs need to be aware of sexual misconduct. This includes using consent when working with a patient and/or student as wells as being sensitive to how varying contextual factors impact how actions and conversations are received. Schools and programs have a responsibility to educate individuals on prevention and recognition of sexual misconduct, reporting sexual misconduct, and responding to sexual misconduct.

Worth Vs. Power: Han Fei’s “Objection to Positional Power” Revisited

This article discusses the chapter “Objection to Positional Power” (Nan shi 難勢) of Han Feizi 韓非子. It provides a full translation cum analysis of the text and explores systematically the chapter’s structure, rhetoric, and its political message. The discussion, which contextualizes the chapter’s message within broader trends of the Warring States-period political debates, demonstrates that beneath the surface of debates about “positional power” (shi 勢) versus “worth” (xian 賢), the chapter addresses one of the touchiest issues in Chinese political thought: that of the intrinsic weakness of hereditary monarchy. Furthermore, “Objection to Positional Power” also addresses problems of the meritocratic system of rule and elucidates some of the reasons for Han Fei’s dislike of meritocratic discourse. By highlighting some of the chapter’s intellectual gems I hope to attract further attention to the immense richness of Han Feizi as one of the most sophisticated products of China’s political thought.

Contentious colonies: The positional power of imperial peripheries

While structural models of empire have recently re-emerged in the theoretical debates in the field of International Relations, a lack of attention has been paid to peripheral actors therein. This is particularly true for the analysis of the peripheries’ relations with polities outside the imperial structure of which the peripheries are a part. In this article, I build a framework to better understand how these extra-imperial ties are translated into peripheral positional power. This framework is constructed on the basis of three core arguments. First, to theorise peripheral power, peripheries need to be positioned in networks outside the imperial structure. Second, the positional power of peripheries depends on the quality of the ties they have to external actors. Peripheries with dense and exclusive ties to external actors are more powerful than those with only sparse and non-exclusive ties. Third, from the different combinations of density and exclusivity arise not only variations in positional power, but also the likely strategies that are engaged in forming alliances with external actors. These logics are illustrated through the study of two cases of the diplomacy of decolonisation: the American Revolutionary War and the Angolan War of Independence.

Differentiating leader hubris and narcissism on the basis of power

Hubris and narcissism overlap, and although extant research explores relationships between them in terms of characteristics, attributes, and behaviours, we take a different view by analysing their differences in relation to power and leadership. Drawing on a psychology of power perspective, we argue that narcissistic and hubristic leaders relate to and are covetous of power for fundamentally different reasons. Using the metaphor of intoxication, hubrists are intoxicated with positional power and prior success, but for narcissists, power facilitates self-intoxication and represents a means of maintaining a grandiose self-view. Unbridled hubris and narcissism (i.e. searching for and facilitated by unfettered power) have important ramifications for leadership research and practice. Leadership discourse, preoccupied with and predicated on positive aspects of leadership, should assess these two potent aspects of leadership because misuse of power by hubristic and narcissistic leaders can create conditions for, or directly bring about, destructive and sometimes catastrophic unintended outcomes for organizations and society.