ADVANCE

1. ADVANCE Gender, (in)civility, and negotiating faculty relations Loraleigh Keashly

2. Agenda • Naming • Micro - interpersonal • Macro - Context • The Academy

3. Naming - a social construct Social civility: the degree to which people have a sense of duty or obligation to society, the extent of their concern for the welfare of others as well as themselves, and whether they help others through voluntary activities (Keyes, 2002)

4. Naming - interpersonal relations “this behavior is characterized by courtesy and good manners, with respect for the individual. It further involves the humanist values of caring for the feelings of others and sparing others from hurt.” (Miller, 2002, pg.462)

5. Naming - interpersonal relations • Process of learned behaviors • Requires self-restraint, particularly angry emotion directed at others • Manners, morals, & etiquette • Norms of respectful behavior

6. Workplace incivility “low intensity deviant behavior with ambiguous intent to harm the target, in violation of workplace norms for mutual respect. Uncivil behaviors are characteristically rude & discourteous, displaying a lack of regard for others. “ (Andersson & Pearson, 1999; pg. 457).

7. Measurement (Cortina et al, 2001) • Putdown or condescending to you. • Paid little attention to your statements or showed little interest in your opinion. • Made mean or derogatory remarks about you. • Addressed you in unprofessional terms, either publicly or privately.

8. Measurement 5. Ignored or excluded you from professional camaraderie. 6. Doubted your judgment on a matter over which you had responsibility. 7. Made unwanted attempts to draw you into discussions of a personal nature.

9. What we know… • More prevalent than other forms of hostility • Co-occurrence • 20% (weekly past yr) to 71% (prev. 5 yrs) • Superiors & coworkers • Gender: • Equally likely victims • Men more likely actors

10. What we think we know… Gender differences in conflict & aggression. Men more likely to (Pearson, Andersson, & Porath, 2004): - Respond aggressively • Passively and overtly • Delay action on actor’s needs and withhold information • Spoil reputation of actor • Spread the word internally • Try to get even • Interaction more likely to escalate

11. What we think we know… Women more likely to: • Avoid actor • “disappear” • Intentionally distance self from actor • Persevere despite it • Do something positive for self • Confide in friends and family • Damage reputation of actor and org’n

12. What we know… Effects: Individual • Affective • Attitudinal • Job dissatisfaction • Strained relationship • Reputation concerns • Perceived injustice • Behavioral • Withdraw • Ignore or avoid • Retaliate or reciprocate

13. What we think we know… Organizational • Hostile climate (incivility spirals) • Aggression and violence • Decreased communication • Increased turnover • Decreased productivity • Legal issues • Diminished reputation

14. Macro - the context Premise: Behaviors occur within a social context and thus are constrained or facilitated by that context. Premise: Civility is a reflection of normsof mutual respect Premise: American society is characterized by gender inequality.

15. Macro - the context Questions: What are the norms in the academy? Whose norms are they? If so, why incivility? (Montgomery, Kane &Vance, 2004)

16. Civility in the Academy How is respect shown in the academy? • Acknowledgement of contributions • Constructive disagreement • Inclusion in decision-making • Providing evidence for opinion • Attentive when speaking • Benefit of the doubt • Treated as a peer • Respectful tone • Equitable distribution of work • Other……

17. Incivility in the Academy How is respect not shown in the academy? (van Herk, 2003) • Oral Thuggery - personal criticism in the guise of criticism of your work • Dismissive tone • Vivisection • Withholding • Impatience • Exclusion/ignoring • Interruption • Taking credit/failing to give credit • Faint praise • Blowing off steam/ rant & rave

18. Some interesting quotes ”If I had known who you were, I would not have spoken to you in such a way.” (Cahill, 2003; pg. 194)

19. Some interesting quotes “an institution that on one hand offers both promise of intellectual freedom and membership, and on the other subjects us to marginal status…” (Karumanchery-Luik & Ramirez, 2003; pg. 79)

20. Some interesting quotes “Academia has its rules, rules that are capricious and always mitigated by privilege and power” (Srivastava, 2003: pg. 73)

21. Some interesting quotes “How can a system that has been organized for and by male experience and privilege respond effectively and respectfully to the realities of women’s lives?” (Fulton, 2003; pg 149)

22. How we get in our own way… Deborah Kolb (2005) • Fail to recognize negotiation opportunities • Don’t like to be seen as confrontational • See only our own weakness; bargain ourselves down • Take responsibility for ensuring everybody’s satisfaction • Confuse toughness with effectiveness

23. Offensive moves that make you defensive (Kolb, 2005) • Question your competency or expertise • Criticize your style • Demean your ideas • Appeal for sympathy & support • Make threats.

24. Turn the moves…. • Interrupt the move -- stop action • Name the move --- show you know it is a tactic • Question the move -- turn it back • Correct the move -- offer an alternative version • Divert the move -- jump to the problem (Kolb, 2005)

25. Discussion…. • Are there shared norms of respect (we are being dissed) or are there different norms (play by different rules)? • How does gender help us answer this question? • Where do we go from here?