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DTSTAMP:20240504T110710Z
SUMMARY:Incentivizing Suppression:  Retaliation Doctrine’s Negative Impac
 t on the Expression of Workplace Anger
DESCRIPTION: \n\nThe Legal Studies Department has been working to develop a
  speaker\nseries and we are excited to host our first speaker later this m
 onth.\nLeora Eisenstadt\, a legal studies professor at Temple University\,
  will\nbe here on Wednesday\, May 25 at noon to speak about her current wo
 rk\non anti-retaliation and anger suppression in the workplace. Leora has\
 nbeen working with one of her Organizational Behavior colleagues at\nTempl
 e on the piece. A short abstract of her work appears below.\n\nWe hope tha
 t you can join us to learn about her work and invite you to\nbring a lunch
  and beverage to the talk in GHALL Room 408.\n\nIncentivizing Suppression:
  Retaliation Doctrine’s Negative Impact on\nthe Expression of Workplace 
 Anger Leora Eisenstadt\, Assistant\nProfessor\, Dept. of Legal Studies\, T
 emple University - Fox School of\nBusiness This paper considers organizati
 onal psychology research into\nanger expression and suppression in the wor
 kplace\, positive and\nnegative outcomes of such expression or suppression
  and implications\nof retaliation doctrine on the creation and maintenance
  of healthy and\nproductive workplaces. Several legal scholars have taken 
 issue with\ncourts’ interpretations of two related doctrines on the basi
 s that\nthey undermine the underlying goals of Title VII and\nanti-discrim
 ination law. These doctrines are: (1) the “reasonable\nbelief” doctrin
 e\, requiring that to claim protection against\nretaliation\, the plaintif
 f must have opposed a practice that courts or\na jury would find to consti
 tute unlawful discrimination and (2) the\n“manner of the complaint” do
 ctrine\, allowing employers to defeat\nretaliation claims if the mode of c
 omplaint is deemed disruptive or\ninsubordinate. Building on that work\, t
 his project examines these\ndoctrines’ impact on anger suppression or ex
 pression in workplaces\nand\, as such\, the actual impact on workplace cul
 ture. Taking into\naccount research in the organizational behavior sector 
 should spur\nemployers\, who recognize the financial consequences of suppr
 essing\nanger (decreases in employee engagement\, retention\, and sales)\,
  to\nsupport statutory or judicial reconsideration of the retaliation\ndoc
 trines that reinforce these negative outcomes.\n 
DTSTART:20160525T160000Z
DTEND:20160525T180000Z
LOCATION:Gerri C. LeBow Hall\, 3220 Market Street\, 408\, Philadelphia\, PA
  19104
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