The Role of Human Resource Management (HRM) Related to Sexual Harassment in the Hospitality Industry Table of Contents Introduction 1 The Role of Human Resource Management (HRM) related to Sexual Harassment in Hospitality Industry 2 The Important Efforts of Human Resource Management (HRM) to Overcome Sexual Harassment in Hospitality Industry 4 Conclusion 6 References 7 Introduction “In May 2011 former IMF chief Dominique Strauss-Kahn was arrested for sexual assault employees in the hotel Sofitel New York” (ehotelier.com, 2013). The quote above shows an interesting case to study related to sexual harassment in the hospitality industry. A sexual harassment case was begun when Strauss-Kahn was a managing director of the International Monetary Fund (IMF) would have been arrested caused by presumptive that he raped a 32-year old hotel employee at the Sofitel Hotel in New York. According to the hotel employee, the event began when Strauss-Kahn emerged from the bathroom and suddenly did sexual assault in the room at the Sofitel hotel in New York's Times Square. Then Strauss-Kahn left the hotel after the sexual harassment. But a few hours later, police arrested Strauss-Kahn on the Air France flight, 10 minutes before the plane was to fly to Paris. New York’s court prosecutor demanded Strauss-Kahn with three counts: two charges of first-degree sex offenses, one count of first-degree attempted raped and first-degree sexual abuse. In the end, the case of sexual harassment made by Strauss-Kahn ended by agreeing the payment of money to hotel employee at the Sofitel New York Hotel with secret in number. This case is certainly a challenge that must be faced by the company due to such events either directly or indire... ... middle of paper ... ...com News Archives. [ONLINE] Available at: http://ehotelier.com/hospitality-news/item.php?id=P20921_0_11_0_C. [Accessed 09 March 2013]. Sofitel Maid in Strauss-Kahn Scandal | ehotelier.com News Archives. 2013. Sofitel Maid in Strauss-Kahn Scandal | ehotelier.com News Archives. [ONLINE] Available at: http://ehotelier.com/hospitality-news/item.php?id=P20921_0_11_0_C. [Accessed 09 March 2013]. Sabitha, M., (2008), “Sexual Harassment Awareness Training at Workplace: Can it effect Administrators' Perception?” JOAAG, Vol. 3(2): 1-16. Willness, C.R., Steel, P. and Lee, K. (2007), “A meta-analysis of the antecedents and consequences of workplace sexual harassment”, Personnel Psychology, Vol. 60, pp. 127-62. Worsfold, P., & McCann, C., (2000), “Supervised Experience and Sexual Harassment,”International Journal of Contemporary Hospitality, Vol. 12(4): 249-255.
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.
Plaintiff Debra Denise Gregg filed a sexual harassment suit for violations of Title VII, and the District of Columbia Human Rights Act against Hay-Adams Hotel. She sought $1,000,000 in compensatory damages and $1,000,000 for damages resulting from emotional distress and $1,000,000 in punitive damages. Plaintiff Anthony Gregg brought the claim for damages resulting from loss of companionship and consortium in the amount of $1,000,000. The judges dismissed the case on the grounds that the plaintiff’s accounts lacked consortium and that the facts did not support her claims for emotional distress and punitive damage.
Petrocelli, William, and Barbara Kate Repa. Sexual Harassment on the job. Berkeley: Nolo Press, 1994
For instance, a representative's unmistakable occupation conditions are influenced when a sexually antagonistic workplace results in her helpful release. Additionally, a boss who makes sexual advances toward a subordinate representative may convey a certain threat to unfavorably influence her employment status in the event that she doesn't go along. Hostile environment badgering may procure qualities of "quid pro quo" harassment if the culpable boss misuses his power over job choices to compel the casualty to persevere or take part in the sexual behavior. Sexual harassment may finish in a retaliatory release if a victim tells the harasser or her employer she will no more submit to the badgering, and is then terminated in striking back for this challenge. “To guarantee a work environment free from inappropriate behavior, associations can take after some essential steps. Initially, the association can build up a strategy proclamation making it clear that sexual harassment won't go on without serious consequences in the working environment. Second, all employees, new and old, can be prepared to distinguish improper working environment conduct. What's more, the association can add to a component for reporting sexual harassment in a manner that urges individuals to stand up. Finally, administration can get ready to act quickly to teach the individuals who take part in sexual harassment, and also to secure the victims of inappropriate behavior (Noe,
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 EEOC has also stated that a victim of sexual harassment need not say anything to any supervisor. Co-workers and supervisors are liable if any one kn...
Roberts, Barry S. and Richard A. Mann. ?Sexual Harassment in the Workplace: A Primer.? n.pag. On-line. Internet. 5 Dec 2000. Available WWW:
Acts of sexual harassment against another individual have sadly become a common incidence in the workplace. It can be either physical or verbal. In 2008 the Association of Women for Action and Research conducted a survey addressing the issue of sexual harassment in the workplace. The study, which included 500 respondents and 92 companies, showed that 79% of the victims are women and 21% were men; 54% had experienced some form of workplace sexual harassment, 27% experienced harassment by their colleague, while, 17% were harassed by their superior. 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.).
It is stated in an online article titled, “Preventing Sexual Harassment in the Workplace” that, “As an employer, you have a responsibility to maintain a workplace that is free of sexual harassment. This is your legal obligation, but it also makes good business sense. If you allow sexual harassment to flourish in your workplace, you will pay a high price in poor employee morale low productivity, and lawsuits.” (Barreiro, 2016). It is Lael’s obligation to have the best interest of her employees in mind. If she is being exposed to this unethical behavior that is taking place between an superior and an employee and she keeps quiet and refrains from stepping in to address the issue, then she is at fault just as much as Nikhil. By Lael stepping in and getting involved in the reporting would not only show loyalty to her peers, but loyalty to the organization that she holds a high regard
The main purpose of this memo is to introduce the company’s sexual harassment policy. This memo will define sexual harassment,
According to a recent study, the causes of sexual harassment in the workforce can be exceedingly difficult due to the fact that employee’s are dependent on each other for team work and support, and are reliant on their supervisor’s approval for time off and career advancement. Supervisors and employers take advantage of their supremacy they have over their employees. Such closeness and intensity can distort the professional boundaries which lead people to cross over the line. The report also reported that Politics can be a catalyst, and problems caused by poor management, workplace bullying, frustration, and job/financial insecurity which creates a hostile environments. Furthermore, personal problems can also play a factor, and sexual harassment can be a symptom of the effects of life traumas, such as divorce, or death of a spouse or child (Sexual Harassment in the Workplace).
Clark, C. S. (1991, August 9). Sexual harassment. CQ Researcher, 1, 537-560. Retrieved from http://library.cqpress.com/cqresearcher
Sexual harassment in the workplace has been a huge problem in recent history. It can happen to anyone, and it can happen everywhere. It can affect all types of races, genders and ages. Statistics today show that more and more sexual harassment has become an issue due to the large number of cases presented. Mainstream media becomes consumed covering sexual harassment because of the high-profile cases.
Sexual Harassment is a growing problem in today's workplace. The signs and causes of harassment are not always easy to detect. There are a growing number of cases through statistics and actual cases that’s been headlined in news rep...
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.