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Power imbalance, bullying and harassment in academia and the glocal (local and global) workplace /
"The book Power Imbalance, Bullying and Harassment in Academia and the Glocal (Local and Global) Workplace introduces a candid and open discussion on a sensitive topic. Breaking the "code of silence" on bullying and harassment (including sexual harassment) in academia and the glocal w...
| Clasificación: | Libro Electrónico |
|---|---|
| Otros Autores: | |
| Formato: | Electrónico eBook |
| Idioma: | Inglés |
| Publicado: |
New York :
Nova Science Publishers,
[2021]
|
| Colección: | Bullying and victimization.
|
| Temas: | |
| Acceso en línea: | Texto completo |
MARC
| LEADER | 00000cam a22000008i 4500 | ||
|---|---|---|---|
| 001 | EBSCO_on1264173798 | ||
| 003 | OCoLC | ||
| 005 | 20231017213018.0 | ||
| 006 | m o d | ||
| 007 | cr ||||||||||| | ||
| 008 | 210811t20212021nyu ob 001 0 eng | ||
| 010 | |a 2021030288 | ||
| 040 | |a DLC |b eng |e rda |c DLC |d OCLCO |d OCLCF |d N$T |d OCLCO |d OCL |d GZI |d OCLCQ |d QGK |d OCLCO | ||
| 020 | |a 1536198781 | ||
| 020 | |a 9781536198782 |q (electronic bk.) | ||
| 020 | |z 9781536197037 |q (hardcover) | ||
| 035 | |a (OCoLC)1264173798 | ||
| 042 | |a pcc | ||
| 050 | 0 | 0 | |a BF637.B85 |
| 082 | 0 | 0 | |a 302.34/3 |2 23 |
| 049 | |a UAMI | ||
| 245 | 0 | 0 | |a Power imbalance, bullying and harassment in academia and the glocal (local and global) workplace / |c Fay Patel, PhD (editor), International Higher Education Consultant, Former Associate Vice-President, Teaching & Student Analytics, University of Regina, Saskatchewan, Canada; former Director, Education Management, Monash, University Malaysia. |
| 263 | |a 2109 | ||
| 264 | 1 | |a New York : |b Nova Science Publishers, |c [2021] | |
| 264 | 4 | |c ©2021 | |
| 300 | |a 1 online resource. | ||
| 336 | |a text |b txt |2 rdacontent | ||
| 337 | |a computer |b c |2 rdamedia | ||
| 338 | |a online resource |b cr |2 rdacarrier | ||
| 490 | 1 | |a Bullying and victimization | |
| 504 | |a Includes bibliographical references and index. | ||
| 520 | |a "The book Power Imbalance, Bullying and Harassment in Academia and the Glocal (Local and Global) Workplace introduces a candid and open discussion on a sensitive topic. Breaking the "code of silence" on bullying and harassment (including sexual harassment) in academia and the glocal workplace is the central focus of the book. The author advocates a call to action to hold perpetrators and the executive leadership teams of higher education institutions and corporate organizations accountable and responsible for bullying and harassment behaviors in the glocal (local and global) workplace. The book aims to raise the bar for ethical considerations in working with employees who may be vulnerable in the glocal workplace; to call out the perpetrators of bullying and harassment in the glocal workplace and academia; to ensure that the mental wellbeing of employees is a priority; to place responsibility and accountability for bullying and harassment on the shoulders of the executive leadership of international higher education institutions and corporations; and to call upon stakeholder groups to shatter the "code of silence" with a youtoobullyharrasser movement. Employers are expected to enhance their vigilance on the matter of bullying and harassment and to report perpetrators through a national and international monitoring system which names the perpetrators and prevents them from causing harm in their current organization and from moving surreptitiously to other workplace communities. This book is an account of bullying and harassment in academia and other workplaces written by those who experienced and/or witnessed bullying and harassment. It includes chapters on the political economic factors influencing equity, diversity and inclusion agendas over decades; the impact of bullying and harassment in the COVID-19 period when various communities are vulnerable; and critically reviews and presents real-life scenarios in academia and the glocal workplace which are both covert and overt. However, these underhanded activities, often with the knowledge and approval of executive leadership, remain unchallenged by employees and stakeholder groups because of the threat of loss of one's livelihood. The contributors bring valuable insights into the covert operations of the perpetrators, who are sometimes the executive leaders (women and men) themselves. This book is essential for understanding the dark web of deceit, lies, conspiracies and mobbing cultures which ensnares innocent targets, across glocal organizational contexts. Profiles and descriptors within the chapters and case studies act as alert signals to identify bullies. The contributors bring personal, creative and academic perspectives together, offering the readership sobering and authentic accounts of traumatic experiences and challenges in the glocal workplace"-- |c Provided by publisher. | ||
| 588 | |a Description based on print version record and CIP data provided by publisher; resource not viewed. | ||
| 505 | 0 | |a Intro -- Dedication -- Gratitude -- Special Dedication to the COVID-19 Deceased (2020-2021) -- Contents -- Foreword -- References -- Preface -- Unmasking Bullying and Harassment -- Introduction -- Challenging the Academy and the Corporate Workplace -- Part One -- Overview of International Perspectives -- Part Two -- Bullying And Harassment Case Studies -- Who are the Contributors? -- Conclusion -- References -- Acknowledgments -- Part One -- Overview of International Perspectives -- Chapter 1 -- Power Imbalance, Bullying and Harassment in Academia and the Glocal Workplace: Call for Action -- Abstract -- Introduction -- Call to Action and Justice for Change -- Terminology Clarified -- Power Imbalance, Bullying and Harassment -- Victims, Targets and Traumatized Employees/Traumatized Individuals and Groups -- Systemic Bullying -- Bullying -- Incivility and Harassment -- Incivility -- Mobbing and Mobbing Crew -- Harassment -- Sexual Harassment -- The Color of Apartheid: From a South African Lived Experience Perspective -- Institutional Racism -- Structural Racism -- Race, Racism and Systemic Racism -- Conscious, Sub-Conscious and 'Unconscious' Bias? -- "People of Color" (contested label) -- Power Base, Power Differentials and the Imbalance of Power -- Reason Why Bullying Thrives in Academia -- Call for Action against Bullying and Harassment in Academia and Glocal Workplaces -- Conclusion -- References -- Chapter 2 -- Challenging the Politics of Equity, Diversity and Inclusion (EDI): From Exclusion 'for Profit' to Inclusion 'for Profit' -- Abstract -- Introduction -- Defining the Boundaries and Ambiguities of EDI (Equity, Diversity and Inclusion) -- Equity, Equality and Parity -- Diversity -- Inclusion -- Overview and Discussion of Exclusionary and Inclusionary 'for Profit' Agendas -- Politics of Inclusionary versus Exclusionary 'for Profit' EDI. | |
| 505 | 8 | |a Equity, Diversity and Inclusion -- A New Mantra at What Human Cost? -- The Scramble for EDI Packages and Agendas -- Recommended Alternative to the Recruitment of a Single EDI Advocate -- Returning to the Overarching Politics of the EDI Agenda -- Conclusion -- References -- Chapter 3 -- Women (Mis)leading Other Women: Negative Impact of Queen Bee Leadership -- Abstract -- Introduction -- Matriarch Power and Control -- Beyond the Matriarch: Beyond Domestic Leadership -- The Modern Matriarch: The Queen Bee -- Conclusion -- References -- Chapter 4 -- Employee and Employer Rights, Responsibilities and Accountabilities: Beyond COVID-19 -- Abstract -- Introduction -- International Labor Law Guidelines -- COVID-19 Pandemic: Impact on Vulnerable Communities -- International Labor Law Policies and Protections -- Employer Responsibility and Accountability and the Law -- Employee Human Rights Protections -- Challenges and Dilemmas -- Conclusion -- References -- Chapter 5 -- Leadership without a Moral Robe: Naked Emperors/Empresses and All Their Men and Women -- Abstract -- Introduction -- Exposed: So, Who Are Our Naked Emperors and/or Empresses in Leadership, Then? -- Exposed: Former Provost of the Michigan State University, USA -- Martin Philbert -- Exposed: Former Vice-Chancellor of the University of Adelaide, Australia -- Peter Rathjen -- Exposed: Sexual Harassment started at Law School in Sydney [Australia] -- It Was a Taste of What Was to Come -- Exposed: Former Professor at University of King's College -- Charged with Historical Sexual Harassment (Canada) -- Ethical Leadership and the Moral Code -- The 4S Model of Ethical Leadership -- Code of Conduct for Ethical Leadership -- Exploring Exceptional Leadership Attributes -- Leadership Personas of the Fourth Industrial Revolution (Industry 4.0). | |
| 505 | 8 | |a Alternate Leadership Persona in the Real World of Work -- 1. Immoral "Hit Squad" Leadership Persona -- Asian Pacific Higher Education Transnational Institution -- Synopsis -- Outcome -- 2. Discriminatory Persona -- Canadian Higher Education Institution -- Synopsis -- Outcome -- 3. Stalker Persona -- Canadian Higher Education Institution -- Synopsis -- Outcome -- 4. The Female Boss Persona -- Australian Higher Education Institution -- Synopsis -- Outcome -- 5. Surveillance Persona -- Canadian Higher Education Institution -- Synopsis -- Outcome -- 6. Man in Charge Persona -- Australian Higher Education Institution -- Synopsis -- Outcome -- Revisiting the Critical Questions: Executive Search Committee and Leadership Retreat Dialogue -- Conclusion -- References -- Chapter 6 -- Bullying, Harassment and Sexual Harassment in Academia and the Glocal Workplace: Survey Synopsis 2020 -- Abstract -- Introduction -- Methodology and Data Gathering -- Discussion -- General Data About Respondent Demographics -- Witness to or Experience of Bullying and Harassment -- Rank and Position Title of the Offender -- Overt and Covert Incidents of Bullying and Harassment -- Demographic of the Perpetrator -- Policies on Bullying and Harassment Implemented -- General Feedback on Bullying and Harassment in the Workplace -- Reporting of Bullying and Harassment Incidents -- Key Concerns about the Bullying Culture -- Structural Racism, Bullying and Harassment Culture in Academia -- Stop Protecting the Bullies in Executive Leadership and Middle Management -- Fear of Reprisal -- Concluding Comments -- References -- Chapter 7 -- Not So Final Chapter: Untold Stories -- Abstract -- Introduction -- Anecdotal Evidence about Harassment and Bullying -- Executive Leadership Bullies Hold You Back in Tenure and Promotion -- Discrimination in Promotion Decision. | |
| 505 | 8 | |a New Zealand Higher Education Institution -- Holding Back Promotion -- Australian Higher Education Institution -- Overlooked for Promotion -- Canadian Higher Education Institution -- Her Boss Called Her a Super Bitch -- Australian Higher Education Institution -- Deans Hired a New Manager to Fire Employee -- Canadian Higher Education Institution -- Domestic Violence among Two Academics -- Asian Pacific Transnational Higher Education Institution -- A Kangaroo Court Ousts Senior Human Resources Female Staff -- Asian Pacific Transnational Higher Education Institution -- Denial of Medical Leave to a "Person of Color" -- Australian Higher Education Institution -- Employees Should Not Have Known These Stories -- Selected Extracts from the Article by Wilkinson, 2020 -- Shifting Gear from a Status of Top Employee to a Workplace Target -- Extracts from the Article by Ledet, 2016 -- IHEIs Responsible for Destruction of International Student Career Aspirations -- Indian International Student Success Blocked -- Asian Pacific Transnational Higher Education Institution -- Indonesian Students in Australia -- Australian Higher Education Institution -- Saudi Arabian Students in Australia -- Australian Higher Education Institution -- Yemeni Student Held Back One Term -- Asian Pacific Transnational Higher Education Institution -- Code of Silence and Intellectual Property Theft -- The Color of Politics -- Canadian Higher Education Institution -- Conclusion -- References -- Part Two Bullying and Harassment Case Studies -- Case Study 1 -- Deconstructing Whiteness in Academia and the Glocal Workplace -- Abstract -- Introduction -- Literature Overview -- Power Imbalance and Race -- Cultural Impact of Race -- Leadership Qualities in Academia -- and Glocal Workplaces -- Recommendations -- Conclusion -- References -- Case Study 2 -- Go Back Where You Came From -- Abstract. | |
| 505 | 8 | |a Introduction -- Literature Overview -- Go Back Where You Came From -- Australian versus the 'Other': -- Perceptions, Perspectives and Behaviors -- Assertiveness, Aggression and 'Loud' Behavior: A Matter of Interpretation? -- Responsibility and Accountability of Workplace Communities and Leaders -- Conclusion -- References -- Case Study 3 -- Staying Whole and Grounded in the Neoliberal University -- Abstract -- Introduction -- Jayyu's Story -- Context -- Woundedness: Tokenism -- Woundedness: Colonization, Racism, and Gender-Based Discrimination -- Woundedness: Our Communication Styles and not Being Allowed to Grapple with Complexity of Issues -- Some Recommendations -- Conclusion: Wounded but Resilient -- References -- Case Study 4 -- Wounded Women: Assault on Psychological, Physical and Social Wellbeing at the Workplace and at Home -- Abstract -- Introduction -- Alicia's Story -- The Path to Healing -- Case Study 5 -- Of Race and Racism: A South African Apartheid Legacy -- Abstract -- Introduction -- I Am a Child of Apartheid and This Is My Story -- Psychosocial Abuse at the Workplace -- Courage Over Comfort or Comfort Over Courage? -- References -- Case Study 6 -- Insidious Plots: Executive Leadership Incompetence, Bullying and Victimization -- Abstract -- Introduction -- Anhat's Story -- Race and Gender: Discriminatory Factors -- Historical Context -- The Transnational Institution as a Local Workplace -- HR Decentralization Strategy -- Impact on Self (and Family) -- Critical Reflection -- Recommendations -- Concluding Remarks -- References -- Case Study 7 -- Bullying and Harassment in Academia: Reclaiming Voice and Visibility -- Abstract -- Introduction -- Impact on Self -- Critical Reflection -- About the Poems -- Expressions of Voice and Visibility -- Upsidé and Downside of Power Imbalance. | |
| 590 | |a eBooks on EBSCOhost |b EBSCO eBook Subscription Academic Collection - Worldwide | ||
| 650 | 0 | |a Bullying. | |
| 650 | 0 | |a Bullying in universities and colleges. | |
| 650 | 0 | |a Bullying in the workplace. | |
| 650 | 0 | |a Intimidation. | |
| 650 | 6 | |a Intimidation. | |
| 650 | 6 | |a Intimidation dans les universités. | |
| 650 | 6 | |a Intimidation en milieu de travail. | |
| 650 | 7 | |a Intimidation |2 fast | |
| 650 | 7 | |a Bullying |2 fast | |
| 650 | 7 | |a Bullying in the workplace |2 fast | |
| 650 | 7 | |a Bullying in universities and colleges |2 fast | |
| 700 | 1 | |a Patel, Fay, |e editor. | |
| 776 | 0 | 8 | |i Print version: |t Power imbalance, bullying and harassment in academia and the glocal (local and global) workplace |d New York : Nova Science Publishers, [2020] |z 9781536197037 |w (DLC) 2021030287 |
| 830 | 0 | |a Bullying and victimization. | |
| 856 | 4 | 0 | |u https://ebsco.uam.elogim.com/login.aspx?direct=true&scope=site&db=nlebk&AN=2952934 |z Texto completo |
| 938 | |a EBSCOhost |b EBSC |n 2952934 | ||
| 994 | |a 92 |b IZTAP | ||