However, a victim of harassment need not always confront his/her harasser directly, so long as his/her conduct demonstrates that the harasser’s behavior is unwelcome. The victim sho... ... middle of paper ... ... the employer be liable if they do or do not encourage or discourage workers from starting relationships that may go bad and cause problems on the job later. These are complicated issues and there are no cut and dry answers. Relationships develop in work areas all the time and always will. On a personal level, before you become involved with someone at work, there are consequences that should be considered.
It is normal for employees to expect favors from their bosses, and more so when they are friends with their bosses. Your judgment might be overshadowed by this unhealthy boss-worker friendship when it comes to rating performance and granting promotions. It can be very difficult not to become close with those who work with you for a long time. But as a boss, you know better than to cross the line if you want your business to succeed. It is never healthy for your business to be friends with
For example if the victim is up for some kind of promotion but the victim doesn’t take it because of the work envoirment. Situations like this can cause a person to become stressful. So it is always best to report the incident when it happens. You can report the incident with a manager, boss, or work superior. Sexual harassment is punishable by law.
It can also cause loss of reputation and valuable shareholders. Under Title VII, it is illegal to discriminate against a man or a woman because of refusal of sexual advances, or creating a hostile environment due to sexual advances. Quid Pro Quo involves retaliating to the refusal of sexual advisement from someone by denying them of job specific rights such as a promotion or a raise. Hostile environment harassment is when sexual abuse is frequent, physically threatening and it interferes with an employee’s work performance. Furthermore, according to the Faragher and Ellerth standard, if an employee is harassed by a supervisor and it leads to a tangible outcome, the employer is strictly liable.
Duty ethics states that an employee should be fired if and only if they will cause the company to renege on their commitments. In this case, employers need not be any harder on engineers, as all job types contribute to the company’s ability to provide for a client. Virtue ethics relies on the employer’s sense of justice, resulting in essentially the same answer as utilitarianism; employers should be harsher on engineers because their mistakes can cause more
Many might suggest that favoritism is not a threating hazard in the work environment. However, if favoritism is allowed other actions will develop, like a chain of reactions such as; Accusations, Tension and eventually Division of Employees as suggested by an article called “What are the dangers of fraternization in the workplace?” by Shelly Frost from Small Business Chron (2016). Once again this is where having a No-Fraternization Policy intact would become very valuable. Supervisors or Managers in romantic relationships with a subordinate, may give special treatment, whether it’s intentional or not. The subordinate might be allowed to get away with more due to the fact that they are in relations with the supervisor.
There are laws that were put in place to protect employees in the workplace against sexual harassment. Sexual harassment is not right for anyone to go through, but employers have the responsibility to make sure that every employee knows that it will not go overlooked, but punished harshly. The company can lose current and possibly future employees because of the backlash and hostile environment that was created, and employees may feel uncomfortable due to legal action that may be taken by the victim or victims (Woodard, 2010, p.1). Employees should always feel that when they are at work they are in a safe environment and will not be harassed in any way. This is not an easy task for companies, since it takes a lot of courage for the victim or
This would partially remove the negative impact on the team while preserving the other employee’s eligibility for company pension. However, this would be showing preferential treatment to one employee over another which should be avoided. Nora needs to ... ... middle of paper ... ...orrective action, there should always be a dialogue with them to ensure their concerns and ideas for improvement are being considered. This can be accomplished by implementing an employee performance improvement plan. After starting the process, it is critical to follow up regularly on their progress.
This will place perceived restriction on the well performing employee and their work either and drive will decrease and cause the organization to fell the effect sooner rather than later. This should not be confused with idea of an employee feeling they have the freedom to do as they like. Autonomy must be controlled to be successful as this will cause the issues if one or a group start going in the opposite direction of the company’s goals that were set. “Restrictions to employees’ autonomy have a strong impact on the employees’ motivational state, beliefs, and behaviors. Therefore, formal controls that restrict employees’ autonomy are likely to be particularly effective at encouraging desired behaviors from employees, but may have a cost in doing so” (Christ, 2012).
As discovered in ‘Voicing their complaints? The silence of students working in retail and hospitality and sexual harassment from customers’, many participants feel threatened and insecure that it reduces their productivity and job satisfaction drastically. In approaching the causal sequence of sexual harassment, Poulston (2008) demonstrates the possible causes in a broader context. Instead of interpreting the reasons of silence and informal voice only base on participants’ view, Poulston (2008) also looks at social context, nature of the employment and attitude of the employee at workplace. Some of the jobs requires a lot of close interactions with customer where both customers and employees would conceive it as flirting is part of it.