what does fraternising mean

What Does Fraternising Mean - In Margaret Atwood's 1985 work The Handmaid's Tale, she wrote, "To fraternize is to act like a brother." Fraternity, interestingly enough and according to lexicon.com, "a kind of wild heather behavior" at worst, means "an index of law or skull."

Atwood went on to write, “There is no equivalent word for behaving like a sister. Soroize, it must be...” So, I tried Googling how to use soroize in a sentence and zilch, zip, nada, night - Why is that?

What Does Fraternising Mean

Last week Porter Novelli celebrated, recognised, honored and remembered International Women's Day by engaging in a week-long series of eye-catching activities it's mind-opening to what women have been doing over the decades and around the world. The highlight of our week was Wednesday, 3/8, when we partnered with LMHQ (Lower Manhattan Headquarters) to host a "Women + Mentorship" event that brought together 100+ women and a few men. The audience engaged with a panel of speakers moderated by Porter Novelli's Soon Mee Kim, global director of diversity and inclusion, on why more women don't sponsor - not just other women , but men too. At the end of the panel discussion the audience broke into groups to engage in speed mentoring and networking.

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As I introduced myself to the event attendees that evening and contributed to the discussions, I thought and wondered why professional women in 2017 were still not actively involved the counseling. I think about my own counseling experiences and what I think other women expect from me when they turn to me for guidance.

I have had three mentors throughout my career, not counting my father who has mentored and coached me throughout my life. They were all men. Not by design, it just worked that way. Mentoring was a learning experience. When I approached professional women and men with the same question, I found that they answered differently. Men suggested options or helped me find alternatives when women provided answers. Men, including my father, did not tell me how to do something, they did not give me an answer, but instead they helped me to find and understand my options. An example comes to mind when I was changing jobs. Three days after receiving an offer from another company, the offer I wanted so much came. Frozen budgets are unexpectedly unfrozen. The offer I received from a company I loved was fantastic. So, I called one of my advisors. He listened to me without giving any answer. I will never forget her words, "You agreed to dance with Henry, but, in the end, you have to do what's best for you." He never said keep your word or you can't break a promise or he never told me what to do; In slightly oblique terms it helped me see my options. I thought hard for 24 hours. Eventually I decided to continue dancing with Henry and did so for three years. It was a difficult time but when I finally retired I looked back on the day I made the decision to stay and thanked the counselor in my heart for helping me understand the options to make my own decision. Anyway, when I went back to share my decision with my mentor he didn't say I made the right decision; Instead, he complimented me on the reasoning behind the choice I made.

Most women do not support or seek mentors because women (and men) expect women to solve their problems. To tell us what to do next or how to do it. Female mentors, like their male mentors, care about their mentees; The difference is that women are more protective of their mentors and do not want their mentors to make a mistake and therefore take the best course of action or the right decision in their minds. Unfortunately, taking that decision away from the advisor does not help the growth of either party. It seems to me that a mentor helps their protégé grow by not telling their protégé what to do next or how to do it, but by help them understand their options and give them the tools to figure it out. It is in conversations about options that the mentor-mentee relationship becomes more valuable to both, as the exchange of ideas creates opportunities for growth.

So, let's go back to the quote from The Handmaid's Tale by Margaret Atwood. In my humble opinion, we need a call to action. It's about women learning grief. To change the dynamics of our experience in this world we must discover what it means to be sisters. This word is just a rallying call. If women are to progress, if our society is to progress, every woman must ensure that she belongs by knowing her options. Every woman and man understands that seeking a woman's guidance can be a rich intellectual experience without punishment.

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In the end, I hope you express your thoughts; Challenge these thoughts or agree with them. How can we be sisters the next time we give advice, reveal options? A female counselor is the best of both worlds: someone who can help find options and give a straight answer? Hearst Newspapers participates in several affiliate marketing programs, which means we may receive commissions paid on editorially selected products purchased through us. Links to seller sites.

Fraternization is not uncommon in the workplace. Employees can work together in small offices on specific projects. Spending extended time together and interacting daily with each other can lead to a natural progression in which friendships develop between colleagues. In fact, business leaders want employees to get ahead. Positive employee interactions are the foundation of a positive corporate culture and build employee morale. However, if relationships go beyond a basic friendship and some employees begin to connect with each other, relationships can turn very quickly. The dangers of fraternization in the workplace lead to specific non-fraternization policies that are issues that business leaders must address.

Brotherhood is an interaction between colleagues that extends beyond business relationships. Your employees probably spend as much time with each other as they do with their families, if not more. With time spent together every day, it is not unusual for colleagues to learn about common interests, hobbies and sports. As people realize they have common interests, friendships can develop and it is not unusual for employees to engage in mutual activities after hours.

In general, brotherhood as friends has a positive effect on business. This means that people get on and often, it can mean that communication in the office is improved. However, if relationships are after hours romantic, problems can arise.

An Original And Illustrated Physiological And Physiognomical Chart . S Rendered Quite Happy By Your Associations And Society,since You So Much Enjoy Fraternising With Many. 11. Being One Of The Most Companionable

A big risk for employers is when two people develop a romantic relationship in the office, but they are not on the same level. One can be the manager, and the other can be under the manager's control. This creates a power surge that can be dangerous to a business. There are a number of things to consider, from problems arising from office confidentiality to potential legal issues.

Take the relationship when things are going well. Two risks are worth noting. The first is the risk of two employees excluding other employees in negotiations or perhaps new sales opportunities. This leads to frustration and resentment from excluded employees who are not considered "favorites" by managers. Another risk is how two employees interact with each other during the workday. Other colleagues or clients may be uncomfortable with public displays of respect.

Move on from a good to really good relationship to a sudden, quick break up, full of screaming, yelling and crying behind closed office doors. Even a day where two workers throw daggers from their eyes can make everyone uncomfortable. Two employees who are upset with each other can have a negative impact on productivity. Phone messages may not go through and clients may not receive timely feedback. An angry employee can undermine another person through gossip and lies by spreading these lies to other colleagues. This negativity affects everyone in the office.

This situation between a manager and a subordinate can easily escalate into a legal case. Allegations of sexual harassment put pressure on the entire company and can cost them their jobs, their careers, and can lead to huge legal fees and customer relationship disasters for the company.

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Fraternizing with a colleague who is considered an equal in the organizational structure does not raise the same power-dynamic problems as fraternizing with a superior. However, there are similar problems when they fraternize