{"version":"1.0","provider_name":"LAB Focus","provider_url":"https:\/\/blogit.lab.fi\/labfocus","author_name":"tainask","author_url":"https:\/\/blogit.lab.fi\/labfocus\/author\/tainask\/","title":"Ethical power dynamics in organisational management - LAB Focus","type":"rich","width":600,"height":338,"html":"<blockquote class=\"wp-embedded-content\" data-secret=\"1rwN733Rmb\"><a href=\"https:\/\/blogit.lab.fi\/labfocus\/en\/ethical-power-dynamics-in-organisational-management\/\">Ethical power dynamics in organisational management<\/a><\/blockquote><iframe sandbox=\"allow-scripts\" security=\"restricted\" src=\"https:\/\/blogit.lab.fi\/labfocus\/en\/ethical-power-dynamics-in-organisational-management\/embed\/#?secret=1rwN733Rmb\" width=\"600\" height=\"338\" title=\"&#8221;Ethical power dynamics in organisational management&#8221; &#8212; LAB Focus\" data-secret=\"1rwN733Rmb\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\" class=\"wp-embedded-content\"><\/iframe><script>\n\/*! This file is auto-generated *\/\n!function(d,l){\"use strict\";l.querySelector&&d.addEventListener&&\"undefined\"!=typeof URL&&(d.wp=d.wp||{},d.wp.receiveEmbedMessage||(d.wp.receiveEmbedMessage=function(e){var t=e.data;if((t||t.secret||t.message||t.value)&&!\/[^a-zA-Z0-9]\/.test(t.secret)){for(var s,r,n,a=l.querySelectorAll('iframe[data-secret=\"'+t.secret+'\"]'),o=l.querySelectorAll('blockquote[data-secret=\"'+t.secret+'\"]'),c=new RegExp(\"^https?:$\",\"i\"),i=0;i<o.length;i++)o[i].style.display=\"none\";for(i=0;i<a.length;i++)s=a[i],e.source===s.contentWindow&&(s.removeAttribute(\"style\"),\"height\"===t.message?(1e3<(r=parseInt(t.value,10))?r=1e3:~~r<200&&(r=200),s.height=r):\"link\"===t.message&&(r=new URL(s.getAttribute(\"src\")),n=new URL(t.value),c.test(n.protocol))&&n.host===r.host&&l.activeElement===s&&(d.top.location.href=t.value))}},d.addEventListener(\"message\",d.wp.receiveEmbedMessage,!1),l.addEventListener(\"DOMContentLoaded\",function(){for(var e,t,s=l.querySelectorAll(\"iframe.wp-embedded-content\"),r=0;r<s.length;r++)(t=(e=s[r]).getAttribute(\"data-secret\"))||(t=Math.random().toString(36).substring(2,12),e.src+=\"#?secret=\"+t,e.setAttribute(\"data-secret\",t)),e.contentWindow.postMessage({message:\"ready\",secret:t},\"*\")},!1)))}(window,document);\n\/\/# sourceURL=https:\/\/blogit.lab.fi\/labfocus\/wp-includes\/js\/wp-embed.min.js\n<\/script>\n","thumbnail_url":"https:\/\/blogit.lab.fi\/labfocus\/wp-content\/uploads\/sites\/8\/2025\/01\/5_2025_Ethical-power-dynamics-in-organisational-management.jpg","thumbnail_width":1280,"thumbnail_height":854,"description":"Power dynamics are vital for understanding organisations because decision-making and relationships between employees and people in positions of power matter. These dynamics are ingrained within organisations and influence ethical behaviour and governance standards. Silent and structural power are subtle forms of power with manifold but often ignored effects. Correcting these inequalities can create equitable, transparent, [&hellip;]"}