Download Clinical Aspects of Sexual Harassment and Gender by Sharyn Ann Lenhart PDF

By Sharyn Ann Lenhart

This booklet addresses the mental influence of sexual harassment and gender discrimination from either a medical and theoretical viewpoint, while earlier literature at the subject has emphasised felony and employment outcomes. to begin, Lenhart presents a complete precis and integration of latest literature and discusses proper points of the office and criminal environments. the second one part of the e-book bargains with the psychodynamics of sexual harassment and gender discrimination, putting those violations in right mental point of view, alongside an identical strains as rape, battering and other kinds of gender-based abuse. The large spectrum of mental results of discrimination might be mentioned and a good and integrative version for intervention and therapy could be provided.

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Clinical Aspects of Sexual Harassment and Gender Discrimination: Psychological Consequences and Treatment Interventions

This e-book addresses the mental impression of sexual harassment and gender discrimination from either a scientific and theoretical standpoint, while earlier literature at the subject has emphasised felony and employment outcomes. to begin, Lenhart presents a accomplished precis and integration of present literature and discusses correct elements of the place of work and criminal environments.

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Additional resources for Clinical Aspects of Sexual Harassment and Gender Discrimination: Psychological Consequences and Treatment Interventions

Sample text

A variation of the intergroup model originates from economic and labor relations theory and focuses on the concept of vulnerable workers. Some aspects of this theory can be applied to academic settings as well. Wilborn (1991) identified vulnerable workers through the analysis of three interacting variables. First, a group’s level of vulnerability in the workplace depends on the ability of employers to distinguish at low cost between group members and non–group members. Women’s gender meets this criterion.

This group also felt strongly that it had been appropriate to open the conference with the nurse’s presentation, even though some members of the audience had objected. p65 32 1/15/04, 9:44 AM THE WORK AND EDUCATIONAL ENVIRONMENTS 33 nated at future conferences. Although the objecting members reluctantly acquiesced to continuing the program, the group was not able to agree on either additional curriculum materials or future conference plans. It was ultimately disbanded by the CEO. Although the advisory group was composed of an equal number of men and women and displayed an initial ability to work effectively, it became polarized and incapacitated when stereotype gender issues were introduced at the conference.

Reduction of Unconscious Internalization of Blame and Responsibility Theoretical models of discrimination consistently stress the high significance of conscious and unconscious cultural and organizational factors, as compared to the lower significance of individual characteristics, in contributing to discrimination. In addition, both harassment and discrimination models highlight the potential for perceptual fallibility, abuse of power among key decision makers in the work and educational settings, or both.

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