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This analytical volume uses qualitative data, quantitative data,
and direct employee experiences to aid understanding of why
workplace bullying occurs in universities throughout the US. To
address higher education workplace bullying, this text offers
data-driven interventions for human resource staff and departments
to effectively tackle this destructive phenomenon. Drawing on
Hollis' first-hand research which is supported by findings from a
2019 Human Resources data collection, this text identifies
populations which are most vulnerable to discrimination within
academia. The data shows how human resource departments, executive
leadership, and faculty might proactively intervene to prevent
workplace bullying. Divided into two parts, the book offers
empirical analysis of structural interventions for human resource
efforts to combat workplace bullying in higher education. Second,
the book puts forth solutions based on empirical findings for
organizations and human resources to combat workplace aggression
and civility which hurts higher education. Further, the author
examines the specific effect of workplace harassment and
cyberbullying on women of color, junior faculty, women, and the
LGBTQ community. This text will benefit researchers, doctoral
students, and conducting higher education research. Additionally,
the book focusses on structural issues which interfere with
multicultural education more broadly. Those interested in Human
Resource Management, the sociology of education, and gender and
sexuality studies and will also enjoy this volume.
This analytical volume uses qualitative data, quantitative data,
and direct employee experiences to aid understanding of why
workplace bullying occurs in universities throughout the US. To
address higher education workplace bullying, this text offers
data-driven interventions for human resource staff and departments
to effectively tackle this destructive phenomenon. Drawing on
Hollis' first-hand research which is supported by findings from a
2019 Human Resources data collection, this text identifies
populations which are most vulnerable to discrimination within
academia. The data shows how human resource departments, executive
leadership, and faculty might proactively intervene to prevent
workplace bullying. Divided into two parts, the book offers
empirical analysis of structural interventions for human resource
efforts to combat workplace bullying in higher education. Second,
the book puts forth solutions based on empirical findings for
organizations and human resources to combat workplace aggression
and civility which hurts higher education. Further, the author
examines the specific effect of workplace harassment and
cyberbullying on women of color, junior faculty, women, and the
LGBTQ community. This text will benefit researchers, doctoral
students, and conducting higher education research. Additionally,
the book focusses on structural issues which interfere with
multicultural education more broadly. Those interested in Human
Resource Management, the sociology of education, and gender and
sexuality studies and will also enjoy this volume.
Black Women, Intersectionality, and Workplace Bullying extends and
enriches the current literature on workplace bullying by examining
specifically how work abuse disproportionality hurts women of
color, affecting their mental health negatively and hence their
career progression. In this interdisciplinary text, Hollis combines
the fields of intersectionality and workplace bullying to present a
balanced offering of conceptual essays and empirical research
studies. The chapters explore how researchers have previously used
empirical studies to address race and gender before arguing that
the more complex an identity or intersectional position, such as
being a Black gender fluid woman, the more likely a person shall
experience workplace bullying. The author also looks at how this
affects Black women's mental health, such as through increased
anxiety, depression, insomnia, and self-medicating behaviors,
before looking specifically at Black female athletes as a study,
the topic of colorism at work and its impact on Black women, and
how workplace bullying compromises organizations diversity and
inclusion initiatives. This book will be of immense interest to
graduate students and academics in the fields of social work,
ethnic studies, Black studies, Africana studies, gender studies,
political science, sociology, psychology, and social justice. It
will also be of interest to those interested in intersectionality
and how this relates to race and gender of women.
Few studies address workplace bullying in American higher
education. Leah P.Hollis, EdD, author of Bully in the Ivory Tower
addressed the issue of workplace bullying in four-year
institutions. This volume replicates the study to reveal that 64%
of community college respondents are affected by workplace
bullying. Women, people of color, and the LGBT community face
increased incidents of workplace bullying. This volume addresses
topics like the impact of labor unions on higher education
workplace bullying. This topic is timely as several unions are
emerging for adjunct faculty nationally. Also, the volume offers a
rare voice from the presidents' perspective on workplace bullying.
The narratives show that even the president has a boss, and can be
adversely affected by workplace bullying. For those learning about
leadership, especially applied to community college, this volume
offers ten case studies for discussion and consideration. The
volume concludes with a "call to action" for community colleges
that have an opportunity to create and maintain a healthy
workplace. In turn, effective policy can stop the costly behavior
that is eroding the community college mission.
Several studies have examined workplace bullying in the general
population or in the K-12 student population. This book examines
the manifestation of workplace bullying in American Higher
Education Administration. After surveying over 175 four-year
colleges and universities in an independent study, Hollis confirms
that workplace bullying occurs at alarming rates in higher
education. Further, this study calculates the cost of employee
disengagement. Staff who have been bullied either seek to separate
from an institution or mentally "check out" as a way of enduring a
bully. In the midst of souring tuition costs, no organization can
afford the millions of dollars lost to employee disengagement due
to a bully. After gathering data through surveys and several
interviews with administrators in higher education, Hollis develops
a model for a healthy workplace specifically for higher education,
which is also applicable to the general population. The model
offers solutions for the leadership and organizational level,
middle managers, and for the bullies who are seeking healthier
management strategies. While this book is an academic study, the
writing is accessible, reflects on popular culture at times, and
considers the urgency of workplace bullying in relationship to
cost, potential accreditation issues, and the personal anguish of
the target. The findings and solutions are appropriate for
executive leadership, middle management or anyone working in higher
education.
It is the job of the Equal Employment Opportunity Commission to
address private sector job bias complaints alleging discrimination
based on disability, religion, and/or national origin and weed them
out of the American workplace. Yet, in recent years, such
complaints have hit record highs. Inside the volumes of statistics
are personal stories, personal disappointments, and personal
consternation. Unequal Opportunity presents the barbed kernels of
EEOC incidents, complaints, and issues and demonstrates that
however much enforcement the government may bring to bear,
discrimination still exists, and is still disrupting the lives of
those on the front line of the battle. Some of these stories
resulted in settlements, while others simply moved on with the scar
of discrimination embossed on their psyche. In all cases, the lives
of complainants and defendants were changed forever. These stories
represent a cross-section of the race, age, and gender
discrimination that women of all colors face while trying to
perform a solid day's work in America. This book is not intended to
give legal advice, but is intended to provide insight to trends
based on the interviews and stories of women who have endured such
hardships.
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