Judith A. Levine
- Published in print:
- 2013
- Published Online:
- September 2016
- ISBN:
- 9780520274716
- eISBN:
- 9780520956919
- Item type:
- chapter
- Publisher:
- University of California Press
- DOI:
- 10.1525/california/9780520274716.003.0004
- Subject:
- Sociology, Race and Ethnicity
This chapter explores women's experiences in the workplace as they interacted with supervisors and coworkers. The workplace is an arena in which both employers and employees face uncertainty. As ...
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This chapter explores women's experiences in the workplace as they interacted with supervisors and coworkers. The workplace is an arena in which both employers and employees face uncertainty. As employers do not know which employees will perform reliably, employees similarly do not know whether employers will treat them fairly. Women in low-wage jobs often feel their supervisors (and sometimes their coworkers) mistreat them and thus do not trust that they will get a fair shake at work. Surprisingly, this distrust led women to quit their jobs not only before welfare reform, when they could reliably replace wages (at least in part) with welfare benefits, but also after reform, when no such financial guarantee was in place. Quick turnover in jobs was thus due not only to factors outside the workplace, but also to traits of the workplace itself—in this case, the conditions that produced employee distrust of supervisors.Less
This chapter explores women's experiences in the workplace as they interacted with supervisors and coworkers. The workplace is an arena in which both employers and employees face uncertainty. As employers do not know which employees will perform reliably, employees similarly do not know whether employers will treat them fairly. Women in low-wage jobs often feel their supervisors (and sometimes their coworkers) mistreat them and thus do not trust that they will get a fair shake at work. Surprisingly, this distrust led women to quit their jobs not only before welfare reform, when they could reliably replace wages (at least in part) with welfare benefits, but also after reform, when no such financial guarantee was in place. Quick turnover in jobs was thus due not only to factors outside the workplace, but also to traits of the workplace itself—in this case, the conditions that produced employee distrust of supervisors.
Rachel L. Morrison and Helena D. Cooper-Thomas
- Published in print:
- 2016
- Published Online:
- November 2016
- ISBN:
- 9780190222024
- eISBN:
- 9780190645380
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780190222024.003.0008
- Subject:
- Psychology, Social Psychology
This chapter examines friendship from a work and organizational psychology perspective. It describes the key areas of organizational relationship enquiry, outlining why coworker friendships are ...
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This chapter examines friendship from a work and organizational psychology perspective. It describes the key areas of organizational relationship enquiry, outlining why coworker friendships are important to study. It provides a taxonomy of workplace friendships, describing the types of relationships that may exist, from formal, collegial relationships through to close and even “best” friends. It examines the development of friendship at work, asking, What makes only some collegial relationships become genuine friendships? It explores the complexities and tensions inherent in maintaining and managing these potentially complex, dual relationships, describing how and why they can deteriorate. The impact that gender might have within organizational relationships is also considered. The personal and professional benefits and costs to employees are outlined, as well as the benefits and challenges they present at the organizational level.Less
This chapter examines friendship from a work and organizational psychology perspective. It describes the key areas of organizational relationship enquiry, outlining why coworker friendships are important to study. It provides a taxonomy of workplace friendships, describing the types of relationships that may exist, from formal, collegial relationships through to close and even “best” friends. It examines the development of friendship at work, asking, What makes only some collegial relationships become genuine friendships? It explores the complexities and tensions inherent in maintaining and managing these potentially complex, dual relationships, describing how and why they can deteriorate. The impact that gender might have within organizational relationships is also considered. The personal and professional benefits and costs to employees are outlined, as well as the benefits and challenges they present at the organizational level.
David Karpf
- Published in print:
- 2017
- Published Online:
- December 2016
- ISBN:
- 9780190266127
- eISBN:
- 9780190266165
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780190266127.003.0005
- Subject:
- Political Science, American Politics, Democratization
Chapter 5 examines the two boundary conditions that define the current scope of analytic activism: the analytics floor and the analytics ceiling. It thoroughly defines each of these boundary ...
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Chapter 5 examines the two boundary conditions that define the current scope of analytic activism: the analytics floor and the analytics ceiling. It thoroughly defines each of these boundary conditions, with helpful narrative examples. It then offers six case examples of promising efforts to push past these two boundaries. Three of the case examples focus on the analytics floor, highlighting efforts to help small organizations run effective experiments, strategically build their membership capacity, and leverage external analytics to monitor public sentiment. Three of the case examples focus on the analytics frontier, including efforts to develop new metrics that track the right activities and align an activist organization’s measurement schemes with its mission and vision, and a pilot project in “governance gamification” that represents a radical change in the governance voice of members/participants in activist campaigns.Less
Chapter 5 examines the two boundary conditions that define the current scope of analytic activism: the analytics floor and the analytics ceiling. It thoroughly defines each of these boundary conditions, with helpful narrative examples. It then offers six case examples of promising efforts to push past these two boundaries. Three of the case examples focus on the analytics floor, highlighting efforts to help small organizations run effective experiments, strategically build their membership capacity, and leverage external analytics to monitor public sentiment. Three of the case examples focus on the analytics frontier, including efforts to develop new metrics that track the right activities and align an activist organization’s measurement schemes with its mission and vision, and a pilot project in “governance gamification” that represents a radical change in the governance voice of members/participants in activist campaigns.
