Communication & Leadership
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Communication & Leadership
Learning from the past to build the future
Curated by Amy Melendez
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Ashridge Faculty Publications

Ashridge Faculty Publications | Communication & Leadership | Scoop.it

Via AlGonzalezinfo
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AlGonzalezinfo's curator insight, September 27, 2013 8:36 AM

For anyone interested in the science behind Inclusion, here is a breaktrough article.  It is detailed and lengthy, but educational AND very relevant. 

 

 

Abstract:

 

Research over the past three decades have demonstrated that even though organisations may have the requisite diversity in their midst, the employees may not feel that all the strands of their social identities may be appreciated and included – hence, leaving them feeling excluded. Unfortunately, there are not many available tools for organizations to gauge such desired levels of inclusion.


Our research sets out to establish the psychometric development and the validity of the ten dimensions of one such tool, and provide rigorous, statistical evidence for its ability to establish whether an organisation has indeed engendered an inclusive environment for its employees.
The dimensions are:

~senior managers,

~immediate manager,

~values, recruitment,

~promotion/progression & development,

~fitting in,

~bullying/harassment,

~dialogue,

~organisational belonging, and

~ emotional well-being. 

 

The overall measurement within the ten dimensions provides and index, which gives organisations an indication of where their diversity and inclusion practices are failing, and where resources and effort are needed to be applied to achieve the necessary change. 

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Bullying at the workplace: Statistics on bullying

Bullying at the workplace: Statistics on bullying | Communication & Leadership | Scoop.it
Bullying at the workplace: Statistics on bullying - Human resources News on Violence in the Workplace

 

"...between 35 and 50 percent of workers have been bullied or otherwise abused in their workplaces at some point during their careers." Duffy told us.

 

"And for those of you in HR, you might be very interested to learn of the frequency statistics that were reported in a very recent study – 31 percent of human resources personnel had been bullied and over half of that bullied group believed it was because of their role in human resources and their associated responsibilities."

 

 

As if the personal implications weren’t enough, there is also a financial aspect to this situation.

 

"In the United States, the actual cost . . . $250 million annually in expenditures related to health care, litigation, staff turnover, and retraining from workplace bullying and mobbing." Duffy explained.

 

This figure may be low given a lot of these types of costs are not always attributed to bullying when in fact they could be.


Via AlGonzalezinfo
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AlGonzalezinfo's curator insight, December 31, 2012 11:04 AM

It's time to take a close look at the quality of leadership in organizations!  Leadership is not a license to bully or condone it! The problem is that many of us don't know we are actually doing it!  

 

Robin Martin's curator insight, January 3, 2013 1:50 PM

Great scoops Al on bullying! Leaders/bullying just do not mix. 

Thomas Ammar's curator insight, March 16, 2:24 AM
Mental Health of a worker is in my opinion the most unrecognized health issue in a workplace. Bullying at the Workplace is something we all know that goes on and is not something that is easily addressed. There are ramifications that can arise from both ends of a bullying situation. This is something that is very important to me, i hope to one day influence the workplace to eradicate bulling and impose a higher motivational chi to a workplace. 
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The End of a Job as We Know It

The End of a Job as We Know It | Communication & Leadership | Scoop.it

The concept of a job, as we know it, is starting to go away.

 

Over the last year I've been speaking with many corporate business and HR leaders and have heard a common theme:we need our organizations to be more agile. We need to redesign the organization so we can learn faster, communicate better, and respond more rapidly to change. This quest for the agile organization has changed the nature of what we call a job.


Via Martin Gysler, David Hain, donhornsby
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Martin Gysler's comment, January 16, 2013 4:36 AM
Yes David, a long time ago that things have changed ... finally happily. I think you gave good advice to your children, who will always be on the safe side if they focus on life and relationships.
Martin Gysler's comment, January 16, 2013 4:43 AM
@ Don - I read an article last week on the same subject and I think you say right that deep skills are (or should be) the currency of the job. More and more companies have understood this reality today.
Martin Gysler's comment, January 16, 2013 4:54 AM
@Trumans - Yes, I totally agree with you. Relationships and our network is more important than ever. It is sometimes simply complicated, for me, to set a limit ... :-). Your training seems to be great, if you can put together five acronyms and if those who follow the training understands the strong message sent.
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Destructive, Difficult Employees: A Leader’s Worst Nightmare

Destructive, Difficult Employees: A Leader’s Worst Nightmare | Communication & Leadership | Scoop.it
As leaders we have all dealt with difficult employees that have been low performers.

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