Recent exposure to nurse suicide raised our awareness and concern, but it was disarming to find no organization-specific, local, state, or national mechanisms in place to track and report the number or context of nurse suicides in the United States. This paper describes our initial exploration as we attempted to uncover what is known about the prevalence of nurse suicide in the United States. Our goal is to break through the culture of silence regarding suicide among nurses so that realistic and accurate appraisals of risk can be established and preventive measures can be developed.
They wear dresses we can't afford and live in houses we can only dream of. Yet it turns out that—in the most painful and personal ways—movie stars are more like you and me than we ever knew.
Injust before Ashley Judd's career took off, she was invited to a meeting with Harvey Weinstein, head of the starmaking studio Miramax, at a Beverly Hills hotel. Astounded and offended by Weinstein's Organizational silence to coerce her into bed, Judd managed to escape.
But instead of keeping quiet about the kind of encounter that could easily shame a woman into silence, she began spreading the word.
And he could tell by my face—to use his words—that something devastating had happened to me. It allowed for people to warn others to some degree, but there was no route to stop the abuse. Weinstein said he "never laid a glove" on Judd and denies having had nonconsensual sex with other accusers.
When movie stars don't know where to go, what hope is there for the rest of us? What hope is there for the janitor who's being harassed by a co-worker but remains silent out of fear she'll lose the job she needs to support Organizational silence children?
For the administrative assistant who repeatedly fends off a superior who won't take no for an answer? For the hotel housekeeper who never knows, as she goes about replacing towels and cleaning toilets, if a guest is going to corner her in a room she can't escape?
Like the "problem that has no name," the disquieting malaise of frustration and repression among postwar wives and homemakers identified by Betty Friedan more than 50 years ago, this moment is born of a very real and potent sense of unrest.
Yet it doesn't have a leader, or a single, unifying tenet. This reckoning appears to have sprung up overnight. But it has actually been simmering for years, decades, centuries. Women have had it with bosses and co-workers who not only cross boundaries but don't even seem to know that boundaries exist.
They've had it with the fear of retaliation, of being blackballed, of being fired from a job they can't afford to lose. They've had it with the code of going along to get along.
They've had it with men who use their power to take what they want from women. These silence breakers have started a revolution of refusal, gathering strength by the day, and in the past two months alone, their collective anger has spurred immediate and shocking results: In some cases, criminal charges have been brought.
Emboldened by Judd, Rose McGowan and a host of other prominent accusers, women everywhere have begun to speak out about the inappropriate, abusive and in some cases illegal behavior they've faced. When multiple harassment claims bring down a charmer like former Today show host Matt Lauer, women who thought they had no recourse see a new, wide-open door.
When a movie star says MeToo, it becomes easier to believe the cook who's been quietly enduring for years. It's an ingenious way that we've tried to keep ourselves safe. All those voices can be amplified. That's my advice to women. That and if something feels wrong, it is wrong—and it's wrong by my definition and not necessarily someone else's.
The women and men who have broken their silence span all races, all income classes, all occupations and virtually all corners of the globe. They're part of a movement that has no formal name. But now they have a voice. II In a windowless room at a two-story soundstage in San Francisco's Mission District, a group of women from different worlds met for the first time.Timor, Indonesia, West Papua related books and more from ETAN.
The teacher hasn’t taught. This article, titled “Why China is Not Ready for Lean Manufacturing” presents an account of trying to teach “lean manufacturing” in a Chinese tranceformingnlp.com experience is summed up in a couple of key paragraphs.
ABSTRACT. This study addresses the culture and power influencing the organizational structure of the nursing services at a teaching hospital. International Journal of Academic Research in Business and Social Sciences November , Vol.
11 ISSN: Destructive Role of Employee Silence in Organizational. A growing body of evidence suggests that the open office undermines the very things that it was designed to achieve.
Jan 26, · This first post in this column argues that we need to challenge standard theory and practice of organizational change. This blog series will advance a crowd-sourcing approach to organizational.