Hostile Work Environment Quotes

If you put shame in a petri dish and cover it with judgment, silence, and secrecy, you’ve created the perfect environment for shame to grow until it makes its way into every corner and crevice of your life. If, on the other hand, you put shame in a petri dish and douse it with empathy, shame loses its power and begins to wither. Empathy creates a hostile environment for shame—an environment it can’t survive in, because shame needs you to believe you’re alone and it’s just you.

Any man who had ever worked in a hardened missile site would have felt at home in Clavius. Here on the Moon were the same arts and hardware of underground living, and of protection against a hostile environment; but here they had been turned to the purposes of peace. After ten thousand years, Man had at last found something as exciting as war.

a demon cannot function in an environment that is hostile to his nature. He cannot function in an atmosphere of praise, for praise binds him (see Psalms 149); and neither can he work in an atmosphere of love, for love is contrary to the devil’s nature (see John 8:42–44).

Mauna Kea is a known biologically hostile work environment and one can only wonder why the astronomy community is investing 1.4 billion dollars to build the world's largest telescope there.

Dear Jamie, You tried to tell me about an issue with your co-coach and homophobic language, but I didn’t listen as well as I should have. I’m truly sorry. Our policy is unambiguous—no employer or player should have to put up with discriminatory language or a hostile work environment. Please allow me to help you do now what I should have helped you do then. Attached is the form for filing a complaint. As soon as you feel well enough to do so, fill it out so that we can properly investigate your complaint. I’ve learned a difficult lesson this week, and I’d like to amend my previous response to your inquiry. Sincerely, Bill Braddock

Good attitudes are contagious; they inspire and encourage others. Bad attitudes are also contagious; they create a negative and hostile work environment and make others feel uncomfortable - like they have to walk on eggshells all the time.

Even if you love your current job and don’t work in a hostile environment, you can still learn how to better equip yourself for when conflict and trials do come around. And believe me, sooner or later they always come around! For the devil can’t stand for God’s people to advance His causes without a fight. So if your present workplace isn’t hostile, then thank the Lord for this wonderful respite and use it to train yourself for when you will be sitting across the boardroom from a devil in disguise.

Unresolved issues can escalate quickly, jeopardizing the workplace equilibrium, setting into motion a hostile and volatile workplace environment.

As I was editing this chapter, a survey of more than thirty-five hundred Australian surgeons revealed a culture rife with bullying, discrimination, and sexual harassment, against women especially (although men weren’t untouched either). To give you a flavor of professional life as a woman in this field, female trainees and junior surgeons “reported feeling obliged to give their supervisors sexual favours to keep their jobs”; endured flagrantly illegal hostility toward the notion of combining career with motherhood; contended with “boys’ clubs”; and experienced entrenched sexism at all levels and “a culture of fear and reprisal, with known bullies in senior positions seen as untouchable.”68 I came back to this chapter on the very day that news broke in the state of Victoria, Australia, where I live, of a Victorian Equal Opportunity and Human Rights Commission report revealing that sexual discrimination and harassment is also shockingly prevalent in the Victorian Police, which unlawfully failed to provide an equal and safe working environment.69 I understand that attempts to identify the psychological factors that underlie sex inequalities in the workplace are well-meaning. And, of course, we shouldn’t shy away from naming (supposedly) politically unpalatable causes of those inequalities. But when you consider the women who enter and persist in highly competitive and risky occupations like surgery and policing—despite the odds stacked against them by largely unfettered sex discrimination and harassment—casual scholarly suggestions that women are relatively few in number, particularly in the higher echelons, because they’re less geared to compete in the workplace, start to seem almost offensive. Testosterone

Holly ran into the command center carrying an AT-4. She pushed past Franks, saw me lying on the floor, then she saw the remains of her new car sticking through the wall. “You motherfucker!” she screamed. Holly went over to the hole in the wall and aimed the smoothbore anti-tank weapon at the monster. “I just paid that off!” The command center was a really big room, but the back blast on an AT-4 was still a bitch, so I got to my feet and fled to not get burned by the overpressure. Holly fired. The concussion was insane. Anything in here that hadn’t been ruined by the Drekavac got scorched or blown away by that instead. This kind of hostile work environment bullshit was why I had tinnitus.

He found it puzzling that so many rural people were hostile to, even terrified of, the place where they lived. It wasn't just that hard-working country folk had no time for the precious concerns of the effete urban environmentalists, what amazed Rice was how you could spend your whole life physically immersed in a particular ecological system and yet remain blinded to it by superstition, tradition, prejudice. Out west, it was ranchers' holy war on predators and their veneration of Indo-European domestic animals they husbanded on land too dry to support them. Here in the Appalachians, you saw rugged country men who refused to walk in the woods all summer because they were scared of snakes.

Far from being just part of the problem, the people of the South are leading the global fight against ecological destruction. They are our allies, not our enemies, and if we are serious about working with them, then no part of our work should involve efforts to turn immigrants from their countries away at our borders. Support for immigration controls strengthens the most regressive forces in our societies and weakens our ability to deal with the real causes of environmental problems. It gives conservative governments and politicians an easy way out, allowing them to pose as friends of the environment by restricting immigration, while continuing with business as usual. It hands a weapon to reactionaries, allowing them to portray environmentalists as hostile to the legitimate aspirations of the poorest and most oppressed people in the world.

A slave is one who is not even honest with himself. A revolutionary albeit a repressed revolutionary who is aware of a hostile environment has established a working rapport with himself, between his instincts and his intellect. A citizen of a healthy society is one who can go about in complete openness, total harmony and honesty among his fellows, and, as anyone can see, we are far removed from anything resembling that idea. A healthy society would, among other things, be free from alcoholism, drugism, pornography, suicide and all other forms of artificial 'hype' and escapism.

Instead of a healthy environment where she is heard, acknowledged, nurtured, loved; she instead feels ignored, fearful, belittled and responsible for the adult’s well-being. In these families, spontaneity and laughter are replaced with rigidness, the inability to engage in honest communication, an abundance of secrets and a proliferation of rules – spoken and unspoken – that all work together to help everyone cope with the tension in the home. Individuals are often enmeshed, meaning they are too entangled in the other’s emotions. One person feels responsible for the other. Boundaries are often overlapping or nonexistent. Addiction is often involved, but not always. All of this negativity, hostility and emotional confusion make the child scared, insecure and eventually angry. It is a fact, however, that many people who are struggling with codependency are also saddled with addiction of some kind. The two are deeply intertwined in many cases. But this is not a universal scenario. If you are battling addiction, you most likely are also caught up in codependency and may not even know it yet.

(about Pilgrims) It would be difficult to imagine a group of people more ill-suited to a life in the wilderness. They packed as if they had misunderstood the purpose of the trip. They found room for sundials and candle snuffers, a drum, a trumpet, and a complete history of Turkey. One William Mullins packed 126 pairs of shoes and 13 pairs of boots. Yet, between them they failed to bring a single cow or horse or plough or fishing line. Among the professions represented on the Mayflower's manifest were two tailors, a printer, several merchants, a silk worker, a shopkeeper and a hatter- occupations whose importance is not immediately evident when one thinks of surviving in a hostile environment. Their military commander, Miles Standish, was so diminutive of stature that he was known to all as "Captain Shrimpe" hardly a figure to inspire awe in the savage natives from whom they confidently expected to encounter. With the uncertain exception of the little captain, probably none in the party had ever tried to bring down a wild animal. Hunting in seventeenth century Europe was a sport reserved for the aristocracy. Even those who labelled themselves farmers generally had scant practical knowledge of husbandry, since farmer in the 1600s, and for some time afterwards, signified an owner of land rather than one who worked it. They were, in short, dangerously unprepared for the rigours ahead, and they demonstrated their manifest incompetence in the most dramatic possible way: by dying in droves. Six expired in the first two weeks, eight the next month, seventeen more in February, a further thirteen in March. By April, when the Mayflower set sail back to England just fifty-four people, nearly half of them children, were left to begin the long work of turning this tenuous toe-hold into a self-sustaining colony.

When we have poor vagal tone, we have higher sensitivity to perceived threats in our environment, which overactivates the body’s stress response and leads to reduced emotional and attentional regulation overall. Those of you who experience the discomfort of social anxiety might recognize this disconnect. Imagine walking into a party filled with strangers. You might have obsessed over what to wear to the party, planning every detail, every possible conversation topic, or you may have felt totally neutral about the party—no warning signs that you might feel uncomfortable and act accordingly. Either way, none of it matters once you actually walk into the room. Suddenly, all eyes are on you. Your face grows hot and red when you hear laughter, which you’re certain is about your outfit or your hair. Someone brushes past you, and you feel claustrophobic. All the strangers seem to be leering. Even if you know rationally that this is not a hostile place, that no one is looking at or judging you (and if they are, who cares?), it’s nearly impossible to shake the feeling once you’re trapped in it. That’s because your subconscious perceives a threat (using your nervous system’s sixth sense of neuroception) in a nonthreatening environment (the party) and has activated your body, putting you into a state of fight (argue with anyone and everyone), flight (leave the party), or freeze (don’t say a word). The social world has become a space filled with threat. Unfortunately, this kind of nervous system dysregulation is self-confirming. While it is activated, anything that doesn’t confirm your suspicions (a friendly face) will be ignored by your neuroception in favor of things that do (the stray laugh you felt was directed at you). Social cues that would be seen as friendly when you were in social engagement mode—such as a pause in the conversation for you to enter, eye contact, a smile—will be either misinterpreted or ignored.

also been a white-collar worker in my career. In my experience, there are two types of people who do this type of work: Achievers and Hiders. Achievers are the people who want to perform at a high level. They are ambitious, motivated and energetic. They are full of ideas and want to move up the corporate ladder, which are great attributes to have. But there is a downside for the Achiever. The moment a person decides to be an Achiever, they become a target. Their boss sees them as threatening to their job, so they start to hold them down or take shots at their reputation. Their peers see them as a person who will either embarrass them or keep them from getting a promotion, so they start to do what they can to undermine their accomplishments. So, to remain an Achiever and survive in this hostile environment, a person must become good at one thing that has nothing to do with their productivity—and that’s politics. They must learn how to navigate the political world by diminishing their enemies and strengthening their relationship with powerful people. In fact, some of the most successful people in the corporate world aren’t Achievers at all. They are pure politicians. So if you decide to work in the corporate environment and to be an Achiever, you must accept the fact that you must become a good politician also. Now, let’s talk about the Hiders. These are the people who HATE politics, but still need a job. They learn not to be the ambitious Achiever. They don’t stand out. They don’t speak up in meetings. They don’t bring new ideas. They HIDE. They keep their heads down and do as they’re told. They do just enough so that they aren’t talked about negatively. They survive. And this has worked for decades. But in the New Economy, it’s becoming much more difficult to hide. And people are running out of time. So, back to our Perfect Career List: Can a white-collar job deliver on the list? Again, the clear answer is no—certainly not in very many areas. Sales

By the time Jessica Buchanan was kidnapped in Somalia on October 25, 2011, the twenty-four boys back in America who had been so young during the 1993 attack on the downed American aid support choppers in Mogadishu had since grown to manhood. Now they were between the ages of twenty-three and thirty-five, and each one had become determined to qualify for the elite U.S. Navy unit called DEVGRU. After enlisting in the U.S. Navy and undergoing their essential basic training, every one of them endured the challenges of BUDS (Basic Underwater Demolition/SEAL) training, where the happy goal is to become “drownproofed” via what amounts to repeated semidrowning, while also learning dozens of ways to deliver explosive death and demolition. This was only the starting point. Once qualification was over and the candidates were sworn in, three-fourths of the qualified Navy SEALS who tried to also qualify for DEVGRU dropped out. Those super-warriors were overcome by the challenges, regardless of their peak physical condition and being in the prime of their lives. This happened because of the intensity of the training. Long study and practice went into developing a program specifically designed to seek out and expose any individual’s weakest points. If the same ordeals were imposed on captured terrorists who were known to be guilty of killing innocent civilians, the officers in charge would get thrown in the brig. Still, no matter how many Herculean physical challenges are presented to a DEVGRU candidate, the brutal training is primarily mental. It reveals each soldier’s principal foe to be himself. His mortal fears and deepest survival instinct emerge time after time as the essential demons he must overcome. Each DEVGRU member must reach beyond mere proficiency at dealing death. He must become two fighters combined: one who is trained to a state of robotic muscle memory in specific dark skills, and a second who is fluidly adaptive, using an array of standard SEAL tactics. Only when he can live and work from within this state of mind will he be trusted to pursue black operations in every form of hostile environment. Therefore the minority candidate who passes into DEVGRU becomes a member of the “Tier One” Special Mission Unit. He will be assigned to reconnaissance or assault, but his greatest specialty will always be to remain lethal in spite of rapidly changing conditions. From the day he is accepted into that elite tribe, he embodies what is delicately called “preemptive and proactive counterterrorist operations.” Or as it might be more bluntly described: Hunt them down and kill them wherever they are - and is possible, blow up something. Each one of that small percentage who makes it through six months of well-intended but malicious torture emerges as a true human predator. If removing you from this world becomes his mission, your only hope of escaping a DEVGRU SEAL is to find a hiding place that isn’t on land, on the sea, or in the air.

Company Team Buildingis a tool that can help inside inspiring a team for that satisfaction associated with organizational objectives. Today?azines multi-cultural society calls for working in a harmonious relationship with assorted personas, particularly in global as well as multi-location companies. Business team building events strategies is a way by which team members tend to be met towards the requirements of the firm. They help achieve objectives together instead of working on their particular. Which are the benefits of company team building events? Team building events methods enhance conversation among co-workers. The huge benefits include improved upon morality as well as management skills, capacity to handle difficulties, and much better understanding of work environment. Additional positive aspects would be the improvements inside conversation, concentration, decision making, party problem-solving, and also reducing stress. What are the usual signs that reveal the need for team building? The common signs consist of discord or even hostility between people, elevated competitors organizations between staff, lack of function involvement, poor decision making abilities, lowered efficiency, as well as poor quality associated with customer care. Describe different methods of business team development? Company team development experts as well as person programs on ?working collaboratively? can supply different ways of business team building. An important method of business team building is actually enjoyment routines that want communication between the members. The favored activities are fly-fishing, sailing regattas, highway rallies, snow boarding, interactive workshops, polls, puzzle game titles, and so forth. Each one of these routines would help workers be competitive and hone their own side considering abilities. Just what services are offered by the team building events trainers? The majority of the coaches offer you enjoyable functions, coming from accommodation to be able to dishes and much more. The actual packages include holiday packages, rope courses, on-going business office video games, and also ice-breakers. Coaching fees would depend on location, number of downline, classes, and sophistication periods. Special discounts are available for long-term deals of course, if the quantity of associates will be higher. Name some well-known corporate team development event providers within the U.Utes. Several well-liked companies are Accel-Team, Encounter Based Studying Inc, Performance Supervision Organization, Team development Productions, The education Haven Incorporated, Enterprise Upwards, Group Contractors In addition, and Team development USA.If you want to find out more details, make sure you Clicking Here

Instead, “the primary purpose of modern disability antidiscrimination laws is to recognize the social roots of discrimination.”8 The ADA covers not only individuals with a mental or physical impairment, but also those who are regarded as or assumed to have such an impairment that affects their ability to do their job based on some outward difference.9 It is, thus, the “prejudice, hostility, and misunderstandings of others about their health conditions” that impairs some individuals.10 Finally, according to Levi and Klein, “transgender people are often substantially limited not as any inherent result of the condition, but as a result of the negative attitudes of others.”11 Levi and Klein compare transgender identities to other impairments like severe burn scars that provoke discomfort in others. This discomfort causes a negative attitude that affects transgender employees' ability to do their work, similar to a hostile environment in sexual harassment law. Another manifestation of this discrimination is a manager refusing to allow a transgender employee to work with customers or clients out of fear of their reaction. According

Mission Command embraces a conception of leadership which unsentimentally places human beings at its center. It crucially depends on factors which do not appear on the balance sheet of an organization: the willingness of people to accept responsibility; the readiness of their superiors to back up their decisions; the tolerance of mistakes made in good faith. Designed for an external environment which is unpredictable and hostile, it builds on an internal environment which is predictable and supportive. At its heart is a network of trust binding people together up, down, and across a hierarchy. Achieving and maintaining that requires constant work.15

There was a reason for Atlanta. While people were dying by the hundreds, the federal government forced these brave rescuers to take a course in sexual harassment prior to being deployed. There is no question the out-of-town rescuers’ work environment in New Orleans was hostile. But it had nothing to do with sexual harassment. The hostile environment was due to flood, fire, sewage, snakes, lack of electricity, armed looters (which included a few members of the New Orleans police department), and dozens of other problems and challenges. The pathetic requirement to sit through a sexual harassment course was an insult to the brave men and women who volunteered to help their fellow citizens in need.

Page 125: What is of greater concern to blacks, and what they regard as a more serious violation of the rights of others—but what whites consider hardly a violation at all—is to be in a situation where for compelling social reasons (such as keeping a job at a bank) they are not free to act in accordance with the force of their feelings. Blacks call this constraining mode of behavior fronting, and they generally regard negatively situations in which it is necessary to front. Whites do not typically notice when blacks front, since the mode—emotionally subdued—is one that whites consider normal, achieved as a matter of course in their cultural development through the habitual exercise of emotional self-restraint and repression. Consequently, they are not aware of the conscious effort that blacks must make on a day-to-day basis to contain their emotions when working in what they regard as a racially hostile environment.

Yuki Noguchi, a reporter for NPR, said that Damore's firing has raised questions regarding the limits of free speech in the workplace. First Amendment free speech protections usually do not extend into the workplace, as the First Amendment restricts government action but not the actions of private employers, and employers have a duty to protect their employees against a hostile work environment.

Having a diversity program to recruit highly qualified minorities and/or women into organizations is a great initiative. However, inviting a small group of diverse individuals into a majority culture that does not see the need for change, nor desire it, the unintended consequences of not addressing the culture will result in a hostile work environment for a program intended for good-will.

News Corp’s right-wing stance expresses itself in hostility to feminists and feminist principles, as described by prominent writers such as Miranda Devine, Rita Panahi, Tim Blair and Andrew Bolt. While there are many highly professional and skilled women working for News Corp, some who even express feminist points of view and approaches to news, they are the exception. News Corp’s editors and senior staff are overwhelmingly white and male. Their approach to news is aimed at a primarily male audience, with a strong focus on men’s sport, right-wing politics, sensationalised crime and opinion writing that is deeply hostile to feminist aims. Some women thrive in this environment, such as the aforementioned Miranda Devine and Rita Panahi. Others I’ve spoken to find it impossible to work with and are forced to seek work outside the News Corp enclosures. This is working (for now) as News Corp slowly raises paywalls around most of its content, but the News Corp audience doesn’t only skew male, it also tends to be older than the readership for other publications.

In United States labor law, a hostile work environment exists when one's behavior within a workplace creates an environment that is difficult or uncomfortable for another person to work in, due to discrimination. … In many United States jurisdictions, a hostile work environment is not an independent legal claim. That is, an employee could not file a lawsuit on the basis of a hostile work environment alone. Instead, an employee must prove they have been treated in a hostile manner because of their membership in a protected class, such as gender, age, race, national origin, disability status, and similar protected traits.

But I firmly believe that we are all, the whole universe, connected in some way. That we all share a similar bond, similar properties, which make this universe function. There is a reason we have been put on this earth, and we will never quite know why or what our purpose is. There are higher factors at play that we will likely never understand. But what we have to ask ourselves—if we are, in fact, a part of some larger and higher plan—is: are we doing our part on this planet to ensure that we all work together, that we care for one another and love one another, so that the earth can function properly with all of its inhabitants, and function properly with the rest of the universe? “How can we possibly expect life from other planets to come visit Earth in such a hostile environment? An environment where its own people don’t care for one another, fight with one another, and even kill one another, all because of their differences in race, beliefs, religion, wealth, gender, and sexual orientation? We all must be unified, if we are ever to see the people of this earth function together and live in harmony. Only then will we have succeeded as a human race.

Psalm 120 is the psalm of repentance—the one that gets us out of an environment of deceit and hostility and sets us on our way to God. Psalm 121 is the psalm of trust—a demonstration of how faith resists patent-medicine remedies to trials and tribulations and determinedly trusts God to work out his will and “guard you from every evil” in the midst of difficulty

When Heenehan Telecom Company took over Principal Processing Company, it fired all the staff except Jim Dennis and Beth Madison. They were tax accountants like fish out of water in the new company. The environment was hostile, the bosses were unbearable, and the cliques hated their guts. However, trouble started when a colleague, Amber Wolfe, started acting suspiciously and sabotaging their work. Jim and Beth found out the airhead exterior was only a facade, and Amber had dangerous ties to notorious cyber-terrorists. They were sitting ducks. Jim and Beth collaborate with external friends to save the company, their lives, and their careers. Would they succeed with the odds stacked against them, from bosses to colleagues? The Telecom Takeover by Beverly Winter tells the complete story. The Telecom Takeover by Beverly Winter is an intriguing novel that focuses on the corporate world. This story was riveting, from the office shenanigans to unfavorable policies to workplace bureaucracy to insensitive and selfish bosses. Winter also exposed the employee dynamics, power play, and scheming happening in the corporate world. This book has a solid plot, and the character development was beautiful. The story was also thought-provoking as I asked myself how much a person could take before throwing in the towel. At what point does perseverance become hopelessness? I could never work in such a dysfunctional environment and under such conditions. The overworked minions got the least pay while the bosses, who knew nothing, cornered fat bonuses. I loved how the tables turned on Judy. It was the best part of the novel. Keep writing beautiful stories, Beverly Winter." Jennifer Ibiam for Readers’ Favorite, ★★★★★

Workplace AI will not only hire and fire us, but guide our daily performance, correct us when we slip up, and praise us when we do good work. “Playing office politics” will come to mean “reverse-engineering a piece of workforce management software.” A “hostile work environment” might be the result of a poorly trained machine learning model rather than an abusive boss.

The decline of unions, which covered a quarter of private-sector workers in 1973 but only 6 percent now, may not be as obviously political. But other countries haven’t seen the same kind of decline. Canada is as unionized now as the U.S. was in 1973; in the Nordic nations unions cover two-thirds of the work force. What made America exceptional was a political environment deeply hostile to labor organizing and friendly toward union-busting employers.

The need for a fundamental sense of compassion has never been more visible than in our current higher educational context, where institutional resources and morale decline as the diversity and needs of our student population increase. To reverse what’s become decades’ worth of starvation budgets and an increasingly hostile political-cultural environment for higher education, we need to build a future radically different from our present. The work we do with and among our students— teaching and learning, creating and collaborating, building knowledge and burnishing confidence— is also the work of building that future. But that future can only come to pass if we involve as many students as possible in its creation. A future that’s shaped by processes that push significant numbers of students to the margins is one that will end up depressingly similar to our present. To militate against this outcome, we ought to begin dismantling the systems that marginalize our students. That’s a practice that starts in our own classrooms, in the routine choices we make every day about how we engage with our students and their stories— about what we say to them. An approach that embraces empathy and compassion as its default orientation is foundational to a pedagogy of radical hope.

Time and time again warnings are ignored, unnecessary risks taken, sloppy work done, deception and downright lying practiced. As an organizational theorist I am reasonably unshaken by this; it occurs in all organizations, and it is a part of the human condition. But when it comes to systems with radioactive, toxic, or explosive materials, or those operating in an unforgiving, hostile environment in the air, at sea, or under the ground, these routine sins of organizations have very nonroutine consequences.

In normal circumstances, as Edward Said recommended in his seminal Culture and Imperialism, painful dialogue with the past should enable a given society to digest both the most evil and the most glorious moments of its nation's history. But this could not work in a case where a moral self-image is considered to be the principal asset in the battle for public opinion, and thus the best means of surviving in a hostile environment. The way out for the Jewish society in the newly founded state was to erase in the collective memory the unpleasant chapters of the past, and leave intact the gratifying ones. It was a conscious mechanism put in place and motion in order to solve the impossible tension arising from the two contradictory messages of the past.

Was the working title of this shit Hostile Work Environment: The Movie?

Page 32: The phenomenal commercial success of the Chinese in Thailand, and indeed throughout Southeast Asia, has no single or simple explanation. Certainly this success is partly attributable to such personal qualities as perseverance, capacity for hard work, and business acumen, but one of the most important factors has been the tight social and economic organization developed by overseas Chinese communities. Such communities in Southeast Asia appear remarkable self-sufficient and to many observers seem to form alien societies within the host society. They have proved unusually effective, on the one hand, for encouraging mutual aid and co-operation among heterogeneous linguistic and socio-economic groups and, on the other, for providing protection from hostile or competitive individuals and governments. Better than most people the Chinese have learned the dictum that ‘in unity there is strength’. Their organizational cohesion furnishes much of the answer not only to the economic well-being of the Chinese as a group but also to the persistence of their cultural patterns and values in an alien and sometimes unfriendly social environment. This is a community of interest as well, for the wealth accumulated by the successful business man is used in part to support a multiplicity of ethnic organizations: trade guilds, a powerful Chinese Chamber of Commerce, dialect associations, benevolent and charitable organizations, surname associations, religious groups for both men and women, sports associations and social clubs.

Experts agree that the root cause of bullying, workplace or otherwise, is the perpetuating party’s own feelings of inadequacy. Those who engage in bullying are harboring personal psychological distress, particularly in matters of confidence and control.

As it represents and thus conceives of autism as a threat to the normative individual and social body, contemporary advocacy work issues an effective and powerful 'call to arms' against autism. The orientation of contemporary advocacy is clear: to be a 'good' autism advocate is to be positioned 'against' autism, to 'fight' it, 'combat' it, 'defeat' it, and so on. . . It is this war on autism that I take as my focus for the remainder of this book. I do this so as to interrogate how a militarized autism advocacy is systematically producing and sustaining a social environment that is hostile to autistic difference—an environment that, as we shall see, structures and supports possibilities for violence against those who embody autistic difference.

According to the Wall Street Journal, teachers are leaving their positions in greater numbers than ever before. Truth: educators do not commit their passion to teach believing untold wealth awaits them. The purposely concealed story: national teacher shortage is due to a dominating hostile work environment, created by the entitled parent/incompetent administrator syndrome.