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Essay effect of sexual harassment on employee performance
Essay effect of sexual harassment on employee performance
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Sexual Harassment in the Workplace
Anderson, W. L., & Bouravnev, A. (2011). Sexual Harassment: the Good, the Bad, and the
Ugly? Franklin Business & Law, 31-37.
This article is to look at the workplace to determine the effects of sexual harassment in the workplace. To see the working environment, the positive and negative effects that can happen from sexual harassment training, and see if the training is effective. At least sexual harassment has been seen as a problem throughout the United States, and even some states are mandated training with all employment in their states. Those states are California, Connecticut and Maine. Even with the training sexual harassment can still occur in all circumstances, training or not.
In 198 women filed a total of 3,661 charges of sexual harassment and exploded to 14,420 in 1994, and continue to grow. This has brought on a lot of lawsuits that the Equal Emplyment Opportunity Commission (EEOC) got involved to make sure that sexual harassment to be a form of gender discrimination. They recommend that Human Resources staff should get involved immediately to resolve the problems but many times the person has already contacted an lawer and then claim legal remedies.
The believe that educating the workforce on proper conduct should help with the elimation of sexual harassment. But even though companies have guidelines, policies and training, sexual harassment will still happen even in the best of companies.
Antecol, H., & Cobb-Clark, D. (2003). Does Sexual Harassment Training change Attitudes? A View from the Federal Level. Social Science Quarterly, 826-842.
This article is about employment related sexual harassments that have been increasingly dramatically and has been an important ec...
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... the work place in a better environment. Companies paid approximately $50 million to people who filed chargers, and that does not include any monies that a company paid out of litigation. So adequate training on harassment might benefit some companies. In 1999, 97% of companies had written anti-harassment policies and only 62% of companies had prevention training.
California joined several other states to have sexual harassment prevention legislation. Some other states are Connecticut, Maine, New Jersey, Massachusetts, Rhode Island, and Vermont. By having a requirement for training it provides companies with something to help with courts and judges my help the companies if they have made effort to prevent and correct harassment with proper documented training. Companies should expect more states to have required training to protect workplaces in the future.
In Chapter 11 of William Shaw’s The Organization and the People in It goes over issue of sexual harassment in the workplace and its effects. Sexual harassment is defined as the “unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature”, most reports of sexual harassment are from women accusing men however men accusing women is becoming more prevalent in todays society (Shaw, p.444). Sexual harassment is a moral issues because a person becomes a victim by means of verbal comments, gestures, or physical contact of a sexual nature and not being able to refuse them without fear that something worse will happen.
For instance, a representative's unmistakable occupation conditions are influenced when a sexually antagonistic workplace results in her helpful release. Additionally, a boss who makes sexual advances toward a subordinate representative may convey a certain threat to unfavorably influence her employment status in the event that she doesn't go along. Hostile environment badgering may procure qualities of "quid pro quo" harassment if the culpable boss misuses his power over job choices to compel the casualty to persevere or take part in the sexual behavior. Sexual harassment may finish in a retaliatory release if a victim tells the harasser or her employer she will no more submit to the badgering, and is then terminated in striking back for this challenge. “To guarantee a work environment free from inappropriate behavior, associations can take after some essential steps. Initially, the association can build up a strategy proclamation making it clear that sexual harassment won't go on without serious consequences in the working environment. Second, all employees, new and old, can be prepared to distinguish improper working environment conduct. What's more, the association can add to a component for reporting sexual harassment in a manner that urges individuals to stand up. Finally, administration can get ready to act quickly to teach the individuals who take part in sexual harassment, and also to secure the victims of inappropriate behavior (Noe,
Sexual harassment is a serious issue in the workplace, especially one that is still a predominantly male workforce like the police force. The legal definition of sexual harassment is “verbal or physical conduct of a sexual nature that unreasonably interferes with the employee’s work or cerates an intimidating, hostile or offensive working environment” (Sbraga, O’donohue). There is also a psychological definition of sexual harassment, which is defined as “an unwanted sex related behaviour at work that is appraised by the recipient as offensive, exceeding her resources, or threatening her will-being”(Sbraga & O’donohue). These definitions have been defined since the 1990s, yet in male predominant environments it continues to go on as if they were never told about them.
In “A distressing summer of workplace sexism reminds us how far we have to go” by Susanna Schrobsdorff, the author states, “according to a Pew Research survey released in August, most American men—56%— think sexism is over and done with. More than half believe that “the obstacles that once made it harder or women than men to get ahead are now largely gone. Of course, most women—63%—disagree” (Schrobsdorff 55). The misbelief that sexism still does not exist allows for the culture in which women continue to only be seen as sexual objects and not competent workers. Ehrenreich describes that, “[you should] watch out for Lon, who has a habit of following his female coworkers into service closets” (Ehrenreich 64). Ehrenreich is warned about a potential harassing employee and that it may happen to you, but most importantly, the behavior is normalized instead of trying to stop it. In “Not Just Fox” by Katha Pollitt, she explains that there is a misconception when it comes to being harassed and it is that, “being harassed is not a matter of weakness; it’s about the enormous power differential between worker and boss” (Pollitt 6). This is further supported by “ a 2015 Cosmopolitan survey, 71% of women said they did not file complaints about sexual harassment, likely because they feared appearing difficult or ‘too sensitive.’And they worry about retaliation and job security” (Schrobsdorff 55). Sometimes the person that is doing the harassing is the supervisor or the manager, when this occurs the victim is left with little options that will not disrupt the workplace. She also runs the possibility of being fired solely to avoid a sexual harassment complaint that she may file against him. Ehrenreich states that, “as a dietary aide, as I understand the job, is dependent on a cook as a waitress is[;] He or she
Sexual harassment can cause tension on the job and also create an unpleasant work environment.
According to Webster’s online dictionary, it is believed that the phrase “sexual harassment” was coined at Cornell University in 1974 ("Sexual harassment," 2011). The phrase wasn’t, however, really used in common language until the testimony of Anita Hill against Clarence Thomas in 1991. Sexual harassment can take many different shapes and forms. According to a Fox News article, the sexual harassment claims made by men have increased twofold in the last twenty years ("Sexual harassment claims," 2010). Because sexual harassment is illegal both on a federal and state level in many states, there are steps that an individual and employer should take to prevent sexual harassment.
incidences. Since this topic is so sensitive, it is best to carefully raise the subject without signaling certain people out and letting employees know that they are welcomed to discuss this topic without fear. It is important to express strong disapproval of these actions and developing appropriate sanctions. (lightly, pg 25)These actions help make it clear for employees to know that sexual harassment won't be tolerated but it also let them trust their company if such incident does occur. If a work environment contains sexual harassment of any kind, it creates low morale in employees and usually leads to low productivity.
Sexual harassment can be classified as demeaning and repulsive behavior towards someone of the opposite or same sex. In this case study, Ms. Browne Sanders did have a basis for a sexual harassment suit. She worked for an organization as top management with no documented reports that she was unfit to do her job until she made a complaint about someone that the company valued more to the organization than herself. Ms. Sanders reported
It is estimated that nine out of ten women will be victims of sexual advances at work. The courts are making it easier to hold a company liable for any sexual harassment behavior that occurs within the workplace. The employer does not even need to know that the sexual harassment is taking place for an employee to file a suit and win. It is almost impossible to find a ?solution? or ?magic key? that will end the problem. There is no guarantee that anything will prevent sexual harassment from happening. There are only suggestions that might help in depleting the problem.
Sexual harassment is so ordinary in the workforce that frequently we fail to even recognize harassing behavior as immoral. This is because so many of us--women and men alike--have become desensitized to offensive behaviors. Sexual harassment in any form is unacceptable behavior and should not be tolerated by anyone. It undermines our ability to study, to work, and to feel like effective, empowered people in the world.
Twenty-first century America faces many problems, and sexual harassment has clearly become a pervasive one. Sexual harassment is about a lack of respect that makes an individual feel violated, whether it is about their gender or the inappropriate manner in which they may be treated. Specifically, the workplace has become a very common place for sexual harassment to take place, and while inhibiting the work quality of employees; it is degrading to any victim of the illegal practice. Female journalists in particular have recently emerged as one group of employees that is frequently targeted by sexual harassment, and studies show that this is most definitely a growing problem.
THESIS STATEMENT: In today’s society 40 percent of the nation’s 55 million working women have experienced sexual harassment in the workplace.
Clark, C. S. (1991, August 9). Sexual harassment. CQ Researcher, 1, 537-560. Retrieved from http://library.cqpress.com/cqresearcher
Sexual harassment in the workplace is a huge problem in recent history. It can happen to anyone and it can happen everywhere. It can affect all types of races, gender and age. Statistics today shows that more and more sexual harassment has become an issue due to the large number of cases presented. Mainstream media becomes consume covering sexual harassment because of the high profile cases. Sexual harassment becomes a topic on various TV shows, and on some major morning radio talk shows mostly everyday. Sexual harassment laws must be strengthened in order to fix what has become a serious problem today in the workplace.
In addition to legal measures, many governments, employers’ and workers’ organizations, and other bodies are using a range of techniques to prevent sexual harassment and help its victims. Governments, for example, issue guidance on how to design anti-sexual harassment measures and to offer counselling to workers who have been targeted. Workers’ and employers’ organizations are producing model policies and collective agreement clauses, issuing guidance on complying with laws, conducting research and providing training. At the workplace, growing numbers of employers are introducing sexual harassment policies and complaints procedures. Moreover, there appears to be an emerging consensus around what workplace policies should contain and the steps to be taken to implement them, which can be used by those employers who have yet to take action.