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Готові списки джерел за темами / Workplace dialogue / Статті в журналах

Щоб переглянути інші типи публікацій з цієї теми, перейдіть за посиланням: Workplace dialogue.

Статті в журналах з теми "Workplace dialogue"

Автор: Grafiati

Опубліковано: 7 червня 2025

Оновлено: 2 серпня 2025

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1

Nguyen, Thanh Cong. "Workplace Dialogue across Enterprise Types in Vietnam: The Role of Trade Unions." Journal of Economics, Finance And Management Studies 08, no. 05 (2025): 2625–30. https://doi.org/10.5281/zenodo.15347906.

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Workplace dialogue is a crucial mechanism for building harmonious, stable, and progressive labor relations within enterprises. As the representative organization of workers, trade unions play a central role in promoting and implementing effective workplace dialogue. This article analyzes and compares the role of trade unions in workplace dialogue across different types of enterprises in Vietnam, including state-owned enterprises, private enterprises, and foreign-invested enterprises (FDIs). The paper further clarifies the differences in trade union roles depending on whether employers support

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2

Krysak, Larisa. "STRUCTURE AND COMPOSITION OF ENGLISH PROFESSIONALLY ORIENTED DIALOGUE OF PROSPECTIVE PHYSICIANS." АRS LINGUODIDACTICAE, no. 2 (2018): 55–63. http://dx.doi.org/10.17721/2663-0303.2018.2.07.

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Background. English professionally oriented dialogue is an integral part of medical professional sphere. It is closely connected to professional responsibilities and professional competence in medicine. English professionally oriented medical dialogue is a complex, multi-faceted process of workplace communication between a doctor and a patient arising from the needs of professional medical practice. It includes perception and understanding of the patient’s needs, information analysis and specific professional interaction between physicians and patients. Purpose. The current paper aims to analy

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3

McLemore, Monica R. "Workplace Aggression: Beginning a Dialogue." Clinical Journal of Oncology Nursing 10, no. 4 (2006): 455–56. http://dx.doi.org/10.1188/06.cjon.455-456.

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4

Gustavsen, Bjorn. "Workplace Reform and Democratic Dialogue." Economic and Industrial Democracy 6, no. 4 (1985): 461–79. http://dx.doi.org/10.1177/0143831x8564004.

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5

Grill, Christina, Gunnar Ahlborg Jr, Ewa Wikström, and Eva-Carin Lindgren. "Multiple balances in workplace dialogue: experiences of an intervention in health care." Journal of Workplace Learning 27, no. 4 (2015): 267–81. http://dx.doi.org/10.1108/jwl-07-2013-0047.

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Purpose – This paper aims to illuminate and analyse the participants’ experiences of the influences of a dialogue intervention. Cooperation and coordination in health care require planning of dialogically oriented communication to prevent stress and ill health and to promote health, well-being, learning and efficiency in the organisation. Design/methodology/approach – An intervention method based on dialogue theory, with Socratic provocations and concrete workplace examples enhanced authenticity of conversations. A qualitative study, using qualitative content analysis, entailed interviews with

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6

Andersson, Pia, Lotta Dellve, Gunnar Gillberg, and Hans Lindgren. "Building perspective awareness as a workplace practice." Journal of Workplace Learning 34, no. 4 (2021): 373–87. http://dx.doi.org/10.1108/jwl-06-2021-0076.

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Purpose The present study aims to describe the implementation of a facilitated dialogue model intended to improve communication across professional logics and knowledge boundaries in two units of a large health-care organization in Sweden. Design/methodology/approach This is a mixed-methods study with interviews, field observations and follow- up questionnaires that were conducted during the implementation process. Findings The conclusion drawn in this study is that it is possible to change and improve the dialogue between health-care professionals with the help of a tailored, facilitated dial

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7

Sawchuk, Peter H. "Reading across workplace learning research to build dialogue." Frontiers of Education in China 5, no. 3 (2010): 365–81. http://dx.doi.org/10.1007/s11516-010-0106-y.

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8

Taylor, Maurice, and Karen Evans. "Formal and Informal Training for Workers with Low Literacy: Building an International Dialogue." Journal of Adult and Continuing Education 15, no. 1 (2009): 37–54. http://dx.doi.org/10.1177/147797140901500105.

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The purpose of this exploratory study was to investigate some of the kinds of formal and informal workplace training activities that workers with low literacy engage in from different parts of Canada and the United Kingdom. The study employed a multi-site case study research design with 31 employees and 18 instructors from seven different types of workplace literacy programmes in various regions of Canada and 42 employees and six supervisors/tutors from four workplace basic skills programmes in the north and south of Greater London, England. Data sources from each country were developed and we

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9

Siqueira, C. Eduardo, Elizabeth Barbeau, Richard Youngstrom, Charles Levenstein, and Glorian Sorensen. "Worksite Tobacco Control Policies and Labor-Management Cooperation and Conflict in New York State." NEW SOLUTIONS: A Journal of Environmental and Occupational Health Policy 13, no. 2 (2003): 153–71. http://dx.doi.org/10.2190/bvbh-0aw9-hkey-dm98.

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This article summarizes the origins and implementation of labor-management negotiated tobacco control policies in public workplaces in New York state during the 1980s and 1990s. It is an in-depth case study that illustrates the confrontation and cooperation among three main social actors involved in the design and implementation of workplace smoking policies: public-sector labor unions, public health professionals, and state managers. The policy debates, legal, and political issues that emerge from this history suggest hopeful avenues for improving the dialogue and cooperation on the design an

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10

Harshila, Gujar. "Creating Safe Spaces for Dialogue: Facilitating Open Discussions on Diversity Issues." European Journal of Advances in Engineering and Technology 9, no. 11 (2022): 123–25. https://doi.org/10.5281/zenodo.13627168.

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Creating safe spaces for dialogue about diversity issues is essential for fostering an inclusive and empathetic workplace. This article delves into the necessity of these spaces, detailing strategies for their establishment, effective facilitation techniques, and the challenges organizations may face. It emphasizes the importance of setting guidelines, training facilitators, and measuring impact through statistical evidence. By implementing these practices, organizations can enhance communication, build trust, and improve overall workplace culture, leading to higher employee engagement and sat

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11

Tanner, Lindsay, and Jon Balzotti. "Testing the Test: Expanding the Dialogue on Technical Writing Assessment in the Academy and Workplace." Journal of Technical Writing and Communication 49, no. 1 (2018): 105–23. http://dx.doi.org/10.1177/0047281618784267.

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The small amount of work on workplace writing assessment has focused almost entirely on student readiness for professional writing or included case studies of employer expectations for new writers. While these studies provide insight into current pedagogies for technical writing and writing instruction in general, the main conclusion to be drawn from them is the unsatisfactory number of recent graduates who display workplace readiness. In this article, we explore writing assessment research in both the academy and the workplace and attempt to identify ways in which the academy’s assessment pra

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12

Paynter, Sarah, and Christine Rivers. "Making use of elephants: lived experience and organisations." Mental Health and Social Inclusion 19, no. 3 (2015): 148–54. http://dx.doi.org/10.1108/mhsi-05-2015-0019.

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Purpose – The purpose of this paper is to examine the surrounding attitudes, culture and workplace environment in which Oxleas NHS Foundation trust developed a network for staff with lived experience of mental ill health. Design/methodology/approach – Sarah Paynter completed an interview talking about her experiences with a peer, which was recorded, then the authors picked out relevant themes from this which are grounded in lived experience. The paper examines the theme of lived experience in the workplace in more depth, from a personal perspective (Sarah) and from an organisational perspectiv

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13

Dan, Tang. "Workplace Bullying: A Comprehensive Overview of Its Causes, Effects, and Organizational Prevention Strategies." Frontiers in Business, Economics and Management 8, no. 3 (2023): 41–44. http://dx.doi.org/10.54097/fbem.v8i3.7556.

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The paper provides an overview of the definition and explanatory framework of workplace bullying, explores the factors that contribute to it, and discusses the serious consequences that both individuals and organizations may face as a result. Additionally, the paper offers practical recommendations for organizations to mitigate and prevent workplace bullying. Through this study, the author aims to contribute to the ongoing dialogue surrounding workplace bullying and assist organizations in creating a safe and supportive work environment for their employees.

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14

Ennals, Richard. "The Quality Coffee Shop." European Journal of Workplace Innovation 5, no. 2 (2020): 186–87. http://dx.doi.org/10.46364/ejwi.v5i2.743.

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Authors: Tina Saud, Ravi Bhatterai, James Forster, Richard Ennals The short article reports on The Quality Coffee Shop, which has been launched during the Covid-19 pandemic, and provides a virtual arena for international dialogue. It should be seen as an Action Research intervention, with practical relevance for Workplace Innovation.Keywords: Action Research, Covid-19, Quality, Workplace Innovation

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15

Totterdill, Peter. "Workplace Innovation as Regional Development." Concepts and Transformation 4, no. 1 (1999): 23–43. http://dx.doi.org/10.1075/cat.4.1.03tot.

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Regeneration, whether of companies, sectors or regions, must increasingly be led by knowledge and innovation. The critical need is to reconstitute the public sphere as a forum for collective action. New organizational structures are central to this project and intelligent models of organization are hesitantly emerging — at the level of the workplace, the industrial sector and the region. Regions are particularly significant for their ability to act as focal points for the convergence of economic opportunities, technologies, human resources and culture, becoming centers of collective learning.

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16

Gursel-Bilgin, Gulistan, and David Flinders. "Anatomy of a Peace Educator: Her Work and Workplace." Australian Journal of Teacher Education 45, no. 10 (2020): 35–54. http://dx.doi.org/10.14221/ajte.2020v45n10.3.

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This article reports a case study that examined the peace education practice of a 5th and 6th grade teacher at an independent, non-profit school in the Mid-western United States. The study used Paulo Freire’s (1970) conception of dialogue as its conceptual framework. After describing the study’s context and methods, we present data focusing on the teacher’s background and development as a peace educator, her teaching practices, and her relationships with her students, school and local community. We discuss Michelle’s interdisciplinary approach to peace education linked with her personal backgr

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17

Bussey, Maria, and Gareth Griffiths. "The Feedback FREND: An aid to a more formative WBA dialogue." Bulletin of the Royal College of Surgeons of England 99, no. 6 (2017): 231–34. http://dx.doi.org/10.1308/rcsbull.2017.231.

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18

Lin, Htin Oo. "Joint Problem-Solving in the Workplace: A Tripartite Approach to Preventing Disputes." Joint Problem-Solving in the Workplace: A Tripartite Approach to Preventing Disputes 8, no. 11 (2023): 9. https://doi.org/10.5281/zenodo.10213129.

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This paper explores the dynamics of joint problem-solving in the workplace, employing a tripartite approach involving the government, employers, and trade unions. The introductory section defines industrial relations, emphasizing their significance for organizational success and economic stability. The paper outlines the purpose, highlighting the importance of dynamic interactions among the key actors to prevent conflicts and disputes. The second section delves into the importance of dialogue and consultation, discussing mechanisms such as tripartite bodies, informal channels, and joint commit

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19

Purdy, Michael W., and Linda M. Manning. "Listening in the Multicultural Workplace: A Dialogue of Theory and Practice." International Journal of Listening 29, no. 1 (2014): 1–11. http://dx.doi.org/10.1080/10904018.2014.942492.

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20

Al-Hadrawi, Baqer Khudair. "Promoting Productive Dialogue in the Workplace: The Profound Influence of Civility." Journal of Production and Industrial Engineering 4, no. 2 (2023): 101–9. http://dx.doi.org/10.26706/jpie.4.2.20231503.

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21

Backhausen, Mette G., Mette Langeland Iversen, Margrethe Bordado Sköld, Thora G. Thomsen, and Luise Moellenberg Begtrup. "Experiences managing pregnant hospital staff members using an active management policy—A qualitative study." PLOS ONE 16, no. 2 (2021): e0247547. http://dx.doi.org/10.1371/journal.pone.0247547.

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Background and objective During pregnancy, absence from work increases significantly. Job adjustments have been shown to decrease absences; however, studies show only half of pregnant women who need job adjustments receive them. Little is known about the viewpoints of managers and possible challenges in the management of pregnant employees. The aim of this study was to investigate the experiences and considerations of managers in relation to managing pregnant hospital staff members and to describe the experiences of an active management policy for pregnant individuals. Methods A qualitative st

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22

Walker, Judith, and Stephanie Oldford. "Risk and Reflection in the Academic Workplace." Advances in Developing Human Resources 22, no. 3 (2020): 278–90. http://dx.doi.org/10.1177/1523422320927297.

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The Problem Universities are workplaces designed for learning, research, and reflection. In recent years, an amalgam of issues, both internal and external, have emerged, making critical reflection more difficult and riskier for both academic and nonacademic staff. The Solution We argue that positive leadership, dialogue, and group connection can help counter increasing isolation and in effect make reflection more possible. The Stakeholders This article is relevant not only to human resource development (HRD) scholars and practitioners within the context of postsecondary institutions but also t

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23

Elliott, Lisa R. "Hidden in Plain Sight: An Appreciative Inquiry into Invisible Disabilities in the Workplace." AI Practitioner 27, no. 1 (2025): 15–24. https://doi.org/10.12781/978-1-907549-62-5-4.

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This article examines the intersection of invisible disabilities and Appreciative Inquiry in the workplace, advocating for a shift from deficit-based discussions to strengths-oriented dialogue. Based on personal experiences as someone managing invisible disabilities and an AI scholar-practitioner, it describes an online seminar, ‘Hidden in Plain Sight’, which engaged diverse stakeholders in co-creating supportive work cultures. The seminar envisioned inclusive practices that embrace the unique strengths of individuals with invisible disabilities, promoting equity in the workplace.

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24

Pomares, Egoitz. "The Future of Workplace Innovation: EUWIN International Conference." European Journal of Workplace Innovation 8, no. 2 (2024): 105–6. http://dx.doi.org/10.46364/ejwi.v8i2.1365.

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This international conference calls upon researchers, policymakers, and practitioners to engage in a dialogue. As we discuss, debate, and learn from each other’s experiences, the conference will underscore the imperative of participation and learning, ensuring that workplace innovation remains central to Europe's competitive edge. For those interested in contributing to or attending this discussion, registration and call for abstracts are now open. Please visit The Future of Workplace Innovation for registration details and Call for Papers to submit your abstracts.

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Tachakra, Sapal, Ashraf El Habashy, and Mary Dawood. "Changes in the workplace with telemedicine." Journal of Telemedicine and Telecare 7, no. 5 (2001): 277–80. http://dx.doi.org/10.1258/1357633011936534.

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The opinions of 110 emergency nurse practitioners (ENPs) practising telemedicine in 11 British minor injury units were sought using a questionnaire. There were 90 respondents (82%). The respondents thought that, since telemedicine had been introduced, they had become more open to change (96%) and more ready to grasp opportunities (93%). They considered that they were more keen to learn new things (99%) and were better disposed to teaching others (90%). They adopted a more advisory and supportive role (80%), found the work environment more varied (83%) and were well disposed to teamwork (64%).

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Kalliola, Satu, Tuula Heiskanen, and Riikka Kivimäki. "What Works in Democratic Dialogue?" Social Sciences 8, no. 3 (2019): 101. http://dx.doi.org/10.3390/socsci8030101.

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As the global world produces new social problems and the continuously changing environment of work organizations calls for new modes of operation, there emerges a need for discussion forums to analyze and find practical solutions, involving the people concerned. This article examines, within the framework of realist evaluation, the potential of democratic dialogue, a Nordic method of workplace development, to generate outcomes that are put into practice in work organizations. Democratic dialogue is seen as a social program that, by providing the participants with new resources and new reasonin

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27

Svare, Helge. "User-Producer Dialogue, Workplace Innovation, and Knowledge in a Regional Innovation System." Journal of the Knowledge Economy 7, no. 2 (2014): 565–86. http://dx.doi.org/10.1007/s13132-014-0229-0.

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28

Kefalaki, Margarita, and Fotini Diamantidaki. "Inclusive Practices in the Classroom and Workplace." Journal of Education, Innovation and Communication 6, no. 1 (2024): 7–9. http://dx.doi.org/10.34097/jeicom-6-1-1.

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We are very pleased to announce that our journal JEICOM has now reached a new and exciting milestone that will help us increase our impact factor in open access platforms and beyond. To this end we are now hosted by the Open Access Publishing Association (OAPA), a new and exciting platform, which aims to challenge the current model of publishing; an aim that we share dearly as editors-in-chief of JEICOM. Since the creation of our journal in 2019, we aim to provide a free and open platform to academics, researchers, professionals, to share knowledge, communicate and exchange via research dialog

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29

Bailey, Adam D., and Alan Strudler. "Dialogue: The Confucian Critique of Rights-Based Business Ethics." Business Ethics Quarterly 21, no. 4 (2011): 661–77. http://dx.doi.org/10.5840/beq201121440.

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ABSTRACT:Must even Confucian rights skeptics—those who are, on account of their Confucian beliefs, skeptical of the existence of human rights, and believe that asserting or recognizing rights is morally wrong—concede that in the workplace, they are morally obligated to recognize rights? Alan Strudler has recently argued that such is the case. In this article, I argue that because Confucian rights skeptics locate wrongness in inconsistency with the idea of “Confucian community,” Confucian community should be viewed as a moral ideal. I then argue that Confucian rights skeptics ought to act in a

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30

Murphy, Brendon. "Against wellbeing: The problem of resources, metrics and care of the self." Alternative Law Journal 46, no. 2 (2021): 108–14. http://dx.doi.org/10.1177/1037969x211007580.

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This article critically engages with the concept and practice of ‘wellbeing’. Over the last decade, managerial practices have broadly introduced ‘wellbeing’ policies into the workplace, including the legal workplace. While these practices, in principle, can offer important forms of support for staff under professional stress, they can also be counterproductive, and have the effect of escalating stress and isolation. Drawing on Foucault, this article turns wellbeing on its head and identifies the dark side of what has become a widely practised form of control. It concludes by advocating for emp

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Totterdill, Peter, and Rosemary Exton. "Trade unions as knowledgeable participants in workplace innovation." Strategic Direction 30, no. 9 (2014): 31–34. http://dx.doi.org/10.1108/sd-09-2014-0119.

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Purpose – This article aims to demonstrate that trade unions possess unique knowledge of how organisations really work and that they are repositories of experience embracing many different situations and stretching over many years. Closing the gap between best practice and common practice needs knowledgeable advocates to actively demonstrate what workplace innovation is and how it benefits organisations and individuals. Design/methodology/approach – This article demonstrates that trade unions possess unique knowledge of how organisations really work and that they are repositories of experience

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32

Eck, Diana. "Interfaith dialogue in the new religious America." Review & Expositor 114, no. 1 (2017): 25–33. http://dx.doi.org/10.1177/0034637316686079.

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In the decades since the passage of the 1965 Immigration and Nationalities Act, the United States has become significantly more religiously diverse. Thus, interreligious relations and interfaith dialogue have gained attention as part of our American reality. Beginning with my own experience, I outline five kinds of interfaith dialogue. First, the dialogue of life is the ordinary give and take of relationships in the neighborhood, workplace, hospital, or town council. Second, there is the dialogue of learning—the intentional study of another culture and faith, involving the intellectual energy

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Leahy, Stevie. "Benefits and Challenges to “Period Policies” – Menstruating Individuals Are Empowered Through Inclusive Dialogue and Advocacy." Columbia Journal of Gender and Law 41, no. 1 (2021): Only. http://dx.doi.org/10.52214/cjgl.v41i1.8832.

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   The governing laws within the United States center the experience of white, cis- gender, able-bodied males and largely ignore the existence and experience of menstruating individuals within the workplace. Despite the progress made since Judy Blume’s watershed novel, Are You There, God? It’s Me, Margaret, the topic of menstruation is still avoided, shamed, stigmatized, and misunderstood. One possibility to advance the rights of menstruating individuals and recognize these cyclical realities is menstrual leave, or “period policies.” The goal of this type of legislation

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Pomares, Egoitz. "Editorial." European Journal of Workplace Innovation 9, no. 1 & 2 (2025): 1. https://doi.org/10.46364/ejwi.v9i1.1487.

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Анотація:

In this special volume of the European Journal of Workplace Innovation, we wish to recognise the contributions of Professor Richard Ennals, who served as Editor-in-Chief from 2015 to 2024. His extensive work in workplace innovation, action research, and education has had a significant impact on the field. We acknowledge his leadership in fostering dialogue and advancing inquiry. In this issue, we include an obituary by Professor Peter Totterdill, offering a comprehensive reflection on Professor Ennals’ contributions and legacy. This double issue presents 11 articles exploring key developments

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Braumová, Zdeňka, and Lenka Nádvorníková. "Interpersonal Interaction as the Source of Reflexive Knowledge: Insights from Introspective Dialogue in the Teaching Context." Studia z Teorii Wychowania XVI, no. 2(51) (2025): 119–42. https://doi.org/10.5604/01.3001.0055.1663.

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Анотація:

The article deals with the importance of introspective dialogue in the context of the teaching profession and teamwork in educational institutions. The study is based on qualitative research, which was divided into two phases: the implementation of the Introspective Dialogue project by the respondents themselves and the subsequent analysis of the interpretation of the project records by interviews with individual teachers. The research focused on how interactions with others shape reflexive knowledge from the perspective of the respondents and how the quality of these interactions, according t

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Islam, Md Kamrul, and Rezaul Karim. "Causes and Effects of Workplace Conflict in Midland Bank Ltd: A Case Study on Dhanmondi Branch." International Journal of Business and Management Future 1, no. 1 (2017): 32–38. http://dx.doi.org/10.46281/ijbmf.v1i1.112.

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Conflict is one of the major organizational phenomena. Where there is an employee involvement, conflict is obvious to occur. Workplace conflicts happen everywhere and ignoring them can be costly. The objectives of this research are to identify the causes and effects of workplace conflicts and also forecast the ways for the prevention of the occurrence of conflicts in future. A survey was carried out in this regard among the employees of Midland Bank Ltd., Dhanmondi Branch. According to the survey we found that it is the employees’ behavior that causes conflicts in organization. Majority of the

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Totterdill, Peter, and Rosemary Exton. "The impact of workplace partnership." Strategic Direction 30, no. 9 (2014): 20–21. http://dx.doi.org/10.1108/sd-09-2014-0114.

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Purpose – This case study aims to demonstrate how the fortunes of companies and plants can be turned around when management and unions work together to release the knowledge, experience and creativity of the workforce. Design/methodology/approach – Becton Dickinson (BD) has produced medical devices in Drogheda, Ireland, for 50 years, but during the first decade of this century, the plant seemed to be falling off the parent company’s radar. Substantial job losses and a lack of new investment left a space inside the factory “the size of a football field”. Employment had fallen to less than a hun

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Hatchard, Kathy. "Disclosure of mental health." WORK: A Journal of Prevention, Assessment & Rehabilitation 30, no. 3 (2008): 311–16. https://doi.org/10.3233/wor-2008-00699.

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As today's workplaces strive toward a climate of inclusiveness for persons with disabilities, much work remains for employers in developing a process to achieve this ideal. While survivors of mental illness are encouraged to disclose related concerns to their employer, such sharing of personal information remains daunting. Similarly, employers attempting to assist the process are often awed by the extent of collaborations involved in integrating employees with mental health issues back to work as well as concern about compliance with human rights legislation. Needed accommodations in terms of

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Klevanger, Nina Elisabeth, Lene Aasdahl, and Marit By Rise. "Work as an arena for health—Supervisors’ experiences with attending to employees’ sick leave and return-to-work process." PLOS ONE 18, no. 4 (2023): e0284369. http://dx.doi.org/10.1371/journal.pone.0284369.

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Background Supervisors play a pivotal role in the sick leave process. Although responsibility for sick leave and return to work follow-up is increasingly placed on the workplace in Norway, few studies have explored supervisors’ experiences. This study aims to explore supervisors´ experiences with attending to employees’ sick leave and return to work process. Methods This study consists of individual interviews with 11 supervisors from diverse workplaces that was analysed thematically. Results The supervisors emphasised the value of presence at the workplace, the need for them to obtain informa

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Alrø, Helle, and Poul Nørgård Dahl. "Dialogic group coaching – inspiration from transformative mediation." Journal of Workplace Learning 27, no. 7 (2015): 501–13. http://dx.doi.org/10.1108/jwl-10-2014-0073.

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Purpose – The purpose of this paper is to present an approach to group coaching in the workplace that can enhance shared learning in groups and teams through dialogue as opposed to group members’ individual positioning through discussion and debate. Design/methodology/approach – An action research project conducted throughout one year in collaboration between the management groups of the Elderly Care in a Danish municipality, two organizational consultants and two researchers from the Department of Communication and Psychology at Aalborg University. The dialogical approach to group coaching is

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Leščinskaitė, Aistė. "Psychological Workplace Violence Against Older People in Lithuania." Baltic Journal of Law & Politics 16, no. 1 (2023): 42–59. http://dx.doi.org/10.2478/bjlp-2023-0003.

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Abstract Changes in regulation and legislation place an obligation on employers to provide proper and safe working conditions for employees. In this context, it is important to determine if psychological violence prevention efforts are actually effective and whether the more vulnerable employees, older workers, are exercising their rights to defend themselves against the psychological violence they experience without fear of losing their jobs. This article presents theoretical and empirical data which sheds light on the nature of the psychological violence experienced by older people, the posi

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Grill, C., G. Ahlborg Jr, and E. Wikström. "Health care managers learning by listening to subordinates’ dialogue training." Journal of Health Organization and Management 28, no. 3 (2014): 437–54. http://dx.doi.org/10.1108/jhom-01-2013-0010.

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Purpose – Middle managers in health care today are expected to continuously and efficiently decide and act in administration, finance, care quality, and work environment, and strategic communication has become paramount. Since dialogical communication is considered to promote a healthy work environment, the purpose of this paper is to investigate the ways in which health care managers experienced observing subordinates’ dialogue training. Design/methodology/approach – A qualitative study using semi-structured interviews and documents from eight middle managers in a dialogue programme intervent

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Marques, Joan. "At the intersection of workplace spirituality and Buddhist psychology: a critical summary of literature." Journal of Global Responsibility 12, no. 2 (2021): 137–57. http://dx.doi.org/10.1108/jgr-10-2019-0101.

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Purpose This paper aims to contribute or rekindle internal and external dialogues about the interactions, decisions and behaviour in the work environments; while also consider some critical overarching values that can help workforce members cope with the stress and pressure, which augment as the speed of life increases. Design/methodology/approach The methodology used in this project is an integrative literature review, supported by, findings and reflections from two doctoral dissertations: one in workplace spirituality and one in Buddhist psychology; and the researcher’s analysis and joint ap

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Rom, Simone, and Kai Roland Green. "Workplace innovation in ‘low-skilled’ sectors: a German case-study of action research." European Journal of Workplace Innovation 7, no. 2 (2023): 25–48. http://dx.doi.org/10.46364/ejwi.v7i2.985.

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This article describes the methodological outcomes of an action research project conducted with the ethnically diverse and (purportedly) ‘low-skilled’ workforce of a German medium-sized company in early 2021. Perspectives and challenges for workplace development were investigated by engaging the staff members in a novel process of Critical Utopian Action Research, a Nordic research method based on principles of emancipation and democratic engagement (Egmose et al., 2020). Setting aside the original focus of the study on diversity management and inclusion practises, this paper specifically expl

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Vopalecký, Andy, and Lukáš Durda. "Principles of Workplace Democracy: Cases from The Czech Republic." International Journal of Entrepreneurial Knowledge 5, no. 1 (2017): 62–76. http://dx.doi.org/10.1515/ijek-2017-0006.

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Abstract The article is about the concept of management of democratic companies in the Czech Republic with a focus on the principles of workplace democracy. The analysis is based on four case studies of democratic companies. The case studies have been drawn up on the basis of a questionnaire survey among the workers of companies and interviews with their executives. The research has shown the importance of even a high rate of implementation of the various principles in all surveyed companies. The best rated principle is “dialogue and listening”. In the case of the principle of “reflection and

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Slomp, David Hendrik, Roger Graves, and Bob Broad. "(Re-) Mapping the System: Toward Dialogue-Driven Transformation in the Teaching and Assessment of Writing Authors." Alberta Journal of Educational Research 60, no. 3 (2015): 538–58. http://dx.doi.org/10.55016/ojs/ajer.v60i3.56009.

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Over three days, 180 junior and senior high school English teachers, postsecondary (university and college) writing instructors, workplace (corporate and small business) writing instructors, and government officials who are responsible for portfolios related to workforce training and literacy met to understand from a broad systems-level perspective how writing development was being supported and assessed in Alberta Canada. Conversations were structured using Dynamic Criteria Mapping (Broad, 2003) as a method for understanding the values, expectations, and contextual factors that shape the syst

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Middlemiss, Sam. "“Another nice mess you’ve gotten me into” employers’ liability for workplace banter." International Journal of Law and Management 59, no. 6 (2017): 916–38. http://dx.doi.org/10.1108/ijlma-07-2016-0063.

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Purpose Banter has been defined in the Oxford Dictionary as “the playful and friendly exchange of playful remarks” [www.merriam-webster.com/dictionary/banter]. This suggests that it is a form of dialogue or conversation that is welcome, non-threatening and appreciated by the recipient. However, this is often not the case, and the purpose of this paper is to consider the legal rules dealing with banter where it is threatening, unwanted or oppressive to the recipient. Where there is a discriminatory aspect to the banter, the protection provided under equality law will be considered. Banter can b

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Kantola, Jenni, Petra Hietanen-Kunwald, and Anisa Doty. "Organisaatioiden eettinen infrastruktuuri konfliktien johtamisen suunnannäyttäjänä." Hallinnon Tutkimus 42, no. 5 (2023): 560–77. http://dx.doi.org/10.37450/ht.122294.

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Ethical infrastructure of organizations as a guide for conflict management Unethical behavior at the workplace may have a negative impact on workers´ job satisfaction, engagement, and overall wellbeing. However, organizations have different strategies and orientations to managing and sustaining an ethical environment. In this qualitative study we explore what contributes to individuals´ experience of successful conflict management. We study this from the perspective of ethical infrastructure, that is a set of formal and informal systems that build ethical culture in organizations. We conducted

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Hungler, Sára, and Zsuzsanna Árendás. "The level playing field of Hungarian social partners before and during the COVID-19 pandemic : Case studies from the automotive industry." Intersections 7, no. 3 (2021): 201–22. http://dx.doi.org/10.17356/ieejsp.v7i3.811.

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For numerous reasons, social dialogue in Hungary generally does not fulfil its role on the national, sectoral, or workplace level. Social dialogue as a democratic process is dysfunctional, since its institutions and mechanisms are not implemented democratically, and no real dialogue or actual debate take place. Instead, these mechanisms work in a top-down manner – the illiberal state and its central governing bodies expect certain solutions and answers, leaving no scope for transparent democratic dialogue with the relevant social partners. Against this background, in 2019 major strike activity

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Leovaridis, Cristina. "Workplace Innovations as Reflected in the Romanian Economic Press." Romanian Journal of Communication and Public Relations 17, no. 1 (2015): 101. http://dx.doi.org/10.21018/rjcpr.2015.1.134.

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<p>Workplace innovations are designed to optimize production processes in firms and improve employees’ working conditions; few researches on this topic have shown that workplace innovations increased employees’ job satisfaction, as well as a sense of responsibility and autonomy, but also employees’ overall well-being, especially regarding to work–life balance and health. Workplace innovation includes aspects regarding work organization (job autonomy, self-managed teams, flexible working etc.), organizational structure and systems (devolution of decision-making to employees, fairness and

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