The study also showed that 12% had received threats of termination if they did no comply with the requests of the sexual harassers ("Statistics | AWARE | Workplace Sexual Harassment", n.d.). Quid pro quo, which means “this or that” in Latin, is used to describe an exchange that is given, often times in terms of goods and/or services. In sexual harassment, this is illustrated as a connection that ... ... middle of paper ... ...rom occurring in their workplace location. The only way that we can stop these types of behaviors from occurring is by becoming knowledgeable about the topic and making sure everyone is also aware of the topic and the preventative measures that are available. 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.
The law currently recognizes two types of sexual harassment in the workplace. Quid pro quo harassment and hostile environment harassment. "Hostile environment" involves making unwanted sexual advances or other verbal or physical contact with the goal of reasonably obstructing an individuals work performance or alternatively effectuating and intimidating, hostile or formidable working environment (Sexual Harassment, 2014). "Quid pro quo" harassment involves harassment from supervisors and occurs when bosses use their authority to coerce employees, either with threats or rewards into having a sexual relationship. Non-supervisors, by the definition, cannot engage in quid pro quo harassment.
The issue of sexual harassment in the workplace not only causes the employed parties involved grief and unwanted attention, but also gives the company a bad reputation. The definition of sexual harassment is the, "unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature.” (Shaney, 1986) While the most common idea of sexual harassment is that a man makes an unwanted advance towards a woman, the fact is that sexual harassment can go both ways. In fact, once a person’s work begins to be effected by the harassment the company ultimately loses out on production because they have not effectively treated the issue. In order to deal with the issue of sexual harassment, companies have implemented training courses on how to recognize, and respond to sexual advancements in the workplace. Normally before a person begins work, they will be subject to many different classes on sexual harassment, and other work related issues like how to work together.
Sexual harassment is a real problem but can also be used by disgruntled employees who wish to retaliate against an employer or fellow employee for a perceived wrong. Therefore, good investigation practices must be put in place. Because of the ambiguous nature of sexual harassment and hostile working environment harassment, employers need to take precautions even if this means tolerating no harassment of any kind to ensure compliance with the law. Works Cited Bohlander, G., & Snell, S. (2010). Managing Human Resources (pp.
Sexual harassment in its most basic form is the unwanted sexual attention from someone in the workplace. The problem with sexual harassment is that it creates a hostile work environment, which slows or stops productivity and workforce cooperation. Other than the productivity, acquiring legal counsel and settlements are very expensive. The three articles examined cover current understandings of sexual harassment research, gender based harassment, and a thorough breakdown of the laws. The APA ethics guidelines are well defined standards that psychologists are expected to follow to avoid the obvious legal and professional issues that follow such violations.
Sexual harassment was defined by The Equal Employment Opportunity Commission (EEOC) as unwelcome advances and requests for sexual behavior or conditional requests such as a person’s employment will continue if they perform these acts. (Gale Group, 2003). This definition left me thinking and believing that unwanted sexual advances and inappropriate behavior existed long before it was termed “sexual harassment” and was recognized by law as an offensive act. When we truly look back at history we can say that the female slaves and domestic servants endured unwanted sexual advances, exploitation and pressure day in and day out. They were belittled by their masters/employers and they were made to perform sexual favors in order to survive .
Sexual harassment cases are very sensitive, because a person can lose a job, marriage, and his or her reputation. A person can lose his or her job due sexual harassment in the work. According to Jane Larson, a judge dismissed a sexual harassment against Godaddy.com Inc. Rachel Pearson reported the incident to her supervisor, but no action was taken.” Also, she alleged, “she was fired after she filed the complaint.” Later, Rachel filed a sexual harassment suit, which was not validated against Godaddy.com. (2010) The Human Resources department plays a major role in sexual harassment cases. Sexual Harassment is very difficult to deal with in Human Resource, when it comes down to he say, and she say.
For instance some of the sign of the sexual harassment can be from small comments on women's breast, unwanted body contact, offensive graphic pictures being sent directly to any individual. Sexual harassment can happen in a form of belittling remarks regarding specific ge... ... middle of paper ... ...nization and to implement zero tolerance concerning this crime. To conclude sexual harassment is a tremendously huge issue that should be taken seriously. The only solution for tackling this situation is to speak up when this situation happen to someone. Encourage the victim of sexual harassment to come forward and report to proper authority as soon as possible.
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.
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).