The Pros And Cons Of Quid Pro Quo Harassment

Our rapidly changing technological society has dramatically transformed the workplace, as regulations, procedures, rules, and policies strictly control organizations today. Managers and supervisors are a fundamental part of the human resource team that oversees and guarantee human resource policies and decisions are being adhered to on a day-to-day basis, to not only safeguard the company, but also ensure the employee’s rights. In addition, Human Resource Management attends to employees “labor relations, health and safety, and fairness concerns” (Dessler, 2015, p. 4). Consequently, progression to control employees without discrimination has increased, as well as the number of new complex state and federal laws, both affecting legal issues

According to McDonald, Jr., and Noble, Jr. (2011), quid pro quo harassment involves sexual advances to obtain a job or for advancement within the organization, whereas a hostile work environment occurs when unsolicited sexual remarks or conduct hinders an employee’s ability to perform their job effectively (p. 297). The Equal Employment Opportunity Commission stated, “Harassment is illegal and can take the form of slurs, offensive or derogatory comments, jokes, insults, name-calling, ridicule, threats, offensive pictures, intimidation, and physical assault, leading to a hostile work environment.” A critical problem for human resource management is the increasing cyber harassment and cyber-bullying from the improper use of the company’s electronic devices, which is punishable by law on the state level in the United States. Additionally romantic issues and same sex harassment are another concern in the work environment, which can trigger potential liability for companies. Although managers and human resource management are legally obligated to protect employees against sexual harassment, many fail to develop fair policies or any policy whatsoever regarding consensual relationships within the organization, which results in serious legal consequences. On the other hand, some develop policies, which are too restricted infringing on employee rights and privacy. Proactive human resource management policies can prevent litigation, creating a social equitable work environment and culture, where personnel feel safe to perform their work