Mobbing

There can be no inclusion without dignity. There can be no belonging without dignity. Tired of policies and procedures that bring no change? Can't increase engagement? Employees ready to leave? The Dignity Gap addresses the problem behind the problem.In this book you will learn... ¿ How to put dignity first. ¿ Ways to improve workplace culture. ¿ Get beyond policies and procedures. ¿ How your brain is working for and against you. ¿ How to close the gap that is left when dignity isn't first."Finally a book that solves REAL workplace issues."

Dignity provides the context where people can flourish.There is no inclusion or belonging without dignity. Dignity is the missing ingredient to today's workplace.Workplaces are suffering with low employee engagement, difficulty retaining talent and creating an environment for each person to thrive. If we look to policies to make the change, we will keep struggling.A new response is needed to the contemporary workplace, one that goes beyond policies and procedures into our heart, head, and hands.This book gets to the bottom of what is needed to flourish in today's workplace.The Dignity Gap will teach you... How to put Dignity firstTo improve workplace cultureHow to overcome objectification How to retain talentTo close the Dignity GapIn this tangible and relatable book, Bob Fabey uncovers the most important aspect to workplace flourishing and maybe flourishing in all our interactions. The workspace has gone through enormous changes and challenges in the past several years. Not only are companies struggling to embody our society more fairly through diversity and inclusion practices, they are dealing with work from home, changes in generational workforces and ever evolving technology just to name a few. Those who adapt survive. Those who don't die. But those who address the root cause will thrive.Bob Fabey's work on dignity helps CEO's, Managers, Employee Relations, and Human Resource professionals deal with the real problem in the workplace; closing the gap that exists in the most critical area of every workplace-relationships. Showing how our brains function and how we operate from places of fear, The Dignity Gap gives you practical tools to put into place to close the gap between where you want to be and where you are.Going beyond policies and procedures, The Dignity Gap gets to the head, heart, and hands of all of us who make up today's workspace and challenges the norms causing the gaps we see. You will increase retention, productivity, engagement and a positive workplace culture when you close The Dignity Gap.

No Niggers In My Corps: The true story of how a group of racist white high school JROTC cadets plotted to drive their black instructor out of their schoolCardelle Anthony Hopkins grew up an "Army brat." He followed in his father's footsteps spending 23 years in service of our country, in his case in the USAF. In his powerful memoir, he tells his story of an alarming encounter with blatant racism."I was shielded from a lot of the racism that existed in the United States. I thought that all Americans were proud and patriotic like our family. I knew there were some Americans out there who hated the country. However, I thought they were just misinformed. Like many, I turned out to be the one who was uninformed about just how vile and disgusting racism can be, especially when it happens to you."While teaching Air Force JROTC (AFJROTC) at a school in Florida, Cardelle was introduced to racist behavior firsthand. It was a wake-up call that forced him to take notice of the change occurring within our country at many levels, a shift towards white nationalism, even among high school students.Cardelle wrote this book to shed a light on his personal encounter with racism as a Veteran and an AFJROTC instructor. His hope is to prevent what happened to him from happening to any other JROTC Instructor or any teacher at all."As a country, we are better than the racists who bring us down. The men and women who sign up to defend this country are doing so regardless of race, gender, sexual orientation, or ethnicity. If we can teach tolerance in places like high school JROTC, we will continue to rise and be all that we can be as a nation. I believe we are stronger as a country when we are more accepting of others who are different than us. America is stronger when we stand side by side as Americans."

Dieses Skript ist gedacht als Einführung in die Grundlagen des Arbeitsrechts. Nicht nur von Jurastudenten, auch von Studenten der Wirtschafts- oder Sozialwissenschaften wird die Kenntnis darüber verlangt, wie ein Arbeitsvertrag zustande kommt, in welchen Fällen der Arbeitnehmer auch ohne Arbeit Lohn fordern kann, welche Haftungsmaßstäbe bei betrieblich veranlasster Tätigkeit gelten und unter welchen Voraussetzungen jeweils die ordentliche und die außerordentliche Kündigung zulässig ist. Wer sein mit dem vorliegenden Skript erworbenes Wissen anhand von Fällen festigen und vertiefen möchte, dem sei das bei niederle media erschienene Skript Standardfälle Arbeitsrecht empfohlen.Der Name niederle media steht für Skripten, die zu einem großen Teil von Autoren mit mehrjähriger Lehr-Erfahrung als Hochschullehrer oder AG-Leiter verfasst wurden und die ¿ klausurrelevante Themen kompakt darstellen, ¿ meist in 1-2 Tagen und demnach zeitsparend durchgearbeitet werden können,¿ so verständlich sind, dass auch Anfänger damit regelmäßig auf Anhieb klarkommen,¿ Fallbeispiele, Übersichten und Schemata enthalten,¿ sehr erschwinglich sind (ab 7 EUR).Aufgrund dieser Eigenschaften sind unsere Skripten hervorragend geeignet für den ersten, unkomplizierten Einstieg in die Materie oder für eine schnelle Wiederholung kurz vor der Prüfung. Inhaltsverzeichnis und Leseprobe unter http://www.niederle-media.de/mediafiles//Sonstiges/Arbeitsrecht.pdf

'Powerful and perceptive . . . belongs on the shelves - and in the hearts and minds - of leaders everywhere' - Daniel H. Pink, bestselling author of To Sell is Human<BR><BR> From Kim Scott, author of the revolutionary New York Times bestseller Radical Candor, comes Just Work: How to Confront Bias, Prejudice and Bullying to Build a Culture of Inclusivity - that will help you recognize, attack and eliminate workplace injustice - and transform our careers and organizations in the process.<BR><BR> We - all of us - consistently exclude, underestimate and under-utilize huge numbers of people in the workforce even as we include, overestimate and promote others, often beyond their level of competence. Not only is this immoral and unjust, it's bad for business. Just Work is the solution.<BR><BR> Just Work by Kim Scott reveals a practical framework for both respecting everyone's individuality and collaborating effectively. This is the essential guide leaders and their employees need to create more just workplaces and establish new norms of collaboration and respect.

It's Time for You to Learn How to Stand Up for Yourself and Learn How to Say "NO!"Dear reader,Is it always hard for you to directly ask for something you want? Is the word "sorry" common in your conversational vocabulary? You say "yes" to others when you really want to say "no" because you are scared of disappointing them?Unfortunately, I have bad news for you - you are suffering from "Nice Guy Syndrome." You've probably been conditioned your whole life to please everyone around you: your parents, your family, and your friends and colleagues. And now, you've probably realized that you can't do that any longer. You are becoming unhappy, and you can't bear so much stress anymore.But if you are reading this, congratulations are in order because you are making the first step towards fixing your problem. You are making the first step towards reclaiming your identity, asserting your dominance, and learning how to stand up for yourself.Imagine being able to say" NO!" with poise and confidence. Imagine being able to turn down people but earning their respect in the process.Quit Being A People Pleasing Doormat is the book that will teach you to do exactly that. So, get ready to learn how to stop being a people pleaser.Sincerely,Chris EstradaHere's what this self-help guide will offer you:Way to identify the core of your problemsHow to begin making changes in your lifeComplete guide for reclaiming your identity and setting boundariesExpert strategies for turning down people and earning their respect in the processAnd much more!If you want to finally stand up for yourself and be able to tell anyone "NO!" without feeling remorse, then this is the perfect guide for you. Learn how to establish boundaries, reclaim your identity, assert yourself, and say "NO!" unapologetically.

Advances in Group Processes publishes theoretical analyses, reviews and theory based empirical chapters on group phenomena. This includes work on topics such as status, power, exchange, justice, influence, altruism, decision making, intergroup relations and social networks. Contributors have included scholars from diverse fields including sociology, psychology, political science, economics, biology, philosophy, mathematics and organizational behaviour. Volume 38 brings together papers related to a variety of topics in small groups and organizational research. The volume includes papers that address theoretical and empirical issues related to occupational deference structures, emotions generated by social identities, racial threat, sticky expectations, status and response latency, race and moral expectations in employment, comparison processes and competition and models of intergroup association. Overall, the volume includes papers that reflect a wide range of theoretical approaches from leading scholars who work in the general area of group processes.

"When I went to work for Lockheed-Georgia Company in September of 1952 I had no idea that this would end up being my life's work." With these words, Harry Hudson, the first African American supervisor at Lockheed Aircraft's Georgia facility, begins his account of a thirty-six-year career that spanned the postwar civil rights movement and the Cold War.Hudson was not a civil rights activist, yet he knew he was helping to break down racial barriers that had long confined African Americans to lower-skilled, nonsupervisory jobs. His previously unpublished memoir is an inside account of both the racial integration of corporate America and the struggles common to anyone climbing the postwar corporate ladder. At Lockheed-Georgia, Hudson went on to become the first black supervisor to manage an integrated crew and then the first black purchasing agent. There were other "firsts" along the path to these achievements, and Working for Equality is rich in details of Hudson's work on the assembly line and in the back office. In both circumstances, he contended with being not only a black man but a light-skinned black man as he dealt with production goals, personnel disputes, and other workday challenges.Randall Patton's introduction places Hudson's story within the broader struggle of workplace desegregation in America. Although Hudson is frank about his experiences in a predominantly white workforce, Patton notes that he remained "an organization man" who "expressed pride in his contributions to Lockheed [and] the nation's defense effort."

Die Themen der internetbasierten Kriminalität im Kontext von Social Media sowie das Thema Datenschutz sind derzeit nicht nur rechtspolitisch höchst brisant, sondern haben darüber hinaus eine erhebliche praktische Relevanz. Die Autorin nimmt zum einen die dogmatischen Aspekte einer strafrechtlichen Einordnung des Social Media Stalkings und Mobbings in den Blick. Zum anderen widmet sie sich den datenschutzrechtlichen Anforderungen bei der Erstellung von Nutzerprofilen und unterzieht die aktuelle Rechtslage einer kritischen Betrachtung. Im Ergebnis fehlt es im Datenschutzrecht, im Gegensatz zum nationalen Strafrecht, bisher an praktikablen und durchsetzbaren Regelungen, um die kollidierenden Interessen der Internetnutzer mit denen der Social Media Anbieter in Einklang zu bringen.

White women and people of color now constitute the majority of the U.S. workforce, yet ninety-seven percent of senior managers of Fortune 500 and Fortune 1,000 industrial companies remain white men. It's clear that leaders of American organizations are requited to play key roles in a world that has become strange to them, says Cross. To succeed in an increasingly competitive global environment, our organizational leaders must have the courage to act outside their comfort zones-to try to understand, interact with, motivate, develop, and retain a work force that is alien to them.<BR><BR>Cross' book provides the practical assistance they need. Because racism, sexism, and other forms of oppression are not rational, help cannot be found wholly in rationalism. Such biases arise from emotional and psychological bases. Our leaders are thus forced to confront their barriers within barriers that exist at every level of their organization. Cross uses her own experiences as an African American woman and as an experienced, and recognized management consultant to demonstrate how oppression functions at the individual, group, and systems levels, but her book is not a memoir. Rather, it is a sophisticated explication of a complex and complete system of organizational change, with case studies and other useful aids, which, if fully grasped, will enable courageous leaders to succeed in understanding and dealing effectively with the urgent crosscultural and gender issues in the workplace.