Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Sexual harassment in human resource management
Case study of sexual harassment in the workplace
Feminist theory on.sexual harrassment
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Sexual harassment in human resource management
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.
Shaw describes two types of sexual harassment, “quid pro quo” and “hostile work environment” in both cases the victim can be a man or a woman and in both cases sexual harassment is illegal.
The “quid pro quo” harassment culprit is a boss or supervisor that gives certain employees below them benefits if they enter into a sexual relationship, or grant sexual favors to the boss/supervisor (Shaw, p.444). This form of sexual harassment is hard to argue, the suppressor is clearly taking advantage of the subordinate, because the subordinate is at risk for losing their job if they don’t participate.
The second type of
…show more content…
According to the article, the professor was punished because “officials declared that he had violated "the spirit of" a university rule barring romantic relationships between instructors and their students”(Schmidt). At the time of the relationship, which was voluntary, the student was no longer in the class so she was not his student so the reason for which the professor is punished is invalid. Also, this case does not meet the criteria for sexual harassment because it was a voluntary relationship and neither pressed any
Gender discrimination differs from sexual harassment. Gender discrimination “occurs when individuals of one gender are favored in employment decisions over the other gender” (Moran, 2014, p. 243). This can happen to both men and women. Gender harassment is non-sexual in nature, but rather is making offensive remarks about a person’s gender frequently enough to create a hostile work environment. Gender harassment can happen with people of the opposite sex and persons of the same sex (U.S. Equal Employment Opportunity Commission [U.S. EEOC], n.d.).
“Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conducts of a sexual nature constitute (are) sexual harassment when: (1) submission to (agree to) . . . or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individuals, or (2) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile (threatening), or offensive working environment” (ENotes.com...
"Sexual harassment is a type of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Unwelcome sexual advances, demands for sexual favors and other verbal or physical behavior of a sexual nature is inappropriate behavior when the behavior unequivocally or verifiably influences an individual’s employment, unreasonably interferes with an individual’s work performance or creates a scary, antagonistic or hostile workplace (Noe, 2011).” " Sexual harassment can be the point at which somebody feels uncomfortable or irritated in a sexual manner, for instance, this could be as a remark, joke, look, or motion. There are two noteworthy sorts of sexual harassment: Quid pro quo which is the point at which a man is punished for dismissing
In an article by Lisa Mooney about tension in the workplace, Mooney explains that there are many signs of sexual harassment in a place of business such as, the language men use towards their female co-workers, by referring to them as “ladies, babes or gals”, refers to there being a gender bias in the environment. Also if a man makes lots of physical contact with a co-worker of the opposite sex, there is an underlying assumption that he wants to have sexual contact with that person. All of these things and more make for tension for everyone around and also start cases of sexual harassment. Another form of tension is the power struggle between a female with a higher position than another male co-worker. If that woman is a no nonsense type of boss, then she is labeled as an evil boss rather than her just doing her job. These are some of the reasons it’s hard for a women to have and keep a job in the corporate world and why women everyday are fighting for better rights not only in the everyday real world but also just in the
The two types of sexual harassment recognized today are known as "quid pro quo" and "hostile environment". According to the EEOC guidelines, quid pro quo exists when "submission to or rejection of (unwelcome sexual) conduct by an individual is used as the basis for employment decisions affecting such individual". Hostile environment exists when unwelcome sexual conduct greatly disturbs an individual and interferes with the individual's job performance. Hostile environment also creates an intimidating workplace for all employees. (EEOC Compliance Manual)
3. Provide the legal definition of "quid pro quo" (also known as "vicarious liability") sexual harassment. Provide one example of a behavior which could be found to be quid pro quo sexual harassment.
Roberts, Barry S. and Richard A. Mann. ?Sexual Harassment in the Workplace: A Primer.? n.pag. On-line. Internet. 5 Dec 2000. Available WWW:
The sexual harassment clause is covered under this sex factor. There are two types of sexual advances. One, when the employer asks the employee to return sexual favors in condition to the employment. These favors could be verbal, non-verbal or physical. They could be of explicit or implicit in nature. This type of sexual harassment is called Quid Pro Quo sexual harassment under the law (EEOC, n.d.). The second type of sexual harassment is creating a non-friendly and non-working environment for the employee i.e. creating a hostile environment for work. In
Sexual Harassment is a prohibited conduct of inappropriate behavior in which an individual makes unwelcome sexual favors, requests, or any other form of verbal or physical acts in a sexual nature in which it creates a hostile environment to work in. any form of harassment that hinders or interferes with an employee’s work should be taken seriously and will not be tolerated.
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.
And the second form of sexual harassment is quid pro quo harassment (Gomez & Balkin, 2012). This form of sexual harassment involves seeking or giving out sexual favors to gain rewards, for example, to get a promotion or get an increase in salary. Effects of Sexual Harassment It's been established that sexual harassment is a serious issue, it also causes serious effects in the workplace or even outside of work.
Harassment can include offensive remarks about a person’s sex and therefore does not have to be of a sexual nature. For example, it is against the law to make comments about a person's sex or gender in general. The harasser and the victim can be either a woman or a man, and the victim and harasser can be the same sex. Although the law doesn’t protect someone against teasing or offensive comments that aren't serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment for others. A harasser could be anyone like another co-worker, the victim's supervisor, or someone who is not an employee of the employer like a customer.
KANE-URRABAZO, C. (2007). Sexual harassment in the workplace: it is your problem. Journal Of Nursing Management, 15(6), 608-613. doi:10.1111/j.1365-2834.2007.00725.x
Sexual harassment can happen in the form of belittling remarks regarding specific gender.... ... middle of paper ... ... To conclude, sexual harassment is a tremendously huge issue that should be taken seriously.
In today’s workplace, sexual harassment is a growing problem. The legal definition of sexual harassment is any unwelcome sexual advance or conduct on the job that creates an intimidating, hostile or offensive working environment. Another definition is the making of unwanted and offensive sexual advances or of sexually offensive remarks or acts, especially by one in a superior or supervisory position. Women and men of all ages, backgrounds, races and experience are harassed on the job. Sexual harassment encountered in workplaces is a hazard across the world that reduces the quality of working life, jeopardizes the well-being of women and men, undermines gender equality and imposes costs on firms and organizations.