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Honey Brown Hope Foundation Rakes in National, State and Local Recognition

Honey Brown Hope Foundation Rakes in National, State and Local Recognition

Honey Brown Hope Foundation

Houston, TX — The Honey Brown Hope Foundation, a nationally recognized, award-winning 501(c)3 non-profit that has served youth and their families for over two decades, announced today that it is thankful this holiday season for recently being recognized for its civil rights

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Community Empowerment: Black Chambers of Commerce Where Is My Patronage?

Community Empowerment: Black Chambers of Commerce Where Is My Patronage?

Peter Grear

Educate, organize and mobilize -- Back in September I wrote an article entitled, Voter Suppression: Creating Black Wealth.  The impetus for that article was a commentary written by Earl G. Graves, Sr., Publisher of Black Enterprise. 

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Employees of Small, Locally-Owned Businesses Have More Company Loyalty

Employees of Small, Locally-Owned Businesses Have More Company Loyalty

loyalty to employers

Employees who work at small, locally owned businesses have the highest level of loyalty to their employers — and for rural workers, size and ownership of their company figure even more into their commitment than job satisfaction does

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The Pawns of Politics: Where Is My Patronage?

The Pawns of Politics: Where Is My Patronage?

Peter Grear

Educate, organize and mobilize -- For more than a year leading up to the recently completed General Elections, I’ve written about Voter Suppression, gerrymandering, the Black vote and voters.  

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Verbal Abuse in the Workplace: Are Men or Women Most at Risk?

Verbal Abuse in the Workplace: Are Men or Women Most at Risk?

Abuse in the Workplace

There is no significant difference in the prevalence of verbal abuse in the workplace between men and women, according to a systematic review of the literature conducted by researchers at the Institut universitaire de santé mentale de Montréal

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The Decision to Handle Rejection

The Decision to Handle Rejection

Rev. Manson B. Johnson

The Big Idea: Endurance is the key to achieving challenging goals in life.“Man’s rejection can be God’s direction.  God sometimes uses the rejection of hateful people to move us to a new place or assignment–where we wouldn’t have thought of going on our own.  

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Subscribe to Get GDN Print Edition

Subscribe to Get GDN Print Edition

Print Subscription

 Greater Diversity News (GDN) is a statewide publication with national reach and relevance.  We are a chosen news source for underrepresented and underserved communities in North Carolina.  

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Abusive Bosses Don't Suffer for Their Behavior, If They Produce

Written by University of Iowa on 05 February 2010.

A new study by University of Iowa researchers lends credence to the idea that supervisors who abuse their employees but are productive have a long leash when it comes to bad behaviorSteve Jobs is one of America's most famous CEOs, praised for leading Apple and fostering a culture of innovation that few companies can match while making lots of money for lots of people. Steve Jobs is also regarded as one of Corporate America's biggest tyrants, known for throwing temper tantrums and dressing down employees in humiliating fashion.

 

Why is Jobs allowed to get away with his abusive behavior? A new study by University of Iowa researchers lends credence to the idea that supervisors who are productive have a long leash when it comes to bad behavior.

The study, "Perpetuating Abusive Supervision: Third Party Reactions to Abuse in the Workplace," examines how third parties reacted to bad behavior on the part of supervisors. While many past studies have shown how the targets of the abuse react, this is the first scholarly effort at determining the reactions of others who see it or hear of it.

The study team was led by Jonathan Shaffer, a doctoral student in the UI Tippie College of Business, and included Amy Colbert, assistant professor of management and organizations, and doctoral student Stephen Courtright.

The study found that those third parties tend to accept the abuse if the supervisor is seen as productive and effective and they don't feel like they're the next target.

"When a supervisor's performance outcomes are high, abusive behavior tends to be overlooked by third parties when they evaluate a supervisor's effectiveness," the researchers wrote. "In contrast, abuse plays a predominant role when parties judge the personal appeal of the same high-performing abusive supervisor."

In other words, while they might not want to be friends with Steve Jobs, they'll tolerate his behavior as long he's productive. That line of thinking is even stronger from witnesses who feel detached from the abuse and aren't worried they're next in the line of fire.

The study also found that people who are more empathetic are less likely to overlook the behavior than less empathetic people. More empathetic people, the researchers found, were less likely to evaluate the same abusive boss as being effective.

To gather their data, the researchers had a group of subjects read about a fictitious CEO that portrayed him either as a high performer or a low performer and as either a verbally abusive person or not abusive. When asked to rate the CEO, the subjects gave high marks to the productive high performing CEO no matter his management style. In contrast, the non-abusive but poorly performing CEO was given low marks as an executive, despite his likeability.

The researchers said this could have an impact on how companies evaluate employees because previous studies show that employees who feel they are abused are less productive. Since most organizations rate employees using some kind of third-party assessment -- by a boss or co-worker, for instance -- organizations that do not specifically have a system in place to assess a supervisor's behavior may be allowing behavior that leads to lower productivity in the long term.

"If organizations want to ensure that abusive supervisors are not rated as effective, thus reinforcing abusive behavior, they may need to design performance evaluations that specifically take into account both the outcomes achieved by supervisors and the way in which employees are treated in the process of achieving those outcomes," they said.

Todd Darnold, an assistant professor at Creighton University, also participated in the study, which was presented recently at a conference of the Society for Industrial and Organizational Psychology.