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Don’t call it a catfight.</div>
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That’s one of the takeaways of a management study on workplace conflict by researchers at the University of British Columbia. The researchers found that both men and women perceived office disputes between women to be more disruptive to office life than fights between men or between a man and a woman.</div>
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<div>
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<div>
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<strong>--By Rachel Emma Silverman</strong></div>
<div>
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<div>
Don’t call it a catfight.</div>
<div>
</div>
<div>
That’s one of the takeaways of a management study on workplace conflict by researchers at the University of British Columbia. The researchers found that both men and women perceived office disputes between women to be more disruptive to office life than fights between men or between a man and a woman.</div>
<div>
</div>
<div>
The scholars, Leah D. Sheppard and Karl Aquino, asked 152 subjects to assess three workplace conflict scenarios involving a pair of managers. The examples were identical, save for the names of the individuals involved: Adam and Steven, Adam and Sarah, and Sarah and Anne.</div>
<div>
</div>
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<div>
</div>
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The researchers don’t know exactly why women-on-women fights are perceived so negatively, but they have some theories.“Conflicts between women violate our norms of what is prescribed for women,” says Sheppard.“We have this perception that women can be really catty and terrible to each other, but we don’t think women should be that way. We want to see women supporting one another, because they are a marginalized group.”</div>
<div>
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<div>
Language may play a role, with loaded terms such as “catfight” and “Queen Bee syndrome” often deployed when women fight. “We are hard-pressed to think of a term comparable to ‘catfight’ that is regularly used to label conflict and competition between two men,” the scholars write in </div>
<div>
the study.</div>
<div>
</div>
<div>
The bias against female-female conflict may affect hiring and promotions for women. Managers may unconsciously decide against assigning two women together if there appears to be some discord between them. Women may also be more reluctant to speak up against another female colleague if they think they may be penalized, or labeled as catty, for doing so.The scholars hope that the study will boost managers’ awareness of the bias against fights between women when dealing with workplace conflicts and assignments. Awareness may also prevent women from harping publicly about conflicts with other women. “For me personally, I might avoid ruminating about a conflict with a coworker. It will already be more salient to people, so probably speaking about it won’t help,” Ms. Sheppard says.<em> (blogs.wsj.com/atwork)</em></div>',
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<strong>--By Rachel Emma Silverman</strong></div>
<div>
</div>
<div>
Don’t call it a catfight.</div>
<div>
</div>
<div>
That’s one of the takeaways of a management study on workplace conflict by researchers at the University of British Columbia. The researchers found that both men and women perceived office disputes between women to be more disruptive to office life than fights between men or between a man and a woman.</div>
<div>
</div>
<div>
The scholars, Leah D. Sheppard and Karl Aquino, asked 152 subjects to assess three workplace conflict scenarios involving a pair of managers. The examples were identical, save for the names of the individuals involved: Adam and Steven, Adam and Sarah, and Sarah and Anne.</div>
<div>
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<div>
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<div>
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<div>
Language may play a role, with loaded terms such as “catfight” and “Queen Bee syndrome” often deployed when women fight. “We are hard-pressed to think of a term comparable to ‘catfight’ that is regularly used to label conflict and competition between two men,” the scholars write in </div>
<div>
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<div>
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<strong>--By Rachel Emma Silverman</strong></div>
<div>
</div>
<div>
Don’t call it a catfight.</div>
<div>
</div>
<div>
That’s one of the takeaways of a management study on workplace conflict by researchers at the University of British Columbia. The researchers found that both men and women perceived office disputes between women to be more disruptive to office life than fights between men or between a man and a woman.</div>
<div>
</div>
<div>
The scholars, Leah D. Sheppard and Karl Aquino, asked 152 subjects to assess three workplace conflict scenarios involving a pair of managers. The examples were identical, save for the names of the individuals involved: Adam and Steven, Adam and Sarah, and Sarah and Anne.</div>
<div>
</div>
<div>
Participants were asked to assess the likelihood that the two managers would be able to repair their relationship and the effect of the dispute on team and company morale. The subjects, both male and female, consistently viewed the conflict between the two women in the most negative light.</div>
<div>
</div>
<div>
The researchers don’t know exactly why women-on-women fights are perceived so negatively, but they have some theories.“Conflicts between women violate our norms of what is prescribed for women,” says Sheppard.“We have this perception that women can be really catty and terrible to each other, but we don’t think women should be that way. We want to see women supporting one another, because they are a marginalized group.”</div>
<div>
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<div>
Language may play a role, with loaded terms such as “catfight” and “Queen Bee syndrome” often deployed when women fight. “We are hard-pressed to think of a term comparable to ‘catfight’ that is regularly used to label conflict and competition between two men,” the scholars write in </div>
<div>
the study.</div>
<div>
</div>
<div>
The bias against female-female conflict may affect hiring and promotions for women. Managers may unconsciously decide against assigning two women together if there appears to be some discord between them. Women may also be more reluctant to speak up against another female colleague if they think they may be penalized, or labeled as catty, for doing so.The scholars hope that the study will boost managers’ awareness of the bias against fights between women when dealing with workplace conflicts and assignments. Awareness may also prevent women from harping publicly about conflicts with other women. “For me personally, I might avoid ruminating about a conflict with a coworker. It will already be more salient to people, so probably speaking about it won’t help,” Ms. Sheppard says.<em> (blogs.wsj.com/atwork)</em></div>',
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<div>
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<div>
Don’t call it a catfight.</div>
<div>
</div>
<div>
That’s one of the takeaways of a management study on workplace conflict by researchers at the University of British Columbia. The researchers found that both men and women perceived office disputes between women to be more disruptive to office life than fights between men or between a man and a woman.</div>
<div>
</div>
<div>
The scholars, Leah D. Sheppard and Karl Aquino, asked 152 subjects to assess three workplace conflict scenarios involving a pair of managers. The examples were identical, save for the names of the individuals involved: Adam and Steven, Adam and Sarah, and Sarah and Anne.</div>
<div>
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<div>
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<div>
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Language may play a role, with loaded terms such as “catfight” and “Queen Bee syndrome” often deployed when women fight. “We are hard-pressed to think of a term comparable to ‘catfight’ that is regularly used to label conflict and competition between two men,” the scholars write in </div>
<div>
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<div>
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Don’t call it a catfight.</div>
<div>
</div>
<div>
That’s one of the takeaways of a management study on workplace conflict by researchers at the University of British Columbia. The researchers found that both men and women perceived office disputes between women to be more disruptive to office life than fights between men or between a man and a woman.</div>
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The scholars, Leah D. Sheppard and Karl Aquino, asked 152 subjects to assess three workplace conflict scenarios involving a pair of managers. The examples were identical, save for the names of the individuals involved: Adam and Steven, Adam and Sarah, and Sarah and Anne.</div>
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That’s one of the takeaways of a management study on workplace conflict by researchers at the University of British Columbia. The researchers found that both men and women perceived office disputes between women to be more disruptive to office life than fights between men or between a man and a woman.
The scholars, Leah D. Sheppard and Karl Aquino, asked 152 subjects to assess three workplace conflict scenarios involving a pair of managers. The examples were identical, save for the names of the individuals involved: Adam and Steven, Adam and Sarah, and Sarah and Anne.
Participants were asked to assess the likelihood that the two managers would be able to repair their relationship and the effect of the dispute on team and company morale. The subjects, both male and female, consistently viewed the conflict between the two women in the most negative light.
The researchers don’t know exactly why women-on-women fights are perceived so negatively, but they have some theories.“Conflicts between women violate our norms of what is prescribed for women,” says Sheppard.“We have this perception that women can be really catty and terrible to each other, but we don’t think women should be that way. We want to see women supporting one another, because they are a marginalized group.”
Language may play a role, with loaded terms such as “catfight” and “Queen Bee syndrome” often deployed when women fight. “We are hard-pressed to think of a term comparable to ‘catfight’ that is regularly used to label conflict and competition between two men,” the scholars write in
the study.
The bias against female-female conflict may affect hiring and promotions for women. Managers may unconsciously decide against assigning two women together if there appears to be some discord between them. Women may also be more reluctant to speak up against another female colleague if they think they may be penalized, or labeled as catty, for doing so.The scholars hope that the study will boost managers’ awareness of the bias against fights between women when dealing with workplace conflicts and assignments. Awareness may also prevent women from harping publicly about conflicts with other women. “For me personally, I might avoid ruminating about a conflict with a coworker. It will already be more salient to people, so probably speaking about it won’t help,” Ms. Sheppard says. (blogs.wsj.com/atwork)
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That’s one of the takeaways of a management study on workplace conflict by researchers at the University of British Columbia. The researchers found that both men and women perceived office disputes between women to be more disruptive to office life than fights between men or between a man and a woman.</div>
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<div>
the study.</div>
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</div>
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Don’t call it a catfight.</div>
<div>
</div>
<div>
That’s one of the takeaways of a management study on workplace conflict by researchers at the University of British Columbia. The researchers found that both men and women perceived office disputes between women to be more disruptive to office life than fights between men or between a man and a woman.</div>
<div>
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The scholars, Leah D. Sheppard and Karl Aquino, asked 152 subjects to assess three workplace conflict scenarios involving a pair of managers. The examples were identical, save for the names of the individuals involved: Adam and Steven, Adam and Sarah, and Sarah and Anne.</div>
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Participants were asked to assess the likelihood that the two managers would be able to repair their relationship and the effect of the dispute on team and company morale. The subjects, both male and female, consistently viewed the conflict between the two women in the most negative light.</div>
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The researchers don’t know exactly why women-on-women fights are perceived so negatively, but they have some theories.“Conflicts between women violate our norms of what is prescribed for women,” says Sheppard.“We have this perception that women can be really catty and terrible to each other, but we don’t think women should be that way. We want to see women supporting one another, because they are a marginalized group.”</div>
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Language may play a role, with loaded terms such as “catfight” and “Queen Bee syndrome” often deployed when women fight. “We are hard-pressed to think of a term comparable to ‘catfight’ that is regularly used to label conflict and competition between two men,” the scholars write in </div>
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</div>
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The bias against female-female conflict may affect hiring and promotions for women. Managers may unconsciously decide against assigning two women together if there appears to be some discord between them. Women may also be more reluctant to speak up against another female colleague if they think they may be penalized, or labeled as catty, for doing so.The scholars hope that the study will boost managers’ awareness of the bias against fights between women when dealing with workplace conflicts and assignments. Awareness may also prevent women from harping publicly about conflicts with other women. “For me personally, I might avoid ruminating about a conflict with a coworker. It will already be more salient to people, so probably speaking about it won’t help,” Ms. Sheppard says.<em> (blogs.wsj.com/atwork)</em></div>',
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Don’t call it a catfight.</div>
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That’s one of the takeaways of a management study on workplace conflict by researchers at the University of British Columbia. The researchers found that both men and women perceived office disputes between women to be more disruptive to office life than fights between men or between a man and a woman.</div>
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<div>
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The researchers don’t know exactly why women-on-women fights are perceived so negatively, but they have some theories.“Conflicts between women violate our norms of what is prescribed for women,” says Sheppard.“We have this perception that women can be really catty and terrible to each other, but we don’t think women should be that way. We want to see women supporting one another, because they are a marginalized group.”</div>
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Language may play a role, with loaded terms such as “catfight” and “Queen Bee syndrome” often deployed when women fight. “We are hard-pressed to think of a term comparable to ‘catfight’ that is regularly used to label conflict and competition between two men,” the scholars write in </div>
<div>
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<div>
</div>
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The bias against female-female conflict may affect hiring and promotions for women. Managers may unconsciously decide against assigning two women together if there appears to be some discord between them. Women may also be more reluctant to speak up against another female colleague if they think they may be penalized, or labeled as catty, for doing so.The scholars hope that the study will boost managers’ awareness of the bias against fights between women when dealing with workplace conflicts and assignments. Awareness may also prevent women from harping publicly about conflicts with other women. “For me personally, I might avoid ruminating about a conflict with a coworker. It will already be more salient to people, so probably speaking about it won’t help,” Ms. Sheppard says.<em> (blogs.wsj.com/atwork)</em></div>',
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<div>
</div>
<div>
That’s one of the takeaways of a management study on workplace conflict by researchers at the University of British Columbia. The researchers found that both men and women perceived office disputes between women to be more disruptive to office life than fights between men or between a man and a woman.</div>
<div>
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<div>
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The researchers don’t know exactly why women-on-women fights are perceived so negatively, but they have some theories.“Conflicts between women violate our norms of what is prescribed for women,” says Sheppard.“We have this perception that women can be really catty and terrible to each other, but we don’t think women should be that way. We want to see women supporting one another, because they are a marginalized group.”</div>
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Language may play a role, with loaded terms such as “catfight” and “Queen Bee syndrome” often deployed when women fight. “We are hard-pressed to think of a term comparable to ‘catfight’ that is regularly used to label conflict and competition between two men,” the scholars write in </div>
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<strong>--By Rachel Emma Silverman</strong></div>
<div>
</div>
<div>
Don’t call it a catfight.</div>
<div>
</div>
<div>
That’s one of the takeaways of a management study on workplace conflict by researchers at the University of British Columbia. The researchers found that both men and women perceived office disputes between women to be more disruptive to office life than fights between men or between a man and a woman.</div>
<div>
</div>
<div>
The scholars, Leah D. Sheppard and Karl Aquino, asked 152 subjects to assess three workplace conflict scenarios involving a pair of managers. The examples were identical, save for the names of the individuals involved: Adam and Steven, Adam and Sarah, and Sarah and Anne.</div>
<div>
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<div>
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The researchers don’t know exactly why women-on-women fights are perceived so negatively, but they have some theories.“Conflicts between women violate our norms of what is prescribed for women,” says Sheppard.“We have this perception that women can be really catty and terrible to each other, but we don’t think women should be that way. We want to see women supporting one another, because they are a marginalized group.”</div>
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<div>
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<div>
</div>
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