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Going Along to get Along: Victimization inc.Solas, John January 2016 (has links)
yes / It has long been recognized that "when bad men combine, the good must associate; else they will fall, one by one, an unpitied sacrifice in a contemptible struggle" (Burke 1770, p. 146). In order words, all that is needed for evil to triumph is for good people to do nothing. Edmond Burke made the peril of inaction and dissociation in the midst of wrongdoing clear. When the need to act against victimisation arises, resistance is essential, and should not befall a brave few, for as Burke contended, there is safety in numbers. Despite Burke's advice, social psychological research (most notably by Latané and Darley 1970; Milgam 1974; Zimbardo, Banks and Jaffe 1973) has demonstrated the unreliability of unsolicited prosocial intervention into even the most glaring atrocities. Simply put, the numbers needed to ensure safety may not be there. While the reasons for inaction are both complex and manifold, they invariably point to a lack of supererogation and fiduciary responsibility. People look on rather than intervene either because they do not consider the fate of others their responsibility or business (Zimbardo 2007). Hence, are those who witness rather than contest victimisation innocent bystanders or accomplices? The answer has particular consequences for employees made victims of unscrupulous corporate supervisors, leaders, managers, and, most notably, their followers. This paper examines the moral question that inaction against victimisation in the corporate realm raises.
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Pathological Work Victimisation in Public Sector OrganisationsSolas, John 21 March 2014 (has links)
No / Workers in public sector organisations might expect any threat to their
physical and psychological safety and wellbeing to fall far short of any unreasonable
risk. However, the evidence is by no means certain. One of the most persistent and
prevalent organisational perils is work victimisation. A propensity towards this type of
abuse in government organisations is most disturbing, since they remain a major
employer, and hence, have a direct bearing on the occupational fates of a large and
growing number of personnel. This paper provides a brief discussion of work
victimisation and focuses attention one of its most unrepentant and enigmatic perpetrators,
the corporate psychopath. The paper highlights some individual and institutional
measures designed to enable employees to mitigate the risk of abuse by these
victimisers.
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