Sexual harassment in the workplace may always be a problem but by working together with those who work around you, we can lower the chances of it happening in your particular workplace. Works Cited Sexual Harassment - Prevention of Sexual Harassment. (n.d.). Retrieved March 26, 2014, from http://www1.umn.edu/humanrts/svaw/harassment/explore/5prevention.htm Sexual Harassment. (n.d.).
Sexual harassment arises from unsolicited physical, verbal, and non-verbal behavior of a sexual nature hindering one’s work performance or generating an a... ... middle of paper ... ...nation requires vigilance of both time and personnel to provide awareness, training and zero tolerance policies for effectively eliminating workplace harassment. Take a stand now to help provide a harassment free workplace environment. Works Cited Facts About Sexual Harassment. (2002, June 27). Retrieved November 11, 2011, from U.S.
Harassment has plagued the world for centuries. Why should the workplace be any different? Sexual harassment and workplace violence are not only of historical roots, but contemporary issues are still present in the workforce today. Managers are addressing and combating modern sexual harassment and workplace violence, however instances still occur (Robbins, Decenzo & Coulter, 2011). “Sexual harassment is defined as any unwanted action or activity of a sexual nature that explicitly or implicitly affects an individual’s employment, performance, or work environment” (Robbins, Decenzo & Coulter, 2011).
If you don't play their way, you're out.” (“Sexual Harassment” 1) Unfortunately, this feeling is widespread among female journalists today. Based on the studies shown, women quoted, and data collected, women in journalism are clearly targets of sexual harassment in to workplace. While some news organizations are taking steps toward preventing a hostile environment for female employees, some have done little to change the attitude among male and female co-workers in the workplace. In conclusion, sexual harassment for women in journalism must be put to an end, so that these individuals can perform sufficiently in a job that they enjoy, without feeling threatened or intimidated due to abuse by co-workers and employers.
Any individual, who is connected to the employee's work environment, can be accused of sexual harassment. There are many different types of sexual harassment examples. These examples include: • Inappropriate jokes or gestures •Asking coworkers for dates or un... ... middle of paper ... ...e is a complaint made, there should be no retaliation against the employee for filing a complaint. The employer must, treat the employee who filed the complaint no differently than other employees are treated. It is very important that your company knows how to handle any complaints made by employees and that your employees know what to expect if they make a complaint.
Investigating workplace harassment and discrimination. Employee Relations Law Journal, 29(4), 55-66. Zugelder, M. T., Champagne, P. J., & Maurer, S. D. (2006, June). An affirmative defense to sexual harassment by managers and supervisors: Analyzing employer liability and protecting employee rights in the united states. Employee Responsibilities and Rights Journal, 18(2), 111-122. http://dx.doi.org/10.1007/s10672-006-9008-9
Employers need to be held accountable and have a plan in place to protect the employees from this type of violence. Unfortunately that is not always the case, in some instances the employer is the one doing the bullying. Workplace bullying carries many definitions in which will be discussed in greater detail further within this paper. To better understand and help prevent workplace bullying one must have a clear understanding of the causes as well as what can be done to both stop and prevent bullying. This paper is intended to provide a broad array of information in order to provoke more interest into this serious issue.
2. What are some actions management can take to help prevent workplace violence? The first line of defense for management that can help prevent workplace violence is in the selection process. To carefully examine the candidate, without overstepping EEOC laws, for having the potential for violent behavior in the workplace. The next step would be to have an employee assistance program in place to help employees that are in need of counseling.
Besides, employee can also ask from the expert (HR department) to know more about their rights. Otherwise, they would be cheated and fooled by the company they work for. Next method is by making a report. Since Kavitha (the Claimant) know that her employer was making violation or victimisation against her, she should make a report. She should make notes if there is violation or victimisation against her and make a report to the respective entity to help her.
The main goal is to try and see how the working population is treated behind closed doors. Maybe, this study can help change the way people are treated for working hard. Change the way it is handled, make it more serious when someone files a complaint against a worker for sexual harassment or bullying. Would you want your kids to be treated in this manner? so lets try and stop it head on.