Digital Commons Network^™

Working With Global Virtual Teams: A Case Study Reality Check On Intercultural Communication Best Practices, Karin L. Goettsch

Global Advances in Business Communication

In today’s global workplaces, when best practices in intercultural communication are not implemented or fail to live up to their promise, team reality checks can be a sobering reminder of the many interwoven complexities of international business communication. This global virtual team (GVT) case study highlights best practices and compares realities related to execution. The discussion includes strategies for effective intercultural teams and reflections on how the multiple roles one may be playing – of researcher, educator or practitioner – influence one’s perspective. This article will discuss two facets of this intercultural communication case: first, it highlights recommendations and strategies …

The Pros And Cons Of Workplace Tournaments, Roman M. Sheremeta

ESI Working Papers

Tournaments are commonly used in the workplace to determine promotion, assign bonuses, and motivate personal development. Tournament-based contracts can be very effective in eliciting high effort, often outperforming other compensation contracts, but they can also have negative consequences for both managers and workers. The benefits and disadvantages of workplace tournaments have been identified in theoretical, empirical, and experimental research over the past several decades. Based on these findings, I provide suggestions and guidelines for when it might be beneficial to use tournaments in the workplace.

Comparisons Of Organizations That Organize Around Issues Facing Immigrant Women, Emily Herne

Undergraduate Research in Sociology

This paper analyzes organizations that organize immigrant women to address issues in the workplace. Strategizing differences and policy goals will be analyzed in order to assess which strategies have acquired lasting policy changes that benefit immigrant women. Two organizations in California and Minnesota that are representative of the different types of groups that organize women immigrant workers will be examined. These groups were selected because they have a strong media presence, which facilitated the collection of data through content analysis of news articles, organization websites, and social media. The Minnesota organizations include La Asamblea de Derechos Civiles and Mesa Latina. …

An Overture To Equality: Preventing Subconscious Sex And Gender Biases From Influencing Hiring Decisions, Christy Krawietz

Seattle University Law Review

In many industries, women are less likely than men to be hired, and research suggests that this is due to subconscious gender bias rather than meritorious difference. To combat this bias, some orchestras use gender-blind auditions to hire their musicians. Orchestral hopefuls sit behind a screen to play their pieces, and directors listen to determine whom they want to hire. Some orchestras require applicants to remove their shoes before walking onstage, as even the perceived sound of high heels can affect a director’s decision. Before instituting gender-blind auditions, the top five American orchestras had fewer than five percent women players. …

"Reasonably Bright Girls": Theorizing Women's Agency In Technological Systems Of Power, Emily January Petersen

All Graduate Theses and Dissertations, Spring 1920 to Summer 2023

A woman’s experience in the workplace is an inductive process into a technological, hierarchical, and often male-dominated system. This study examines how female practitioners in technical and professional communication confront the technological system of the workplace. I trace the forces that contribute to the hierarchy and power struggles women face, I present how they claim authority and agency within such hierarchical and technological systems, and I show how these experiences can lead to activism and advocacy. In addition, my findings suggest that some women leave the workplace altogether in favor of less structured and more innovative ways of communicating about …

The Influence Of Justice Thurgood Marshall On The Development Of Title Vii Jurisprudence, Wendy B. Scott, Jada Akers, Amy White

St. John's Law Review

(Excerpt)

This Article highlights Justice Marshall’s influence on the development of Title VII jurisprudence. Part I presents a brief overview of Justice Marshall’s personal and professional life before becoming a Justice to show how his experience influenced the development of his judicial philosophy. Part II summarizes the Court’s approach to some of the issues left unresolved by Congress in the initial passage of Title VII. Specifically, it explores how the Court determined what would constitute a violation of Title VII and standards of pleading and proof. Part III examines the changes in the Court’s jurisprudence before Justice Marshall retired from …

Fifty Years After The Passage Of Title Vii: Is It Time For The Government To Use The Bully Pulpit To Enact A Status-Blind Harassment Statute?, Marcia L. Narine

St. John's Law Review

(Excerpt)

This Article provides a blueprint for how Congress can accept Justice Ginsburg’s challenge to protect workers, particularly in precarious economic times when employees cannot easily switch jobs and in an era in which the vast majority of workers do not have the protection of a collective bargaining agreement. Not only should Congress redefine “supervisor,” but Congress should also consider a related underlying factor that was not raised in the Vance case—the issue of workplace bullying. If workplace bullying were a viable cause of action, Maetta Vance likely would have prevailed in a state that entitled her to relief because …

The Future Of Workplace Affirmative Action After Fisher, Rebecca K. Lee

St. John's Law Review

(Excerpt)

The Supreme Court’s decision on race-conscious affirmative action in Fisher, along with the Fifth Circuit’s ruling in Fisher on remand, importantly preserves the validity of affirmative action programs in state decisionmaking if the programs meet certain criteria under strict scrutiny and satisfy full judicial review. Although Fisher arose in the higher education context, its application extends to the public setting more generally and thus would also apply to the public sector workplace under the Constitution, making it permissible for public sector employers to use race-conscious affirmative action in hiring and promoting employees. The approach taken in Fisher also …

Debunking Unequal Burdens, Trivial Violations, Harmless Stereotypes, And Similar Judicial Myths: The Convergence Of Title Vii Literalism, Congressional Intent, And Kantian Dignity Theory, Peter Brandon Bayer

St. John's Law Review

(Excerpt)

The line of argument is not complex. Part I explicates the unequal burden doctrine and its link to the predecessor theory of “mutable characteristics.” Part II offers the aforementioned statutorily formal argument, disproving unequal burden theory through an examination of Title VII’s plain language and structure in light of modern Supreme Court precedents addressing Title VII’s ban against stereotyping. This analysis places special emphasis on 42 U.S.C. § 2000e-2(m), in which Congress clarified that plaintiffs prevail when discriminatory animus merely is a “motivating factor” rather than the “but-for cause” of the defendants’ conduct.

Although not the lengthiest discussion herein …

The Impact Of Prior Experience Employees’ Perceptions And Beliefs About Workplace Policies And Practices, Michael D. Saxton

Electronic Thesis and Dissertation Repository

Domestic violence (DV) is associated with negative consequences for victims, children, families, and even national economies. More recently, research has demonstrated that DV also has a serious impact on workers and workplaces. Less is known about Canadians’ beliefs toward the impact DV has on workers or the extent to which individuals are able to identify co-workers’ experiences of DV. Using data from a pan-Canadian sample of 7,834 men and women, the current study examined: 1) how prior experiences with DV relates to beliefs toward the impact DV has on workers, 2) how gender and age relates to beliefs toward DV’s …

Gender Inequality: Nonbinary Transgender People In The Workplace, Skylar Davidson

Masters Theses

Most research on employment gender inequality focuses on differences between men and women, reinforcing a binary conception of gender. This study uses the National Transgender Discrimination Survey to evaluate the employment outcomes of nonbinary transgender people (those who identify as a gender other than man or woman). The results of this study suggest that being out as a nonbinary transgender person negatively affects nonbinary transgender people's employment outcomes. Though all transgender people have higher unemployment rates than the general population, outness has different effects on nonbinary transgender people based on sex assigned at birth, with those assigned male at birth …

When Men Are Sexually Harassed: A Foundation For Studying Men’S Experiences As Targets Of Sexual Harassment, Leland Spencer, Joshua Trey Barnett

Speaker & Gavel

While much scholarly attention has been given to sexual harassment, scholarship about men’s experiences as targets of sexual harassment has been limited. This essay is a review of the literature about men’s experiences of sexual harassment; it explores the operational definitions and sources of sexual harassment, the inadequacy of the instruments used to study sexual harassment, and the implications of this research for organizations and the field of communication studies. It also examines sexual harassment at the intersections of gender and sexual orientation, finding that there are apparent differences in incidences that feature diversity in these areas. This review concludes …

Gender Inequality: Nonbinary Transgender People In The Workplace, Skylar Davidson

Sociology Department Graduate Student Publication Series

This study uses the National Transgender Discrimination Survey to evaluate the employment outcomes of nonbinary transgender people (those who identify as a gender other than man or woman). Regression analyses indicate that being out as a nonbinary transgender person has different effects on nonbinary transgender people based on sex assigned at birth, with those assigned male at birth tending to be discriminated against in hiring but those assigned female at birth more likely to experience differential treatment once hired. Transgender women tend to have worse employment experiences than nonbinary transgender people and transgender men, the latter two tending to have …

How The Entrepreneurial University Should Overcome Barriers To Recruiting And Retaining Early Career Researchers, Eoin Dunne

System and Institutional Design and Transformation

This paper will identify barriers to recruiting and retaining early career research talent in higher education today, and consider how to overcome these barriers. The need for a pipeline of research staff is being driven by a requirement for higher education institutes (HEIs) to commercialise their knowledge and research findings in support of socio-economic objectives, and to compensate for the ongoing reduction in state funding. Using the concept of the entrepreneurial university as a lens, this paper describes how higher education must adopt to significant forces for change, which if left unchecked, will outrun their ability to respond. To further …

The Human Manager: Consent Deal, Informal Organization And Routinization, Jennifer Lynn Conrad

Theses, Dissertations and Capstones

This study explores the quantitative and qualitative data relating to the consent deal, informal work organizations, and how job satisfaction links to both. Using a study done by Laubach and Wallace, I will replicate the results in a different industry and on a broader scale. I developed qualitative data through months of participant observation at the general manager level of fast casual restaurants as well as multiple interviews. I gathered quantitative information from the GSS on aspects of the consent deal and how it affects a worker’s subjective response to their workplace in general and their job satisfaction in particular. …

"Bring Your Own Device" Policies Also Bring Complications In Workplace Sexual Harassment Lawsuits, Morgan Davenport

Indiana Journal of Law and Social Equality

No abstract provided.

Supporting Healthy Lifestyles In The Mining Industry: A Focus On Nutrition, Physical Activity, Hydration And Heat Stress, Vinodkumar Gopaldasani

University of Wollongong Thesis Collection 1954-2016

The high prevalence of overweight and obesity among workers in the mining industry in Australia poses a significant public health risk. There is a high burden associated with overweight and obesity among this cohort of workers to both the employer and the worker in terms of productivity loss, absenteeism, presenteeism (attending work while sick) and increasing risk of chronic diseases such as diabetes, hypertension and cancer. Therefore, a workplace health promotion program was identified as important and worthy of further investigation. The aim of this thesis was to determine the feasibility and effectiveness of a one year workplace health promotion …

Two-Arm Randomized Pilot Intervention Trial To Decrease Sitting Time And Increase Sit-To-Stand Transitions In Working And Non-Working Older Adults., Jacqueline Kerr, Michelle Takemoto, Khalisa Bolling, Andrew Atkin, Jordan A. Carlson, Dori Rosenberg, Katie Crist, Suneeta Godbole, Brittany Lewars, Claudia Pena, Gina Merchant

Manuscripts, Articles, Book Chapters and Other Papers

BACKGROUND: Excessive sitting has been linked to poor health. It is unknown whether reducing total sitting time or increasing brief sit-to-stand transitions is more beneficial. We conducted a randomized pilot study to assess whether it is feasible for working and non-working older adults to reduce these two different behavioral targets.

METHODS: Thirty adults (15 workers and 15 non-workers) age 50-70 years were randomized to one of two conditions (a 2-hour reduction in daily sitting or accumulating 30 additional brief sit-to-stand transitions per day). Sitting time, standing time, sit-to-stand transitions and stepping were assessed by a thigh worn inclinometer (activPAL). Participants …