I just had the distinct pleasure of spending two days on the University of Michigan campus, courtesy of a speaking invitation from the school’s Interdisciplinary Committee on Organizational Studies (ICOS) and Dr. Lilia Cortina, a psychology and women’s studies professor and leading authority on workplace harassment and incivility. ICOS describes its mission this way:
ICOS, or the Interdisciplinary Committee on Organizational Studies, has the single goal of enhancing the University of Michigan’s strength as a world center for interdisciplinary research and scholarship on organizations. We seek to enrich the intellectual environment of Ph.D. students and faculty interested in organization studies, by increasing the quality, breadth, depth, and usefulness of organizational research.
It was a wonderfully stimulating and intellectually rewarding visit. My talk, which you may access here, addressed some of the demographic and diversity aspects of workplace bullying. Here’s how I previewed it in my abstract:
This talk will examine bullying, mobbing, and harassment at work, with an emphasis on demographics and diversity. It will briefly sketch out some basics, a sort of “Workplace bullying 101.” It will then look at the demographic and diversity dynamics of these behaviors overall, especially pertaining to aggressors and targets, especially in the context of organizational cultures. Finally, it will take a closer look at gendered aspects of bullying and related behaviors at work, including (1) linkages between bullying and sexual harassment in the midst of the #MeToo movement and (2) complicated issues of bullying-type behaviors between women at work. Plenty of time will be reserved for comments and questions.
Over the years, I’ve been fortunate to visit a number of colleges and universities to give guest lectures, and all have been a worthy expenditure of time and energy. What distinguished this visit from most of the others was the way in which the ICOS program goes well beyond the guest lecture to add in lots of additional conversations through small group meetings and meals.
In addition to my talk, my time on campus included meetings and meals with faculty in psychology, English, theatre, engineering, medicine, and business; a deep conversation about diversity initiatives with leaders of the university’s organizational learning programs; and multiple exchanges with U of M Ph.D. students, whose own research in organizations, working conditions, and diversity will no doubt command our attention sooner than later.
Some of my academic colleagues may be thinking, whoa, that’s a lot to be doing during a visit of barely two days. Indeed, when I first previewed the fulsome itinerary, I knew that I’d have to be “on” for most of that time. But I will attest that this is a very smart way to maximize the value of guest speakers’ visits and to give them plenty of opportunities to share their work and insights. It also tells them that their contributions are respected and trusted beyond the inherent boundaries of formal presentations.
Now that I’m back in Boston, I’ve got pages of notes and names from my short trip, some which will result in followup contacts and maybe even another blog post or two. In sum, it was a great visit featuring lively, informed, and appreciative dialogue throughout.