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Building Leadership Effectiveness This program encourages leaders to develop practices that transform values into action, vision into realities, obstacles into innovations, and risks into rewards. Participants will be introduced to the five practices of exemplary leadership: modeling the way, inspiring a shared vision, challenging the process, enabling others to act, and encouraging the heart Coaching & Communicating for Performance Coaching & Communicating for Performance is a highly interactive program that will give supervisors and managers the opportunity to build skills that will enable them to share expectations and set objectives for employees, provide constructive feedback, more effectively engage in learning conversations, and coaching opportunities. Skillful Conflict Management for Leaders As a leader, it is important to understand conflict and be effective at conflict management because the way conflict is resolved becomes an integral component of our university’s culture. This series of conflict management sessions help leaders learn and put into practice effective strategies for managing conflict.

기독교 사역과 Leadership

https://science.sciencemag.org/content/sci/5/110/206.full.pdf

The american psychological association.

Social Psychology of Organizations

Individualism and collectivism

We investigate risks of exposure to workplace bullying and related mental health outcomes for men and women when being in a gender minority as opposed to working in a gender-balanced working environment or when belonging to a gender majority. Based on a social identity perspective, we tested hypotheses about the risks of bullying and differences in the increase in mental health problems in a probability sample of the Swedish workforce in a prospective design. The results showed an increased risk of bullying and an increase in mental health problems as an outcome for men when in a gender minority, however, there were no corresponding risks for women. The risks for men were most obvious for person-related negative acts and for anxiety as an outcome. Social identity may clarify why a minority might be more at risk as well as the outcome it may lead to. Deviating from the group prototype may be perceived as a threat to the group alienating the target and opening up for sanctions. The observed gender differences may further be understood using social role theory. Men in female-dominated workplaces may deviate more from the expected traditional gender role and may be more susceptible to sanctions and suffer graver consequences as a result. The outcomes may be more severe if exposed to person-related acts compared to acts related to one’s work. 

Workplace bullying and mental health problems in balanced and gender-dominated workplaces

The present study examines employees’ prior victimization from bullying in school or at work as a predictor of 1) their current exposure to negative social acts at work and 2) the likelihood of labelling as a victim of workplace bullying, and 3) whether the link between exposure to negative acts at work and the perception of being bullied is stronger among those who have been bullied in the past. We tested our hypotheses using a probability sample of the Norwegian working population in a prospective design with a 5-year time lag (N = 1228). As hypothesized, prior victimization positively predicted subsequent exposure to negative acts, which in turn was related to a higher likelihood of developing a perception of being a victim of workplace bullying. However, contrary to our expectations, prior victimization from bullying did not affect the relationship between current exposure to negative acts at work and the likelihood of self-labelling as a victim. Taken together, the results suggest that employees’ prior victimization is a risk factor for future victimization, yet overall plays a rather modest role in understanding current exposure to negative acts and self-labelled victimization from bullying at work.

/pdf/exposure-to-negative-acts-at-work-and-self-labelling-as-a-t7th8fz61w.pdf

Exposure to negative acts at work and self-labelling as a victim of workplace bullying: The role of prior victimization from bullying

The detrimental effects of exposure to bullying behaviors at work on employees’ mental health have been thoroughly documented. However, few studies have examined whether employees’ prior experience...

Exposure to Bullying Behaviors at Work and Depressive Tendencies: The Moderating Role of Victimization From Bullying During Adolescence.

The sources, prevalence, and consequences of bullying in the workplace

This chapter reviews and discusses empirical research on coping and workplace bullying, in particularly looking at targets of bullying, but also briefly touching upon bystanders and perpetrators. While studies in the 1990s tended to focus on how targets handled the bullying situation itself, recent studies have also focused on the moderating role of coping in the bullying process. The picture painted by existing studies indicates that targets have limited opportunities to remedy the situation on their own. Although studies do show that some coping strategies may be helpful in reducing the risk of exposure to bullying as well as buffering against the aftermaths of bullying, many studies indicate that individual resources and coping strategies normally associated with good health and positive coping do not work in the expected manner or that they are less effective than assumed.

Ståle Einarsen

Papers

Workplace bullying and mental health problems in balanced and gender-dominated workplaces

Exposure to negative acts at work and self-labelling as a victim of workplace bullying: The role of prior victimization from bullying

Exposure to Bullying Behaviors at Work and Depressive Tendencies: The Moderating Role of Victimization From Bullying During Adolescence.

The sources, prevalence, and consequences of bullying in the workplace

Coping with Bullying at Work : How Do Targets, Bullies and Bystanders Deal with Bullying?