Introduction:
Sexual harassment is an unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment do not have to be of a sexual nature, however, can include offensive remarks about a persons sex. A victim of sexual harassment can be a man, woman or even a child. The victim can be of the same sex as the harasser. The harasser can be a supervisor, co-worker, other Department employee, or a non-employee who has a business relationship with the Department. The percentage of women being harassed is 85% while guys are 15%. These sexual harassment actions may include sexual pranks, or repeated sexual teasing, jokes, or suggestion, in person or through e-mail. Verbal abuse of any sexual
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“These shared values have a strong influence on the people in the organization and dictate how they dress, act, and complete their jobs. A company’s culture is its basic personality, the essence of how its people work and interact. Culture is the self-sustaining pattern of behavior, which determines how things are achieved. (How to Improve the Emerging Culture of Sexual Harassment, 2017)”. In the case of sexual harassment, corporate culture is to be blamed, due to the fact that most sexual harassment case happens in the work force. Sexual harassment surrounded in corporate cultures as a significant cultural function. Workplace culture is composed of instinctive, repetitive habits and emotional responses, which cannot be replicated. They are also constantly evolving and self-renewing because what people think, feel, and believe is reflected and shaped by the way they conduct their business. “Formal efforts to change a culture rarely manage to get to the heart of what motivates people. It also is extremely difficult to completely root out the evil, including sexual harassment. You can try to put new messages and values on the walls or in emails but employees will carry on with habits that are familiar and comfortable. However, since it is not possible to replace it, it is possible to work realigning some of the more useful mechanisms. The …show more content…
Speaking technically, the interplay of power, rank, and privilege alter the brain’s responses to power, leading us to interpret the world very differently. Being in a position of power reduces our ability to understand others’ experience as well as have empathy for others, especially when they are different than us. “People in power receive much more positive mirroring than others so it’s difficult to discern where we’re “landing” with people. For example, a junior colleague may disagree vehemently with a boss, but all verbal and non-verbal communication makes the boss believe she/he is in agreement. People in power also have a harder time discerning the difference between intent and impact (Leader to Leader: Talking About Power and Harassment)”. It’s not only lonely at the top, but it’s very quiet; employees are far more likely to tell their bosses what they think they want to hear, rather than what is true for them. People in high-ranking roles are less socially inhibited. Harassment is operationally defined as behavior that makes the victim feel uncomfortable or threatened, regardless of the intent of the offender. And so, it is critical that I and other leaders put steps in place to assure that those in power don’t cause harm. As challenging as it might be, we can and
Additionally, sexual harassment is not always from a man to a woman. While society portrays men as the abusers, there have been instances of women sexually harassing men. Moreover, it is hard to define creepy behavior. The term quid pro quo sexual harassment is a favor exchanged for sexual favors. To be defined as a creeper a woman may doubt his motives, his character, and how he perceives her.
Power is the source of all evil in the world which makes it more dangerous than everything else. Particularly, all of the most horrendous people in history all wanted this one thing called power. Power changes people by corrupting them, making them greedy, and bring out the darkness in people. Corruption only helps a society by trying to gain more power for that one ruler in the region.
I’ve always wondered why people with a little or a lot of power tend to treat you unjustly. I’ve experienced many times when people with power treated me poorly. There were times in school with teachers, in school with principles and even out in public places. When I experienced these moments they made me feel like there were something wrong with me or I was different. Also, it made me feel like I was different from others… but not in a good way.
Harassment and abuse are considered breaches of human rights and occur in all countries. According to Encyclopedia of Psychology, sexual abuse is unwanted sexual activity with perpetrators using force, making threats or taking advantage of victims who are not able to give consent. Most of victims and perpetrators know each other. In sport, women athletes are more frequent victims of harassment and abuse than men athletes. Many women athletes drop out of sport rather than continue being subjected to the constant harassment and abuse.
This trouble is rooted in a legacy we all inherited, and while we’re here, it belongs to us (Johnson p.12). People rarely talk about power and privilege because talking openly about it isn’t easy. This keeps us from looking at what’s going on and what makes it impossible to do anything about it. People are naturally afraid of what they do not know.
When power is given to a person, it can change them negatively by creating an selfish and ungrateful ego. Many people who obtain authority and dominance become pompous and their superiority begins to feed their self-esteem. The lesson of power changing people is proven throughout history and is displayed in many novels and movies where the majority of citizens see power as money, and money as success. Having the mindset that being powerful leads to success causes them to under appreciate their lives and not see the goals they’ve accomplished as successes.
In the article ‘The Complexity of Identity - Who am I?’ , the author Beverly Tatum argues that the definition of identity for a person is laid down by the societal norms and not by one’s own conscious understanding of her or his existence. And these societal norms are the ones that are acceptable to the dominant group of the society. Any aspect of one’s identity that sets her or him apart from others is targeted by the dominants. Tatum has used the terms ‘dominants’ and ‘subordinates’.
The Importance of a Company’s Culture The culture of a company is one of the most important and sometimes overlooked factors in an organization. The culture can increase employee engagement and increase productivity which will allow a company to reach its goals, “From productivity and engagement in the organization’s day-to-day, to an employer brand that naturally fuels recruiting efforts, to creating a lasting brand that customers immediately recognize, there’s no escaping it – culture radiates outward into the marketplace” (Straz 2015). The culture can have a great impact on the employees. Employees thrive in a positive working environment and the ability to engage with their managers without fear of retaliation.
Notably statistical reporting data for sexual harassment is seemingly rising according to new data. The Army has policies and procedures in place for reporting sexual harassment. In addition,
INTRODUCTION. Sexism towards women in the workplace also known as occupational sexism is one of the oldest form of discrimination against women. Despite increasing campaigns on gender equality and feminist movements worldwide, working women continue to fight for equality especially in white-collar setings. Though there has been profound progress through the years, working women continue to face more challenges as compared to men both in the western as well as developing countries. Studies now show that the Equal Pay Act passed in the United States in 1963 to abolish gender based salary differences is not being enforced as women continue to earn less than their male counterparts in the same field (Campos,2015).
It has also been approved that powerful people are less calm, and focus on results instead of seeing small details. Besides, a powerful person sees himself/herself always right and assumes that they have the authority to change or break the rules. People in power gradually focus on their egocentric desires rather than taking others’ considerations into
Harassment can include, for example, offensive comments about a person 's religious beliefs or practices. Harassment is so recurrent, severe that it creates a hostile and offensive work environment. It results in a negative employment decision such as the victim being fired, denied or demoted. The harasser can be the victim 's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer. Employer has to accommodate an employee 's religious beliefs or practices based on the law; Title VII of Civil Rights Act.
Harassment can include sexual harassment or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature” (Lockwood, 2017). Employers are required and responsible to take action when complaints are being filed and take reasonable care to prevent sexual harassment. Failure to do so can carry significant financial implications if the court rules that sexual harassment occurred. Any financial settlement to the plaintiff, the employer may be required to pay the court fees that typically cost more than the settlement it self.
We live and work in a diverse world, consists of people with divergent backgrounds with different needs and preferences. This multicultural world brings out the potential on improvement and efficient, but also comes with that are the challenges. Workforce diversity acknowledges the reality that people differ in many ways, visible or invisible, mainly age, gender, marital status, social status, disability, sexual orientation, religion, personality, ethnicity and culture (Kossek, Lobel & Brown, 2005). The culture of an organisation plays a big role in the performance and sustainability of an organisation, and it is also important to the well-being of its employees.
The responsibility to develop and promote a healthy and safe environment for all workers has to be taken, because existing laws and policies are either ineffective or the general public lacks awareness related to their legal rights. LITERATURE REVIEW Workplace bullying and harassment