 HateGilbert W. Fairholm
Chapter 9 in Overcoming Workplace Pathologies, 2015, pp 121-134 from Springer Abstract: Abstract Many would agree with the statement that civility in America has deteriorated. Our social discourse has coarsened. Civility is based on the value of respect for others. It is seen often in such simple actions as showing courtesy toward others. Doing leadership from this perspective asks leaders to respect the feelings and concerns of their workers and customers. This often uncommon behavior works, but only if the leader’s actions are authentic. Respect for others’ value is universally useful. Unfortunately, too, many observers know that doing leadership is difficult in work climates characterized by the dissonance of contemporary forces compressing the actions of both leaders and led to lower and lower levels of civility (Senge 1998). The spiritual leadership paradigm focuses on personal and organizational values that reflect the tenets of genuine living: civility, authenticity, integrity, and concern for others. Among these priorities is a conscious threat of hateful behavior—by the leader but also among coworkers and all stakeholders. Keywords: Hate Crime; Work Community; Work Culture; Oxford English Dictionary; Hate Speech (search for similar items in EconPapers) There are no downloads for this item, see the EconPapers FAQ for hints about obtaining it. Related works: Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text Persistent link: https://EconPapers.repec.org/RePEc:spr:mgmchp:978-3-319-17154-8_9 Ordering information: This item can be ordered from DOI: 10.1007/978-3-319-17154-8_9 Access Statistics for this chapter More chapters in Management for Professionals from Springer |
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