Domestic violence affects the workplace in a variety of ways. It impacts safety, absenteeism, healthcare costs and lost productivity, to name a few areas.
Workplace harassment is a serious issue these days. Throughout the world, working people are reporting general and sexual harassment at their workplaces. Despite all the efforts for preventive remedies, the problem of workplace harassment is continuing and adversely affecting the mental and physical health of working women across the globe. Historically, the patriarchal system and the discriminatory attitude of male dominated society towards professional women may be the reason behind workplace harassment. In traditional patriarchal Pakistani society, a woman has to face many pressures for economic autonomy and mobility. Sometimes, the traditional practices including cultural and religious traditions support female‘s suppression and affect their dignity. Among the fatal forces, which affect women‘s dignity, self-esteem and security. In a patriarchal society, men are considered authoritative and powerful; and women are perceived as dependent, incompetent and inferior. Thus, it may be argued that these gender-specific stereotypes may encourage men to harass or abuse their female subordinates or colleagues at workplace (Hassan, 1996).
Domestic violence affects the workplace in a variety of ways. It impacts safety, absenteeism, healthcare costs and lost productivity, to name a few areas.
Workplace harassment is a serious issue these days. Throughout the world, working people are reporting general and sexual harassment at their workplaces. Despite all the efforts for preventive remedies, the problem of workplace harassment is continuing and adversely affecting the mental and physical health of working women across the globe. Historically, the patriarchal system and the discriminatory attitude of male dominated society towards professional women may be the reason behind workplace harassment. In traditional patriarchal Pakistani society, a woman has to face many pressures for economic autonomy and mobility. Sometimes, the traditional practices including cultural and religious traditions support female‘s suppression and affect their dignity. Among the fatal forces, which affect women‘s dignity, self-esteem and security. In a patriarchal society, men are considered authoritative and powerful; and women are perceived as dependent, incompetent and inferior. Thus, it may be argued that these gender-specific stereotypes may encourage men to harass or abuse their female subordinates or colleagues at workplace (Hassan, 1996).
Sexual Harassment: Is It or Isn’t It - Infographichmuamer
Sexual harassment is often thought of as obvious displays of inappropriate behavior that very clearly crosses boundaries. However, in reality, classifying behavior as illegal sex-based harassment is much more complex.
Safety of women is of utmost importance in our society, be it personal space or professionalspace. To ensure their safety, it is vital to make them aware of their vulnerability to sexualharassment in their surroundings.
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
However, a large chunk of Government and private workforce is still in the dark about theprovisions and effectiveness of the statute. It is more likely that when the problem is notaddressed, the harassment will get worse resulting in attrition of women workforce and manyother negative impacts.
There have also been scenarios where despite men being innocent, have been booked underPOSH by women just to satisfy of their personal vendetta.
IC Members should be given a thoroughunderstanding of redressal process and hence theyshould be well equipped with the knowledge of the said law.
With the 100th anniversary of enfranchisement of women being celebrated across the country this year, we looked at inclusion and suppression of individuals in the workplace. Mark Broad, well known to the Winchester PMB Group and Partner and Head of the Employment team at Dutton Gregory Solicitors, will be discussing sexual harassment and bullying at work with assistance from colleagues, Victoria Whelan and Joanne Vernon.
In the wake of a series of serious sexual harassment allegations in the media, employees and employers all over the world are starting to wake up to the fact that this is endemic and needs to be addressed urgently. Yet many employees are still fearful of making such claims. Both employees and employers lack an understanding of the legalities behind this issue and the process of starting such proceedings.
Likewise, bullying in the work place is frequently in the headlines and there are worrying signs that this is on the increase. Mark, Victoria and Joanne will be addressing both of these issues at length and explaining the law behind them.
The Texas Chapter of the National Association for Multicultural EducationWilliam Kritsonis
The Texas Chapter of the National Association for Multicultural Education -
features the National FORUM of Multicultural Issues Journal, Editor-in-Chief, Dr. William Allan Kritsonis; Invited Guest Editor, Dr. Donald Collins
Sexual Harassment: Is It or Isn’t It - Infographichmuamer
Sexual harassment is often thought of as obvious displays of inappropriate behavior that very clearly crosses boundaries. However, in reality, classifying behavior as illegal sex-based harassment is much more complex.
Safety of women is of utmost importance in our society, be it personal space or professionalspace. To ensure their safety, it is vital to make them aware of their vulnerability to sexualharassment in their surroundings.
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
However, a large chunk of Government and private workforce is still in the dark about theprovisions and effectiveness of the statute. It is more likely that when the problem is notaddressed, the harassment will get worse resulting in attrition of women workforce and manyother negative impacts.
There have also been scenarios where despite men being innocent, have been booked underPOSH by women just to satisfy of their personal vendetta.
IC Members should be given a thoroughunderstanding of redressal process and hence theyshould be well equipped with the knowledge of the said law.
With the 100th anniversary of enfranchisement of women being celebrated across the country this year, we looked at inclusion and suppression of individuals in the workplace. Mark Broad, well known to the Winchester PMB Group and Partner and Head of the Employment team at Dutton Gregory Solicitors, will be discussing sexual harassment and bullying at work with assistance from colleagues, Victoria Whelan and Joanne Vernon.
In the wake of a series of serious sexual harassment allegations in the media, employees and employers all over the world are starting to wake up to the fact that this is endemic and needs to be addressed urgently. Yet many employees are still fearful of making such claims. Both employees and employers lack an understanding of the legalities behind this issue and the process of starting such proceedings.
Likewise, bullying in the work place is frequently in the headlines and there are worrying signs that this is on the increase. Mark, Victoria and Joanne will be addressing both of these issues at length and explaining the law behind them.
The Texas Chapter of the National Association for Multicultural EducationWilliam Kritsonis
The Texas Chapter of the National Association for Multicultural Education -
features the National FORUM of Multicultural Issues Journal, Editor-in-Chief, Dr. William Allan Kritsonis; Invited Guest Editor, Dr. Donald Collins
PhD presentation, Dr. William Allan Kritsonis, PVAMU, The Texas A&M University System, Book by Dr. Fenwick W. English titled The Art of Educational Leadership: Balancing Performance and Accountability.
William Allan Kritsonis, PhD
Dr. William Allan Kritsonis, School Law, Use of School Facilities, Religous Rights of Teachers, Religous Freedom of Expression, Religous Rights in Schooling, Due Process, Freedom of Expression, School Prayers, Termination, Due Process
Good School Law For Teachers - Dr. William Allan KritsonisWilliam Kritsonis
William Allan Kritsonis, PhD
(Revised Summer, 2009)
William H. Parker Leadership Academy Hall of Honor
In 2008, Dr. Kritsonis was inducted into the William H. Parker Leadership Academy Hall of Honor, Graduate School, Prairie View A&M University – The Texas A&M University System. He was nominated by doctoral and master’s degree students.
Dr. Kritsonis Lectures at the University of Oxford, Oxford, England
In 2005, Dr. Kritsonis was an Invited Visiting Lecturer at the Oxford Round Table at Oriel College in the University of Oxford, Oxford, England. His lecture was entitled the Ways of Knowing Through the Realms of Meaning.
Dr. Kritsonis Recognized as Distinguished Alumnus
In 2004, Dr. William Allan Kritsonis was recognized as the Central Washington University Alumni Association Distinguished Alumnus for the College of Education and Professional Studies. Dr. Kritsonis was nominated by alumni, former students, friends, faculty, and staff. Final selection was made by the Alumni Association Board of Directors. Recipients are CWU graduates of 20 years or more and are recognized for achievement in their professional field and have made a positive contribution to society. For the second consecutive year, U.S. News and World Report placed Central Washington University among the top elite public institutions in the west. CWU was 12th on the list in the 2006 On-Line Education of “America’s Best Colleges.”
Educational Background
Dr. William Allan Kritsonis earned his BA in 1969 from Central Washington University, Ellensburg, Washington. In 1971, he earned his M.Ed. from Seattle Pacific University. In 1976, he earned his PhD from the University of Iowa. In 1981, he was a Visiting Scholar at Teachers College, Columbia University, New York, and in 1987 was a Visiting Scholar at Stanford University, Palo Alto, California.
Doctor of Humane Letters
In June 2008, Dr. Kritsonis received the Doctor of Humane Letters, School of Graduate Studies from Southern Christian University. The ceremony was held at the Hilton Hotel in New Orleans, Louisiana.
Professional Experience
Dr. Kritsonis began his career as a teacher. He has served education as a principal, superintendent of schools, director of student teaching and field experiences, invited guest professor, author, consultant, editor-in-chief, and publisher. Dr. Kritsonis has earned tenure as a professor at the highest academic rank at two major universities.
Books – Articles – Lectures - Workshops
Dr. Kritsonis lectures and conducts seminars and workshops on a variety of topics. He is author of more than 600 articles in professional journals and several books. His popular book SCHOOL DISCIPLINE: The Art of Survival is scheduled for its fourth edition. He is the author of the textbook William Kritsonis, PhD on Schooling that is used by many professors at colleges and universities throughout the nation and abroad.
In 2008, Dr. Kritsonis coauthored the textbook A Statistical Journey: Taming of the Skew. The book has been adopted by professors in many colleges and universities throughout the nation. It was published by the Alexis/Austin Group, Murrieta, California.
In 2007, Dr. Kritsonis’ version of the book of Ways of Knowing Through the Realms of Meaning (858 pages) was published in the United States of America in cooperation with partial financial support of Visiting Lecturers, Oxford Round Table (2005). The book is the product of a collaborative twenty-four year effort started in 1978 with the late Dr. Philip H. Phenix. Dr. Kritsonis was in continuous communication with Dr. Phenix until his death in 2002.
In 2007, Dr. Kritsonis was the lead author of the textbook Practical Applications of Educational Research and Basic Statistics. The text provides practical content knowledge in research for graduate students at the doctoral and master’s levels.
In 2009, Dr. Kritsonis’ b
School Law - Personnel Issues - Dr. William Allan KritsonisWilliam Kritsonis
School Law - Personnel Issues - Dr. William Allan Kritsonis
In 2004, Dr. William Allan Kritsonis was recognized as the Central Washington University Alumni Association Distinguished Alumnus for the College of Education and Professional Studies. Dr. Kritsonis was nominated by alumni, former students, friends, faculty, and staff. Final selection was made by the Alumni Association Board of Directors. Recipients are CWU graduates of 20 years or more and are recognized for achievement in their professional field and have made a positive contribution to society. For the second consecutive year, U.S. News and World Report placed Central Washington University among the top elite public institutions in the west. CWU was 12th on the list in the 2006 On-Line Education of “America’s Best Colleges.”
Male Sexual Addiction by Dr. LaVelle Hendricks - Published in the NATIONAL FORUM JOURNALS OF COUNSELING AND ADDICTION - www.nationalforum.com - Dr. William Allan Kritsonis, Editor-in-Chief, Houston, Texas
Dr. William Allan Kritsonis earned his BA in 1969 from Central Washington University, Ellensburg, Washington. In 1971, he earned his M.Ed. from Seattle Pacific University. In 1976, he earned his PhD from the University of Iowa. In 1981, he was a Visiting Scholar at Teachers College, Columbia University, New York, and in 1987 was a Visiting Scholar at Stanford University, Palo Alto, California.
School Law - Educational Law & Policies - Litigation Law - Privacy Law - Employment Law - Court Cases - Educational Leadership -William Allan Kritsonis, PhD
Dr. William Allan Kritsonis earned his BA in 1969 from Central Washington University, Ellensburg, Washington. In 1971, he earned his M.Ed. from Seattle Pacific University. In 1976, he earned his PhD from the University of Iowa. In 1981, he was a Visiting Scholar at Teachers College, Columbia University, New York, and in 1987 was a Visiting Scholar at Stanford University, Palo Alto, California. In June 2008, Dr. Kritsonis received the Doctor of Humane Letters, School of Graduate Studies from Southern Christian University. The ceremony was held at the Hilton Hotel in New Orleans, Louisiana.
School Law - Educational Law & Policies - Litigation Law - Privacy Law - Employment Law - Court Cases - Educational Leadership -William Allan Kritsonis, PhD
Throughout my short time on this planet I have run into several sexual harassment plights. From my manager being fired to my brother being accused, arrested, and finally acquitted. This topic has hit close to home...
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Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
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Lunenburg, fred c[1]. sexual harassment an abuse of power ijmba v13 n1 2010
1. INTERNATIONAL JOURNAL OF MANAGEMENT, BUSINESS, AND ADMINISTRATION
VOLUME 13, NUMBER 1, 2010
Sexual Harassment: An Abuse of Power
Fred C. Lunenburg
Sam Houston State University
________________________________________________________________________
ABSTRACT
Sexual harassment can have a negative impact on an organization as well as on the
victims themselves. Managers have a legal responsibility and an ethical obligation to
protect their employees from a hostile work environment. But they also must protect
themselves. Managers are strictly liable for sexual harassment under Title VII of the Civil
Rights Act of 1964. If employees are being sexually harassed in an organization and such
behavior is discovered, both the manager and the organization can be held liable for
damages. In this article, I examine the nature of sexual harassment, a legal definition,
major forms, negative effects on the organization, and ways manager’s can eliminate and
prevent sexual harassment in the workplace.
________________________________________________________________________
Almost always, sexual harassment is about power. It is about an individual
controlling or threatening another individual. In most cases, it is an abuse of power
(Greenberg, 2011). It is wrong, and it is illegal. Not only are there legal ramifications of
sexual harassment, but also it can have a negative effect on the work environment.
The Nature of Sexual Harassment
You can understand how sexual harassment surfaces in organizations if you
analyze it in terms of power (Guerrero, 2011; Landy, 2010). This appears to be true
whether the harassment comes from a supervisor, a coworker, or an employee (Robbins
& Judge, 2011). Furthermore, sexual harassment is more likely to occur when there are
large power differences. The supervisor-employee dyad best characterizes an unequal
distribution of power. Legitimate power gives the supervisor the capacity to reward and
coerce a lower-ranking employee. That is, supervisors control resources that most
employees want, such as favorable performance evaluations, salary increases,
promotions, and the like. Consequently, the less powerful individual is put in a difficult
situation.
1
2. INTERNATIONAL JOURNAL OF MANAGEMENT, BUSINESS, AND ADMINISTRATION
2_____________________________________________________________________________________
Coworkers do not have formal power in the organization. Nevertheless, they too
can sexually harass other coworkers. Although coworkers seem to engage in less severe
forms of harassment than do supervisors, they are the most frequent perpetrators of
sexual harassment in the workplace (George & Jones, 2008). They do this by withholding
information, cooperation, and support in team efforts. By engaging in these behaviors,
coworkers can exert power over other coworkers.
Women supervisors can be subjected to sexual harassment from male employees.
How does this occur, you may ask, since the dyadic power differential is reversed.
Typically, this is achieved by the employee devaluing the woman by highlighting
traditional gender stereotypes, such as helplessness, passivity, and lack of career
commitment that reflect negatively on the woman in power (Freeman, 2011; Reeves,
2011). The male employee may engage in such behavior in order to gain some power
over the female supervisor or to minimize power differences. Although most victims of
sexual harassment are women, there are instances of women in positions of power
harassing male employees (Powell, 2011).
Definition
Charges of sexual harassment in the workplace have been litigated under Title VII
of the Civil Rights Act of 1964. The regulations implementing Title VII define sexual
harassment as follows:
Unwelcome sexual advances, requests for sexual favors, and other verbal or
physical conduct of a sexual nature constitute sexual harassment when (i)
submission to such conduct is made either explicitly or implicitly a term or
condition of an individual’s employment, (ii) submission to or rejection of
such conduct by an individual is used as the basis for employment decisions
affecting such individual, or (iii) such conduct has the purpose or effect of
unreasonably interfering with an individual’s work performance or creating
an intimidating, hostile, or offensive working environment (29 C.F.R., Sec.
1604.11(a), 1991).
To understand this definition fully, it helps to keep the following facts in mind
(Greenberg, 2011, p. 431).
The victim as well as the harasser may be a woman or a man. The victim does not
have to be of the opposite sex.
The harasser can be the victim’s supervisor, a coworker, or an employee in the
organization.
The victim does not have to be the person harassed but could be anyone affected
by the offensive conduct.
Unlawful sexual harassment may occur without economic injury to or discharge
of the victim.
The harasser’s conduct must be unwelcome.
3. FRED C. LUNENBURG
_____________________________________________________________________________________3
Major Forms
In Meritor Savings Bank v. Vinson (1986), the Supreme Court initiated this
definition by identifying two different forms of sexual harassment: quid pro quo
harassment and hostile environment harassment. Quid pro quo sexual harassment
involves conditioning tangible employment benefits (e.g., promotion, demotion,
termination) on sexual favors. Hostile environment sexual harassment involves a pattern
of unwelcome and offensive conduct that unreasonably interferes with an individual’s
work performance or creates an intimidating or offensive work environment. The Court
warned that “for sexual harassment to be actionable, it must be sufficiently severe or
pervasive to alter the conditions of (the victim’s) employment and create an abusive
working environment.” The Supreme Court, in Harris v. Forklift Systems (1993)
elaborated further on the concept of the hostile environment form of sexual harassment,
which creates a more difficult task for the courts to interpret than quid pro quo. In
reaffirming the standard set in Meritor, the Court said that for sexual harassment to be
actionable the conduct must cause “tangible psychological injury” rather than conduct
that is “merely offensive.” Courts determine this by examining such factors as frequency
of the conduct, severity of the conduct, whether it is physically threatening or
humiliating, and whether it unreasonable interferes with the employee’s work
performance.
As noted in Meritor and Harris, hostile environment sexual harassment is a more
subtle form of harassment than quid pro quo harassment. Organizations have generally
made considerable progress in the past decade toward limiting quid pro quo forms of
sexual harassment. However, there continues to be disagreement concerning what
specifically constitutes hostile environment sexual harassment. One problem with the
hostile environment form of sexual harassment is that it is subject to considerable
variation in perception and interpretation.
One study provides useful insights into the role of perception in determining
which behaviors of supervisors, coworkers, and employees constitute either quid pro quo
sexual harassment or hostile environment sexual harassment (Icenogle, Eagle, Ahman, &
Hanks, 2002). Typical quid pro quo sexual harassment behaviors include unwanted
physical touching, recurring requests for dates, a sexual proposition, and coercive threats
of job loss if the person refuses a sexual proposition. Typical examples of hostile
environment sexual harassment behaviors include pornographic pictures, sexual jokes,
lewd comments, sexually oriented comments about a person’s physical appearance, and
displays of sexually oriented objects. Responses of manufacturing plant supervisors and
employees (n = 114) revealed that the majority of respondents could accurately identify
behaviors typically associated with quid pro quo harassment. However, the same
respondents had difficulty identifying behaviors used to establish evidence of hostile
environment sexual harassment. Hostile environment sexual harassment can take place
electronically when employees send or receive sexually explicit e-mails or pornography
over the Internet (Clough, 2011).
Another problem with sexual harassment is that men and women often view
sexual harassment differently. Women tend to perceive a broader range of behaviors as
sexual harassment than do men. Women and men tend to agree that sexual propositions
4. INTERNATIONAL JOURNAL OF MANAGEMENT, BUSINESS, AND ADMINISTRATION
4_____________________________________________________________________________________
and coercion constitute sexual harassment (O’Leary-Kelly, Paetzold, & Griffin, 2000),
but there is less agreement on what constitutes hostile work environment sexual
harassment (Barreto & Ellemers, 2005; Bowes-Sperry & O’Leary-Kelly, 2005; Bowling
& Beehr, 2006; Rotundo, Nguyen & Sackett, 2001). Nevertheless, although sexual
harassment is perceived by others, it is very real to the recipient.
Negative Effects
Sexual harassment is considered an ethical as well as a legal problem (Equal
Employment Opportunity Commission, 2006). It continues to occur in a wide variety of
organizations (Ilies, Hauserman, Schwochau, & Stibal, 2003; Roberts & Mann, 2006). In
addition, sexual harassment has negative effects on victims’ job satisfaction, stress levels,
and mental health. Harassed victims also may be more likely to withdraw from the
workplace by being late or absent, avoiding certain tasks, or looking for another job
(Fitzgerald, Drasgow, Hulin, Gelfand, & Magley, 1997; Glomb, Munson, Hulin,
Bergman, & Drasgow, 1999). Harassed victims also tend to have negative attitudes
toward their supervisors and coworkers (Schneider, Swan, & Fitzgerald, 1997).
Regardless of employees’ individual sexual harassment, being a member of a work group
in which sexual harassment occurs results in lowered group productivity (Glomb,
Richman, & Hulin, 1997; Willness, Steel, & Lee, 2007).
Managing Sexual Harassment in the Workplace
Organizations have a legal and ethical obligation to eliminate and prevent sexual
harassment, which can occur at all levels in an organization. Managers are strictly liable
for sexual harassment under Title VII of the Civil Rights Act of 1964. Therefore,
management needs to take positive steps to prevent sexual harassment in the workplace.
There are several positive approaches to sexual harassment that managers can take to
maintain a positive work environment (Lowe, Strnadel, & Lunenburg, 1999).
Establish a No Tolerance Policy
Declare that the employer will not stand for sexual harassment, discrimination, or
retaliation in the workplace. Under the law, the employer has the affirmative duty to rid
the workplace of sexual harassment and discrimination. All employees should know
their employer’s policy that forbids sexual harassment, discrimination, and retaliation.
Widely Disseminate the Policy
Everyone should have the policy readily available. This is important for both
employer and employee.
5. FRED C. LUNENBURG
_____________________________________________________________________________________5
Make it Easy for Employees to File Complaints
Employees should be able to complain to someone other than their immediate
superior. Someone outside the employee’s chain of command, such as a human resource
staff member, should be available to hear the complaint.
Investigate Complaints Promptly and Objectively
Promptness and objectivity should be the standard response. If management has
knowledge of discrimination or sexual harassment happening, an investigation should be
conducted. Prompt and objective investigation says to everyone that the complaint is
serious.
Take Appropriate Remedial Action to Prevent a Reoccurrence
Actions might include informal resolution between parties and disciplinary action
against harassers. Offer the victim free counseling, if appropriate. Most importantly,
provide training to all employees periodically.
Conclusion
Sexual harassment can have a negative impact on an organization as well as on
the victims themselves. Managers have a legal responsibility and an ethical obligation to
protect their employees from a hostile work environment. But they also must protect
themselves. Managers are strictly liable for sexual harassment under Title VII of the Civil
Rights Act of 1964. If employees are being sexually harassed in an organization and such
behavior is discovered, both the manager and the organization can be held liable for
damages.
References
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women’s responses to old-fashioned and modern sexist views. Social Psychology
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Bowes-Sperry, L., & O’Leary-Kelly, A. M. (2005). To act or not to act: The dilemma
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Clough, J. (2011). Principles of cybercrime. West Nyack, NY: Cambridge University
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Reeves, M. E. (2011). Women in business: Theory, case studies, and legal challenges.
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1.html.
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River, NJ: Prentice Hall.
7. FRED C. LUNENBURG
_____________________________________________________________________________________7
Rotundo, M., Nguyen, D., & Sackett, P. R. (2001). A meta-analytic review of gender
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