https://hdl.handle.net/1721.1/155110 2026-04-08T18:35:55Z 2026-04-08T18:35:55Z Rowe, Mary https://hdl.handle.net/1721.1/159311 2025-06-20T08:26:00Z 2024-12-01T00:00:00Z

The Colleague Who Would Not Take "No" for an Answer Rowe, Mary

2024-12-01T00:00:00Z Rowe, Mary https://hdl.handle.net/1721.1/159310 2025-06-13T06:02:16Z 2024-10-01T00:00:00Z

The Poster War: An Ombuds Learns About Sources of Power, Helping People Help Themselves, and the Role of Affinity Groups in Bringing About Change Rowe, Mary

2024-10-01T00:00:00Z Rowe, Mary https://hdl.handle.net/1721.1/159309 2025-06-13T06:02:22Z 2024-08-01T00:00:00Z

When Two People See the Same Facts Entirely Differently Rowe, Mary

2024-08-01T00:00:00Z Rowe, Mary Rowe, Mary https://hdl.handle.net/1721.1/159308 2025-06-20T08:26:01Z 2024-06-01T00:00:00Z

Is There a Right To Be Addressed as One Wishes To Be Addressed? Rowe, Mary; Rowe, Mary This teaching case was originally presented at the 1984 Corporate Ombudsman Conference. This is a fictional case study designed for teaching use. Many details, including names and facts, were changed from the real 1973 incident.

2024-06-01T00:00:00Z Rowe, Mary https://hdl.handle.net/1721.1/159273 2026-03-04T03:11:05Z 2024-02-01T00:00:00Z

The Eavesdropping Manager Who Was a Hesitant Bystander Rowe, Mary

2024-02-01T00:00:00Z Rowe, Mary https://hdl.handle.net/1721.1/159234 2026-03-04T03:11:04Z 2024-02-01T00:00:00Z

The Hesitant Bystander with Safety Concerns and a CEO Who Is a Bully Rowe, Mary Note: This is a fictional case study designed for teaching use. Many details, including names and facts, have been changed from the real case.

2024-02-01T00:00:00Z Rowe, Mary https://hdl.handle.net/1721.1/158450 2025-04-07T08:46:47Z 2023-01-01T00:00:00Z

BELONGING—The Feeling That We ‘Belong’ May Depend in Part on ‘Affirmations' Rowe, Mary This essay describes a poignant concern brought to the ombuds office that helped me to understand how micro-affirmations are a major part of the scaffolding of “belonging.”

2023-01-01T00:00:00Z Rowe, Mary https://hdl.handle.net/1721.1/158449 2025-04-07T09:10:00Z 2023-07-14T00:00:00Z

Helping Hesitant Bystanders Identify Their Options: A Checklist with Examples and Ideas to Consider Rowe, Mary Organizational bystanders sometimes act heroically in emergencies. Less well known are the bystanders who act very effectively, in quiet ways, in reaction to (potentially) unacceptable behavior. In addition, many bystanders (and bystanders of bystanders) consider action, but hesitate. There are many reasons why hesitation is understandable and may be appropriate. However, in many situations, hesitation can turn into effective action. Drawing on examples from ombuds practice, this article aims to assist organizational ombuds in helping hesitant bystanders identify and evaluate their options. The article includes a checklist of questions for hesitant bystanders that ombuds may find useful—and adds to the literature about why bystanders do or do not decide to act after learning of unacceptable behavior. The checklist may also be useful to those engaged in training programs for bystanders and others who provide support to hesitant bystanders.

2023-07-14T00:00:00Z Rowe, Mary https://hdl.handle.net/1721.1/158448 2025-04-07T09:26:23Z 2023-07-14T00:00:00Z

Consider Generic Options When Complainants and Bystanders Are Fearful Rowe, Mary Organizational ombuds usually offer a choice of different options to constituents who call the office with a concern. In serious cases, ombuds might offer formal options such as filing a formal grievance. In addition, the ombuds can offer informal options, such as helping a visitor deal directly with their concern or offering to facilitate discussion with those involved. However, aggrieved persons and proactive bystanders often are very fearful about anyone knowing they have complained. In this situation, a “generic” approach—that focuses on an issue without naming anyone—can help to address the issues involved rather than the individuals. This can be done in ways that shield the privacy of the complainant. In addition to helping individuals, generic options serve affinity groups and the organization by supporting needed systemic improvements. This article discusses how organizational ombuds and other complaint handlers can use generic approaches in their work.

2023-07-14T00:00:00Z Rowe, Mary https://hdl.handle.net/1721.1/158445 2025-04-07T09:14:18Z 2023-01-01T00:00:00Z

“'Drafting a Letter' for People Dealing with Harassment or Bullying" Rowe, Mary As an early ombuds, the author discovered that drafting a structured letter about being mistreated often helped constituents—with respect to both process and outcomes. This article describes the origins of “drafting a letter” with its uses, benefits, and sources of power. Drafting such a letter provides a tripartite structure (see the Appendix) for a mistreated person to present evidence—from diaries, calendars, communications, videos, photos, phone records, etc. This structure helps in considering many options for action, for example, just thinking things through, gathering more evidence, informal discussions, mediation, or a formal complaint. Or the writer may send the letter privately to the perceived offender; such letters may work to stop specific misbehavior. If the behavior then does not stop, a safe-guarded copy of the letter can be used as evidence that the writer tried to stop it. And—very importantly—just drafting a letter may help with pain, anger, and grief.

2023-01-01T00:00:00Z Rowe, Mary https://hdl.handle.net/1721.1/158441 2025-04-08T04:09:45Z 2022-04-01T00:00:00Z

Changing Behavior, Letting It Be—Or Maybe Making It Worse: Ideas to Consider Rowe, Mary

2022-04-01T00:00:00Z Rowe, Mary Wilcox, Linda Gadlin, Howard https://hdl.handle.net/1721.1/156663 2024-09-04T03:50:41Z 2009-01-01T00:00:00Z

Dealing with—or Reporting—‘Unacceptable’ Behavior Rowe, Mary; Wilcox, Linda; Gadlin, Howard People in organizations often see behavior that they think is unacceptable, unsafe, illegal—even criminal. Why do people who observe such behavior hesitate to act on their own, or to come forward promptly—even when affected by that behavior? Why do they not immediately report those whom they see to be acting in an intolerable fashion? Hesitation of this kind has been recognized for years; for example, there is a controversial literature about the “bystander effect.” In real life hesitation is not confined just to bystanders. People in all roles may hesitate to act. Why do some people—including many managers—waver, rather than acting effectively to stop behavior they find to be unacceptable? The most common reasons for hesitation are: fear of loss of relationships, and loss of privacy, fear of unspecified “bad consequences” or retaliation, and insufficient evidence. There are many other barriers and they are often complex. Perceptions of the organization and of supervisors are important, as is a complaint system that is seen to be safe, accessible and credible. Some people do act on the spot or come forward when they see unacceptable behavior. Reviewing the reasoning of people with whom we have talked may provide ideas for employers designing or reviewing a conflict management system.

2009-01-01T00:00:00Z Bloch, Brian Miller, David Rowe, Mary https://hdl.handle.net/1721.1/156662 2024-09-04T03:58:16Z 2009-01-01T00:00:00Z

Systems for Dealing with Conflict and Learning from Conflict—Options for Complaint-Handling: An Illustrative Case Bloch, Brian; Miller, David; Rowe, Mary

2009-01-01T00:00:00Z Rowe, Mary https://hdl.handle.net/1721.1/156541 2024-09-04T03:03:12Z 2008-03-01T00:00:00Z

Micro-affirmations & Micro-inequities Rowe, Mary

2008-03-01T00:00:00Z Scully, Maureen Rowe, Mary Moorehead, Laura https://hdl.handle.net/1721.1/156254 2024-08-18T03:40:40Z 1998-07-01T00:00:00Z

Helping Bystanders Take Responsibility for Diversity Scully, Maureen; Rowe, Mary; Moorehead, Laura

1998-07-01T00:00:00Z Rowe, Mary https://hdl.handle.net/1721.1/155966 2024-08-09T03:11:27Z 1994-01-01T00:00:00Z

People with Delusions or Quasi-Delusions Who "Won't Let Go" Rowe, Mary In recent years an increasing number of otherwise productive people, who appear to have delusions or quasi-delusions and who "won't let go," have come to the attention of workplace and university complaint handlers. These are people who have ideas which appear contrary to fact, and who, in addition, seem obsessed about these ideas. Complaint handlers come to hear about this sub-group of obsessed people with delusions or quasi-delusions in two ways. People with obsessive delusions may come in as complainants, and then continuously refuse to settle or give up the complaint. This may be true even after a court has ruled against them. Or they may be reported to the complaint handler as harassers when they follow, skulk, stalk, scare or anger others, and apparently cannot be persuaded to give up the object of their interest. There has been little published in the human resource or dispute resolution literature about otherwise productive persons who present in workplace or academic settings as both obsessed and quasi-delusional. In this article, the author sketches out characteristics of a specific group of people who have some obsessive beliefs and ideas that appear not to be based in reality. She suggests some ways individual complaint handlers and organizations may deal with questions and concerns posed by such persons.

1994-01-01T00:00:00Z Rowe, Mary P. https://hdl.handle.net/1721.1/155962 2024-08-09T03:46:21Z 1993-01-01T00:00:00Z

Options and Choice for Conflict Resolution in the Workplace Rowe, Mary P. This chapter focuses on the need for providing choices for complainants.

1993-01-01T00:00:00Z Roddy, John Rowe, Mary P. https://hdl.handle.net/1721.1/155748 2024-07-24T03:50:45Z 1987-03-01T00:00:00Z

The Ombudsman as an Ounce of Prevention Roddy, John; Rowe, Mary P.

1987-03-01T00:00:00Z Rowe, Mary P. Russell-Einhorn, Malcolm Baker, Michael A. https://hdl.handle.net/1721.1/155743 2024-07-24T03:01:31Z 1986-07-01T00:00:00Z

The Fear of AIDS Rowe, Mary P.; Russell-Einhorn, Malcolm; Baker, Michael A.

1986-07-01T00:00:00Z Rowe, Mary P. Baker, Michael https://hdl.handle.net/1721.1/155715 2024-07-19T03:29:56Z 1984-05-01T00:00:00Z

Are You Hearing Enough Employee Concerns? Rowe, Mary P.; Baker, Michael This article provides an overview of non-union complaint systems in the U.S.

1984-05-01T00:00:00Z Rowe, Mary P. https://hdl.handle.net/1721.1/155559 2024-07-10T04:02:22Z 1981-05-01T00:00:00Z

Dealing with Sexual Harassment Rowe, Mary P.

1981-05-01T00:00:00Z Rowe, Mary P. https://hdl.handle.net/1721.1/155552 2024-07-10T04:29:50Z 1977-01-01T00:00:00Z

The Saturn's Rings Phenomenon: Micro-inequities and Unequal Opportunity in the American Economy Rowe, Mary P. Later reprinted in Comment 10, no. 3 (March 1978): 3.

1977-01-01T00:00:00Z Rowe, Mary https://hdl.handle.net/1721.1/155546 2024-07-10T04:12:01Z 1977-01-01T00:00:00Z

A Handy, Dandy, Quick and Practical Checklist for Women Trustees Rowe, Mary

1977-01-01T00:00:00Z Rowe, Mary P. https://hdl.handle.net/1721.1/155452 2024-07-06T03:59:46Z 1978-09-01T00:00:00Z

Case of the Valuable Vendors Rowe, Mary P. This article discusses subtle discrimination as a management problem. Also reprinted in Dealing with Conflict, Harvard Business Review (Boston, MA: Harvard Business School, 1983), 167-173.

1978-09-01T00:00:00Z Rowe, Mary P. https://hdl.handle.net/1721.1/155307 2024-06-26T03:40:02Z 1974-01-01T00:00:00Z

The Progress of Women in Educational Institutions: The Saturn's Rings Phenomenon Rowe, Mary P. The minutiae of sexism are usually not actionable; most are such petty incidents that they may not even be identified, much less protested. They are, however, important, like the dust and ice in Saturn's rings, because, taken together, they constitute formidable barriers. As Saturn is partially obscured by its rings, so are good jobs partially obscured for women by "grains of sand": the minutiae of sexism.

1974-01-01T00:00:00Z Rowe, Mary P. https://hdl.handle.net/1721.1/155302 2024-06-26T03:27:31Z 1973-12-01T00:00:00Z

The Progress of Women in Educational Institutions: The Saturn's Rings Phenomenon Rowe, Mary P. This paper describes the minutiae of sexism in large educational institutions. These minutiae are usually not actionable; most are such petty incidents that they may not even be identified, much less protested. They are, however, important, like the dust and ice in Saturn's rings, because, taken together, they constitute formidable barriers. As Saturn is partially obscured by its rings, so are good jobs partially obscured for women by "grains of sand": the minutiae of sexism. Saturn's Rings phenomena are briefly discussed in this paper and then a fictional case study is introduced in an effort to illustrate the cumulative effect of many small events. This December 1973 report by Mary Rowe to the MIT Academic Council contributed to the discussion resulting in MIT's first policy against harassment. The article describes various aspects of structural sexism.

1973-12-01T00:00:00Z