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A resource guide providing historical context for the challenges, opportunities, and success stories of women in the American workplace. This title support interests in career pursuits and programs in Women's Studies, Diversity and Inclusion, American History, Cultural Studies and Social Science.

PurposeThe purpose for writing this paper is to help develop and apply integrated models and methods of best practice that can prevent and manage workplace incivility (WPI) and workplace violence (WPV).Design/methodology/approachThis approach uses the framework of the public health model to integrate neurobiological, behavioural, organisational, mental health, and educational theory into a holistic framework for the primary, secondary, and tertiary prevention of WPV. The key concepts built into this model are those of organisational violence (OV), trauma‐informed services, and positive behaviour support (PBS). This approach is further illustrated by case studies from organisations that have successfully implemented safety protocols that demonstrate the effectiveness of such an integrated approach. This method is derived primarily from qualitative data based on the expertise and experience of the authors in the areas of psychiatry, social work research, and instructional implementation as well as reviews of the current literature.FindingsThis model suggests that understanding WPI and violence as reactions to a combination of internal and external stressors is key to interrupting these violent responses. Responding to WPV requires that organisations first take responsibility for their own role in generating WPV and recognize the impact of organisationally generated trauma on staff and services users. In this behavioural model, WPV and WPI have functions which require the teaching of replacement behaviours that help individuals to escape from these stresses in ways that do not cause harm to themselves and/or others. Thus, management must instruct staff how to teach and reinforce appropriate social and communicative behaviours in order to replace those behaviours leading to WPV and WPI.Practical implicationsThe practical implications of this paper are that it provides human service practitioners with: an understanding of the functions of reactive violence at work; a methodology to identify different types WPI and WPV; a framework to proactively teach violence replacement behaviours, empowering people to address the causative factors in ways that do not cause harm to self and/or others; skills that can be taught to management and staff individually or in group settings, as well as to service users; and implementation models from various organisations that have achieved significant reductions in WPV. Another important outcome demonstrated through the case studies is that significant financial savings can be achieved through reduction of WPI and WPV which may in turn lead to a related improvement in the quality of life for staff and service users through changes in workplace practices. This outcome has implications for organisational practice and theory as well as human services education and training.Social implicationsOne key social implication of the model, if integrated into the company's social responsibility policies and practices, is the potential for improving the quality of life for staff and patients in health care settings as well as employees, customers, and service users in other settings.Originality/valueThe originality shown in this paper is the way the three key concepts of OV, trauma‐informed services, and PBS are built into a public health model to prevent and mitigate WPV. This paper is of particular value to boards of management, organisational directors, supervisors, HR and training departments as well as direct care staff, service providers, and regulatory bodies.

As a result of many political, economical and social conditions over the past decades, design of the administrative workplaces have been through many changes and different phases of developments: ups and downs, negatives and positives. The dynamics of technological changes have led to immediate effects on changing the nature of administrative workspaces, which in turn has led to direct changes in designing of the interior of workspaces. Research problem lies, thus, in the lack of clear criteria for designing administrative workplaces, which should support interior designers to keep up with the rapid development in this field. In addition, recognizing the fact that design has a pivotal role to play in the comprehensive economic and sustained growth. In this context, designers will participate positively in pushing the development process and the achievement of the eighth goal of sustainable development Agenda (SDGs): To promote sustained, inclusive and stainable economic growth, full and productive employment and decent work for all. Research aims at exploring the changes occurred in designing the administrative workspaces from 1950 to 2000, then followed by an analytical study of contemporary design trends in order to extract clear criteria that support the design process. This means that the research will follow the inductive approach first. This approach relies on the collection of visual facts in a manner that captures the essence of the subject while considering the timeframe, historical context and the cultural dimension to achieve a logical and a scientific interpretation. Afterwards, the deductive approach will be adopted to choose clear criteria for accommodating the ongoing changes and adopting them in the design process in an effective and a constructive manner. Research results will be presented to show how to overcome the negative points, as well as, how to create diversity in the design of workplaces, which will facilitate communication and smooth interaction between employees. This in turn will achieve the required sustainability.

This book proposes a new theoretical and methodological approach to the investigation and explanation of intercultural differences in conflict management strategies and relational (politeness) strategies in workplace settings, taking the Chinese workplace as its focus.

The FinTech community is steeped in change and has the potential to pave the way for equal opportunities in the workplace, considering the positive actions that have taken place. There is so much more that can be done but what has been achieved so far needs to be replicated. This book showcases the successes in the industry alongside that which could act as a barrier or escalator. Being the first of its kind, FinTech Women Walk the Talk draws upon the author's podcasts that feature the insights of more than 150 FinTech experts; more than 100 of which are women. It is a call to action for diversity in the workplace, showcasing the successes and presenting how to overcome the challenges. By demystifying FinTech, and highlighting its potential to drive change, this book explores how to achieve gender parity in the workplace. The FinTech industry is used as a case study and hence of interest to practitioners in finance, technology, FinTech and beyond.

The existence of workplace relationships poses many consequences for professional organizations. There are many factors such as motive, age, gender, and workplace culture that impact how these complex relationships are perceived by other employees of the organization. These perceptions can have a major influence on employee engagement, workplace productivity, and general cohesiveness of the organization that can be essential to its success. A proper response from management in terms of policy development is crucial in dealing with this form of intimate relationship. The existence of relationships in the workplace is inevitable as they have become very popular locations to discover a significant other.