標(biāo)題: Titlebook: Gender Shrapnel in the Academic Workplace; Ellen Mayock Book 2016 The Editor(s) (if applicable) and The Author(s) 2016 Gender.workplace.In [打印本頁] 作者: INFER 時間: 2025-3-21 19:18
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書目名稱Gender Shrapnel in the Academic Workplace讀者反饋學(xué)科排名
作者: Asseverate 時間: 2025-3-21 22:28 作者: LAVE 時間: 2025-3-22 03:13
g concrete examples that serve as case studies for subsequent discussion of data about women in the workforce, language use and misuse, sexual harassment, silence and shutting up, and hiring, training, promotion, and the glass ceiling, Mayock explores the deeper implications of gender inequity in the workplace.? ? ??978-1-137-50830-0作者: 積習(xí)難改 時間: 2025-3-22 08:15
tory of workplace power and gender discrimination. The project interweaves stories of gender shrapnel with an examination of national rhetoric surrounding business, education, and law to uncover underlying phenomena that contribute to discourse on privilege and gender in the academic workplace. Usin作者: chassis 時間: 2025-3-22 08:52
https://doi.org/10.1007/978-4-431-66887-9the workplace and interweaves data, thus framing the inner workings of her own institution in terms of national rhetoric surrounding higher education and gender dynamics. This chapter also defines Meyerson’s and Scully’s “tempered radicalism” and outlines the rest of ..作者: Detoxification 時間: 2025-3-22 16:08 作者: Detoxification 時間: 2025-3-22 17:57 作者: choroid 時間: 2025-3-22 23:36 作者: Sinus-Rhythm 時間: 2025-3-23 04:06 作者: Lice692 時間: 2025-3-23 05:45
Emotional Processing and Heart Activity,ing. The author encourages a “small wins” approach in the workplace to make small-scale changes that transform the workplace in increments. At the same time, she warns of institutional stagnation in the absence of a grander and more radical vision in the workplace.作者: octogenarian 時間: 2025-3-23 12:19
https://doi.org/10.1007/978-3-030-28008-6ning principles for the trainers (e.g. Title IX officers) and recommends the use of case studies that are specific to a particular environment. Sample training sessions for prevention of sexual discrimination and harassment and for broader hiring practices are included.作者: 發(fā)現(xiàn) 時間: 2025-3-23 13:56
Gendered Stories, Hybrid Methodsthe workplace and interweaves data, thus framing the inner workings of her own institution in terms of national rhetoric surrounding higher education and gender dynamics. This chapter also defines Meyerson’s and Scully’s “tempered radicalism” and outlines the rest of ..作者: negligence 時間: 2025-3-23 20:03 作者: 濕潤 時間: 2025-3-23 23:52 作者: heart-murmur 時間: 2025-3-24 04:27
The “Glass Ceiling” and Hiring, Training, and Promotionaining. In addition, the concept of the “good fit” in hiring and promoting and the glass ceiling are analyzed through the lens of gender and other intersectional categories (perceived race, national origin, etc.).作者: 遺傳 時間: 2025-3-24 08:37 作者: jumble 時間: 2025-3-24 11:17
“Small Wins”: Establishing Dependable and Flexible Institutional Structuresing. The author encourages a “small wins” approach in the workplace to make small-scale changes that transform the workplace in increments. At the same time, she warns of institutional stagnation in the absence of a grander and more radical vision in the workplace.作者: 單純 時間: 2025-3-24 17:14 作者: 類型 時間: 2025-3-24 21:18 作者: cancellous-bone 時間: 2025-3-25 01:21
Bruce W. Ennis,Lynn M. Matrisianl, the feminist fuse, the professional mystique, and the glass ceiling. In particular, she describes the “Ow, it got me!” moments of gender shrapnel and the ways in which employees step through these minefields.作者: Osteoarthritis 時間: 2025-3-25 06:32 作者: gorgeous 時間: 2025-3-25 08:50
Neuroepithelial Tumors: The Paragliomas,des of language, ways to challenge the status quo through language, women’s and men’s language uses and strategies, language on-script versus off-script, and the application of language to professional and social networking.作者: overbearing 時間: 2025-3-25 14:53
https://doi.org/10.1007/978-3-031-41413-8e literature to examine the cycle of harassment in the workplace. The chapter begins with an overview of legal approaches to sexual harassment, discrimination, and retaliation and then examines cultural norms that help to sustain hostile work environments (HWEs). Mayock here uses new terms such as t作者: deface 時間: 2025-3-25 19:34 作者: abnegate 時間: 2025-3-25 19:59
https://doi.org/10.1007/978-88-470-2913-2language of job advertisements and of job interviewers, non-verbal signs communicated to potential employees, and the availability of and access to training. In addition, the concept of the “good fit” in hiring and promoting and the glass ceiling are analyzed through the lens of gender and other int作者: Deadpan 時間: 2025-3-26 03:39 作者: candle 時間: 2025-3-26 04:45
Emotional Processing and Heart Activity, Collins’s . to suggest that a new manager’s bible is needed in the workplace and that institutions need to include more women in managerial strategizing. The author encourages a “small wins” approach in the workplace to make small-scale changes that transform the workplace in increments. At the sam作者: 聰明 時間: 2025-3-26 09:07
https://doi.org/10.1007/978-3-030-28008-6is chapter, Mayock focuses on structures, processes, and people, including human resources professionals, administrators, and employees. She maps training principles for the trainers (e.g. Title IX officers) and recommends the use of case studies that are specific to a particular environment. Sample作者: Instrumental 時間: 2025-3-26 13:09 作者: Hemiparesis 時間: 2025-3-26 20:41 作者: enhance 時間: 2025-3-26 22:30
Neuroepithelial Tumors: The Paragliomas,des of language, ways to challenge the status quo through language, women’s and men’s language uses and strategies, language on-script versus off-script, and the application of language to professional and social networking.作者: 打包 時間: 2025-3-27 03:07 作者: 航海太平洋 時間: 2025-3-27 09:03 作者: GRATE 時間: 2025-3-27 12:30
Institutional Language(s) and the Enactment of Languagedes of language, ways to challenge the status quo through language, women’s and men’s language uses and strategies, language on-script versus off-script, and the application of language to professional and social networking.作者: 的’ 時間: 2025-3-27 14:03
The Editor(s) (if applicable) and The Author(s) 2016作者: Corral 時間: 2025-3-27 19:15
https://doi.org/10.1057/978-1-137-50830-0Gender; workplace; Intersectionality; Sexual discrimination; Sexual assault; Glass ceiling; Pregnancy; Work作者: 郊外 時間: 2025-3-27 23:26
Paul S. Mischel MD,Harry V. Vinters MDMayock discusses the history of gender dynamics over the past 25 years, examines how different employees think about and adopt approaches to gender in the workplace, and then analyzes the fruits of careful work on gender in the workplace.作者: 畫布 時間: 2025-3-28 04:29
P. Ryan Lingo,Asim F. Choudhri,Paul Klimo JrThis chapter responds to the issues of institutional language outlined in Chap. . by looking at the questions of “political correctness,” language, and “dogma,” and respect in patriarchal environments. Mayock makes recommendations about how to employ institutional language without gender bias.作者: Ordnance 時間: 2025-3-28 06:33
The Significance of Art Therapy,This chapter offers several innovative ways to craft institutional language so that it is more inclusive, flexible, and sustainable. Mayock examines speeches and informal messages generated by institutional leaders to suggest ways in which the institution can implement consistent messages in original ways.作者: 羞辱 時間: 2025-3-28 12:12 作者: NIL 時間: 2025-3-28 16:31 作者: 全神貫注于 時間: 2025-3-28 20:15 作者: 偽造 時間: 2025-3-29 02:44
To Be PC or Not to Be PC, That Is the QuestionThis chapter responds to the issues of institutional language outlined in Chap. . by looking at the questions of “political correctness,” language, and “dogma,” and respect in patriarchal environments. Mayock makes recommendations about how to employ institutional language without gender bias.作者: 拍翅 時間: 2025-3-29 05:34 作者: Mirage 時間: 2025-3-29 10:57
“Tempered Radicalism” and Holding the Powerful AccountableThis chapter expands the theme of tempered radicalism and places it in the context of the workplace by offering suggestions for how upper-level managers can hold themselves accountable and be held accountable.作者: BILL 時間: 2025-3-29 11:38 作者: CURL 時間: 2025-3-29 17:39
Gendered Stories, Hybrid Methodspnel is a problem for everyone in the workplace. With an approach that aligns with institutional ethnography, Mayock provides stories about gender in the workplace and interweaves data, thus framing the inner workings of her own institution in terms of national rhetoric surrounding higher education 作者: fluoroscopy 時間: 2025-3-29 19:47
Narratives of Gender Shrapnell, the feminist fuse, the professional mystique, and the glass ceiling. In particular, she describes the “Ow, it got me!” moments of gender shrapnel and the ways in which employees step through these minefields.作者: Ingredient 時間: 2025-3-30 03:06 作者: 安裝 時間: 2025-3-30 06:50 作者: MORPH 時間: 2025-3-30 11:03 作者: 內(nèi)部 時間: 2025-3-30 14:12 作者: 補(bǔ)充 時間: 2025-3-30 17:45 作者: BOGUS 時間: 2025-3-30 23:18
Common Denominators and Potential Modes of Communicationan unite or “bond” around the work. The author examines inclusiveness in formal and informal settings and in institutional documents to recommend ways in which administrators can hear and incorporate seemingly opposing voices into the language of the workplace. Atul Gawande’s “power of negative thin作者: 隨意 時間: 2025-3-31 02:19 作者: 克制 時間: 2025-3-31 07:05
