Bøker av Lavena Wilkin

Physical violence injures the body, but workplace bullying is psychological violence that wounds the minds and souls of targets. Andrea Adams says workplace bullying may be more harmful to employees' physical and emotional health than all other job-related traumas combined. Targets of workplace bullies are less motivated to do their work because they worry about when the next strike will occur. Consequently, job performance suffers. Employees who have been targets of this kind of abuse are demoralized, powerless, and hopeless. This book focuses on the resilience of people who felt wounded, vulnerable, and alone. In their own words, they share how they moved past that hurtful time in their lives by affirming and claiming their own good, becoming advocates for others, forgiving the bully, and developing empathy toward the people who hurt them. They recognized they cannot change what happened; the changes come from within. As a result, they were able to let go of blame and anger and empower themselves. Organizational leaders will learn ways to help employees who have been targets of workplace bullying, and targets will discover a path forward that helps them move from victims to survivors.

The De Gruyter Handbook of Organizational Conflict Management offers insightful contributions covering a myriad of conflict management topics ranging from fundamental issues, such as emotional intelligence and cultural differences, to cutting-edge themes such as political conflicts and mindfulness training. Renowned conflict management scholars and leading practitioners have contributed chapters to this handbook based on their research and their practical experience in the field of confl ict management. Many of the authors have influenced the topic of conflict management as it has become both a fi eld of academic study in universities and a necessary leadership skill. The handbook is organized in four sections. The first section covers interpersonal conflict management and focuses on perceptions, conflict styles, emotional intelligence, psychological safety, and change. The second section includes ethnic and cultural issues in organizational conflict management, such as microaggressions, ethnicity and religion, and political conflicts. The third section offers methods for managing organizational conflicts, including mediation, negotiation, ombudspersons, and conflict coaching. This section also offers guidance on developing an organizational conflict management system and discusses HR's role in managing conflicts. The fourth section introduces chapters on special topics in conflict management, such as workplace bullying, gender issues, birth order personality, human connections, and forgiveness. This handbook is an essential reference for scholars and practitioners. It offers organizational leaders insights into the causes and solutions to organizational conflict management. In addition, it is an excellent textbook for undergraduate and graduate courses in organizational conflict management.