Sexual Boundary Violations At Work Place - Essay Example

Sexual Boundary Violations At Work Place Introduction: Sexual Boundary violations in workplace is a deep rooted social disease found everywhere. Depending upon the workplace environment, this problem prevails in varying intensities. Power disequilibrium is the co existing factor in sexual boundary violations at workplace. Sex discrimination adds more to it leading to actual sexual harassment of largely the women employees especially young women. Passiveness of women in several occasions is rather misconstrued by men folk as responsiveness to their attempts of sexual advancement. It is purely a problem of male domination that is wrongly assumed as a necessary tool for running the show in any organisation. Inappropriate power overlapping also stands behind sexual boundary violations. Women occupying relatively higher status in workplace are also subjected to such misbehaviour by men of either same status or higher position. Men always go after power either by conferred status or through acquired status. But women generally do not have any obsession over power. The powerful statuses they occupy in organisations are merely out of their work interest and involvement. Even after occupying a greater powerful position they want to retain it by persisting involvement alone. Women never resort to any other crooked methods for retention of power. But in case of men, once they taste the blood of power, they get ever intoxicated to it and want to maintain it at any cost. Especially when they happen to encounter women with real power of ingenuity or skill, they get mentally annoyed, the cause of which is never able to be identified by their fickle psyche. As a result they find sex discrimination as a tool to overpower women. This process of overpowering leads to sexual boundary violation and then subsequently to sexual harassments even. What are Sexual Boundary violations? Workplace rudeness is the pinhole opening for Sexual Boundary violations in many organisations. The rudeness include several aspects of misbehaviour such as sending a nasty and demeaning note, not giving credit where a credit is due, giving dirty looks or other negative eye contact. ( Metts et al, 2009: p.252) Before landing on a clear-cut definition of sexual boundary violation, it becomes necessary to understand sexual boundary crossing. The reason for men – in most circumstances men alone – indulging in sexual boundary violations is because these poor creatures do not conceive sex in its natural rhythm. Their passion for sex is utterly selfish. Sorry, slippery slope becomes inevitable whenever, this topic is dealt with. Instinctively, the urge and hassle in the understanding of sex do force men often to misstep. They do not contain an iota of understanding other’s feelings and emotions especially that of women. sexual boundary crossing is one such misstep. Although men initially use sexual boundary crossing as a tool to gauge the inclination of women towards sex, they themselves fall prey to it. Women normally condone men’s sexual boundary crossing and remit them not because of any frailty but because of a complete understanding that male species are quite vibrating in nature as far as this field of understanding is concerned. But this remission is wilfully and immaturely misconstrued by men as a nod facilitating their attempts to advancement. Douglas Bran-Harvey (2010: p.275) clearly puts forth that boundary crossings occur when ones’ emotional or physical boundary is intruded by other without consent. The immediate emotional reactions to such crossings are generally confusion, doubt and tension. The state of inactivity in this mixed trend of confusion is the Achilles’ heel where perpetrators intrude still forcefully to engage in violations. Gutheil et al (2008: p.236) call this sexual boundary crossing as non-sexual boundary violation fuelled by romantic dynamic potentially leading to sexual involvement. However, these authors are of the view that many sexual boundary violations take place outside the nexus of romantic attraction. The large social and historical context that shaped therapeutic relationships made female patients vulnerable to sexual exploitation by male therapists. The deeply ingrained patterns of dominance and submission with patients and therapists underpin the sociological and feministic theories that attempt to explain sexual boundary violations in therapeutic contexts. The cunningly tactful men set their structural environment viable for their ulterior motive. This usually goes along with situational workplace atmosphere. So it never receives any attention in the direction of forming a snare. Leader bullying is one among such invisible snare. Strategically selected tactics of influence by leaders designed to convey a specific image placing the victims in a submissive powerless position whereby they are more easily influenced and controlled in order to achieve personal and/or organisational objectives. (Keashly et al, 2010: p. 44). Skorek (2009: p. 64) cited Keashly finding behaviours from more powerful individuals impacting the targets/victims by decreasing their ability to respond. These knacks of bullying are made use of by men for satisfying their personal needs especially with women staff to make them comply with their sexual gratifications. So it becomes utmost important to identify the pattern of bullying adopted by men at many times. As such documentation of abuse of power and disempowerment becomes crucial to identifying prevention and intervention efforts regarding workplace bullying. McDonald et al (2010) while examining the outrage management tactics in selected 23 judicial decisions of sexual harassment cases in Australia, found that perpetrators attempted to minimise the outrage by covering up the actions, devaluing the target, reinterpreting the events, using official channels to create an appearance of justice, intimidating or bribing the targets. The researchers also put forth counter tactics such as exposure, validation, reframing, mobilisation of support and resistance in support of women targets. Before or during the course of verbal interaction, many men begin to allure women by way of offering paltry gifts and giveaways. Accepting the gifts as a form of sociological gesture induces men to keep the card up their sleeve. Attempts by men to increase the number of such accepting occasions are the dangerous zone where women are required to be extra cautious. Because, this is the knack in which women are made involuntarily accepting men’s proposition. That is, women’s power of rational thinking is subjected to gradual attrition by this way. I call men as poor creatures because several authors and psychologists have ascribed the sexual boundary violations of men to their early child hood sexual abuse. Health profession is the field where such sexual boundary violations take place in more numbers. Clinician’s risk to engage in sexual boundary violation often stated to have included several factors such as gender socialisation that encourages male sexual assertiveness, a sympathetic view of sexual boundary violations, a psychopathic and narcissistic personality style, unresolved incestuous feelings, a history of failed relationships, and use of inappropriate self-disclosure and so on. More often sexual boundary violations are collocated with the imbalance of power and influence. However, possession of psychodynamic orientation in respect of women professionals is found to keep them farthest away from sexual boundary violations.(Nuttal. L, 2001: p.29). Forrest (2002: p.38) opined that the counsellors’ unresolved identity and sexual pathology, impulse control deficits, low self-esteem and underlying feelings of inadequacy to be the forms of counter transference distortion leading to boundary violations and sexual abuse of clients. Statistics and literature on this topic reveal male therapists are more prone to indulge in sexual boundary violation with female clients while female clients are more prone to develop relationship with male therapists. The age group of male therapists and female clients are crucial in many studies. Jeffrey (2006: p.14) found that 85% to 96% of male therapists fall under the age group of 42-43 when they engage in sexual relationship with female clients of age group 32-33. A still more alarming statistics reveal the duration of exposure to misbehaviour by men as very crucial. Women were found to be exposed to multiple forms of harassments including sexual harassment in their work places in direct proportion to the duration of their exposure to such misbehaviour/harassment. (Keashly et al 2010: p. 50). The more a woman suffers harassment for a longer period the more she loses her confidence of coming out of the situations of harassment. How to avoid: Lustful looking by men is the toughest part of sexual boundary crossing to get rid of. Many men use this technique in a casual way only on the strength that they can manage the situation -- when caught – by refuting or replying that they did not intent to look at women in an indecent mode. Women need to be prudent in dealing this kind of situation. Girls should ask men on those instances, “yes? Do you want to say something?” Certainly men would simply blink and say “nothing” – because their intention is not to say anything but to make you silent even on such ‘dirty look’. Here girls are to be more cautious that no word of any reply to the intent of men is uttered. Likewise, even a mild chuckle by women to men’s dirty jokes is considered as a green signal for continuing. Young women may not be aware that many men spitting dirty jokes never take their eyes out of their target in order to observe how the targets react to their indecent jokes. Although men do not personally make any remark on their target, they can’t help uttering jokes expressing a tone of derogation on womanhood as a whole. This can not merely be ascribed to the male chauvinism in general. The social statuses of women in personal life and workplace environment are structured in such a state that even modern women have a hybrid status. (Bruchhner, 2004: p. 1,2) Society and its institutions that shape and regulate women’s private and public spheres often place them in double burden of child and family care on one side and workplace on the other. Women’s greater share of family work is perceived to have limited their labour market share. Working women’s contribution from their profession are still considered or aimed at supplementing the male breadwinner’s earnings. This overall outlook on social status of women at workplace tends to keep men at a self-imposed state of higher position. Quite naturally they expect women to accept every act of them however trivial even. Inadvertent touch is generally not given much importance by women. But most of the girls and women fail to reveal that they had taken note of it and deliberately remitted the instance. It is this remission that permits men to further in their attempts of advancement. So, it would be nice on the part of woman to give out a censure note on the very first instances of touch even though it was genuinely inadvertent. Vehement rejection and reprimand on such occasions may have its impact on the official or work related relationship between such men and women. But sticking on to this kind of measures would not affect official relationship in course of time. Moreover, consistency in revealing refusal to such ‘touches’ would shut the doors for men to resort to bullying. Bullying is attempted on women who hesitate to express their disgust. Once frightened by bullying, women are constantly tried to be placed within ‘fear zone’. So it becomes essential for women not to show off their fear, but to be brave to express their disinclination to nasty behaviours of men. Sending lewd remarks or demeaning nasty notes to women employees is a form of violations engaged by men in organisations. These types of violations are to be handled in two different ways. When men start to send such notes secretly without keeping any third party witnesses, they should invariably be ignored and discarded as if nothing of that kind has taken place. But on no account the tone of a deliberate silence is expressed to the harasser. While carrying out such purposeful ignoring of the men’s act, women should compulsorily avoid any eye contact. Even a glimpse of response to such secret notes will be considered by men as acknowledgement of those notes. However, when such notes are delivered by men in the presence of other staff – foolishly assuming that the staff would also enjoy the scene – it would be best for women to make a loud denial of their act. The denial must clearly expose the ulterior intent of the harasser leaving no room for him to justify his act. At this point women employees must clearly bear in mind that reversal of the response mode in these two occasions will land in exacerbating the situation. Quite unwanted will occur. Hence, women should assess the situation prudently and react accordingly. Thus it is evident that maintaining silence – barring the above said purposeful ignoring – on first instances of sexual boundary crossing is the worst kind of fence-weakening in a woman’s security. Grievance mechanisms: The code of conduct of Virginia1 is one of the best policy frames that allow employees to report the incidents of harassment as soon as possible after the occurrence of incident. The code of conduct does in no way require the victims/targets to allege their harassment to the alleged harasser, however high the harasser may occupy his official position. The complaint mechanism expects the targets to file their complaint only through the agency human resource director, the agency head, the supervisor or any individual designated by the agency to receive such complaints. Confidentiality and non-retribution are treated more important for vulnerable staff like women who wish to remain anonymous. Although anonymous complaints may keep resolution at a distance, employees wishing to lodge such anonymous complaints must be allowed to do so as per the Principles of Employee Grievance Mechanism prevalent at European Bank Reconstruction and Development2. This is also a crucial element of grievance mechanism, because it is only the identity of the complainant that is kept hidden and not the fact of mistreatment they succumb to. The organisations may, apart from allowing anonymous complaints, allow victims to lodge their complaints under the condition of anonymity ie, the ombudsman authority alone would be aware of complainant’s identity. Complaints of this nature could well be addressed and harassers can be kept under probe scanners. Exposure of mistreatment of employees especially women will naturally check the employer to allow continuance further. The miscreants/ harassers will also develop some sort of fear of being exposed in any other situation. Although the in-house grievance systems prevailing in any organisation are cost effective and viable to arrive at resolution/redress of grievances, some incidents can not be relied upon the in-house mechanisms. Thus, organisations generally design their grievance mechanism in such a way that external redress opportunity is not hindered. Cost and confidentiality predominate in external redress methods such as mediation, arbitration and litigation. Of these three also, the duration for resolution is much higher in respect of arbitration than mediation although litigation posits the highest. As far as the cost of these three channels are considered, mediation is the most feasible route often opted by both employees and employers. However, this also has its own demerits. When an employer pays for mediation or arbitration – which in many cases becomes an apparent wish of the employees – the resolution has more chances of getting biased towards the employer’s favour. (Beiner and O’Connor, 2007: p.36,37)In such circumstances justice rendered becomes justice denied. This pragmatic inability to arrive at actual redress forces women employees who succumb to sexual harassment to keep away from lodging any complaint either with in-house grievance mechanism or resort to external channels. However, the brunts of sexual boundary violations are eventually to be borne by the organisation in the shape of increased absenteeism and diminished productivity. Organisations hence attempt to keep their part just to meet the employer’s liability. Choice of mediation or arbitration thus becomes an alternate to prevent litigation which is relatively more cost-bearing. In short, we can put it in other words as follows: Employers try to prevent litigation rather than preventing sex discrimination. Possible consequences for the staff: Consequences of sexual boundary violations in workplace are generally stinky. Barring a few instances where men fall in the category of victims, women are mostly becoming the targets of sexual boundary violations. Individuals who experience sexual boundary violations at their workplace normally suffer significant psychological, health and job-related consequences. (McDonald. P, 2011) The relatively very low instances of preferring complaints either to internal authorities within the organisations or to the outside bodies add more to the psychological stress in women forcing many of them to quit the job. An organisational approach in identifying the dynamics of sexual harassments at workplaces throw required amount of light on the problem. Lopez et al (2009) have made an extensive research on this. The team in their attempt of ethnographic analysis of both general and sexual harassment at workplace found that the harassment emerge in the settings characterised by physically demanding work group and minority work groups. They have landed on the finding that harassment on such contexts enforced social exclusion and status hierarchies. The highly deplorable usage of power imbalance by the perpetrators creating an atmosphere of social exclusion is the dangerous virus. The team however found that selective grievance mechanisms and ‘team models’ of workplace organisations reduced sexual harassment. The worrisome status of this social enigma is that organisations, institutions and business concerns with relatively large power differentials and large number of young female workers face this problem and still more worrisome fact is that very little had changed in the decade 1993-2003. (Leslie and Hauck, 2009) Both in Germany and U.S, the sexual boundary violations are viewed as gender-neutral issues. Social and organisational changes are expected to offer relief to the targets at a very high cost. Affected individuals can not get redress, if the problem is viewed either as group-based issue or as individual rights issues. Zippel. K (2003) suggests a combination of both the approaches with an explicit focus on gender inequality for better results in alleviating the social problem of sexual boundary violations. Sexual boundary violations and subsequent sexual harassments definitely cause much damage to the name and reputation of the organisation. Therefore, employer must understand the outcome of sexual boundary violations that eventually affect the core business of the organisation. Neeta Raymond (2003) has put forth a list of extensive damages an organisation has to face due to unabated sexual boundary violations. The list comprises: 1. Costly investigation and litigation. 2. Negative exposure and publicity. 3. Embarrassing depositions. 4. Increased absenteeism. 5. Lowered employee morale. 6. Reduced productivity. 7. Decreased efficiency. 8. Higher employee turnover. 9. Erosion in organisation’s brand names, goodwill and public image. 10. Negative impact on stock price. Thus it becomes mandatory for an organisation to accord fore most importance to guard against sexual boundary violations. In combating sexual harassments at workplaces Neeta Raymond opines that developing understanding what is sexual harassment and change of attitudes are the essential ingredients required the most. She brings all concerned in an organisation, including employees, colleagues, friends, employers, administrators and law makers in to the threshold of attitude change. Yes, no woman can singly or even under a group of women can combat the situation and dream for eradication of this evil in a society. Possible causes of SEXUAL BOUNDARY violations: US Equal Employment Opportunity Commission3 (2009) has delineated the causes of sexual harassment at workplaces as a complex issue comprising socialisation, politics and psychology. The workplace atmosphere generally requires all the incumbents to cooperate with one another and a team spirit is the essence of an organisation/institution in bringing out productivity. Interdependence among the employer, employees and supervisors are essential warps and fills of an organisation. Under this context, some kind of closeness develops automatically among all in the organisation. EEOC has diligently established that it is this closeness and intensity of work getting blurred with professional boundaries leading people to step over the line. The Commission boldly admits that no occupation is immune from sexual harassment, while laying statistical reports of sexual harassments in both blue collar environments like mining and fire fighting and the white collar environment such as surgery and technology. The EEOC report cites Researcher Heather McLaughlin as theorising that sexual harassment is less about sexual desire than about control and domination. The report produces evidence of 137% of women supervisors being subjected to sexual harassment by male co-workers, clients and supervisors only to use sexual harassment as an equaliser for women in power. Suppose an organisation/firm contains some seventeen women employees. Are all subjected to sexual boundary violations? Do all men indulge in sexual boundary violation? Certainly the answer is a clear ‘NO’. Then what fixes sexual boundary violation? Which is the key element that brings in sexual boundary violation between two? Obviously the trait and cult of males are the chief predictors of sexual boundary violations. Can a distorted male practice sexual boundary violation with all the women encountered? Only those perceived poachable targets are neared. Women who criticise sexual harassment policies as unnecessary limitation on their sexual freedom easily fall prey to these beastly lusts. For such women the feeling of any harm inflicted by men even psychologically does not get automatically translated in to sexual harassment. Women apply an objective standard comparing their experiences. (Marshall. A.M, 2003). Only when the behaviours of men met the standard of offensiveness and perceived as harmful, did the women label the act as sexual harassment. But in most cases it would be behind the time for them to land on such belated conclusions. Men who perceive those women as easy prey indulge in sexual boundary violations. Thus the perceptual recognition is the centre/nucleus, which gets deformed in men instigating them to indulge in sexual boundary violations. If we try to find out a scientific explanation for this, we have to focus some aspects of the perceptual recognition. The science of perceptual recognition deals with scores of aspects including processes of recognition. The basic steps involved in the process of visual recognition goes as follows: 1. Processes that are able to create an internal representation of the object based on the information in the retinal image. 2. Process enabling to store the description so that one can recognise the object on seeing again. 3. Processes enabling the comparison of descriptions of the object already seen with the descriptions of the objects stored. 4. Processes enabling the recognition of objects viewed from different angles. The study of neuro science places the above aspects under two broad classifications of familiarity based recognition and recollection or recall. Although the neuro imaging studies focus chiefly on neural and physiological realm of identification processes, the difference between domain level and specific level identifications is established in which the specific level identification/recognition involves requirement of a “fine-grained” representation containing more detailed information. (Cowell et al, 2010: p. 1251) The above aspects of visual recognition process when analysed in combination with the human psychological approach, we are able to conjecture that the process of internal representation laid at serial No.1 could not simply be restricted to the information on the retinal image. The associated descriptions already stored and the perceived quality of the object plays crucial role in forming opinion of the object. We can confidently assume that this point of interpretation of women as objects is where men are made to derail. Although the seed bed of this social deformity could not be fixed and a silver bullet solution can not be arrived at, we can attempt to get away from this by way of delivering proper role in defining solutions to violence and providing support to victims. Men too must be engaged in the process as change agents4 standing alongside women to end the violence. Lack of proper sex education to youngsters may be the crux of this social problem, which can never be overcome in a day or two. We have miles to go in achieving this because currently sex is portrayed excessively in a negative light with much emphasis on dangers rather than the pleasures; this causes unwanted fears and anxieties. The interaction styles and modalities among men and women at workplaces form the basis of difference between them. The commonly known nature of using language by both men and women is crucial. Men normally use language for just conveying facts and information while women tend to use language to create intimacy and connect through relationship with others. For men, use of language is for attainment of knowledge and status. While men consider activities hold people together, women consider language and communication as glue to hold others in relationship. (Tischler, 2010: p. 258) This basic difference between men and women place them in two different planes of status wherein women wait for an apt moment to talk and form relationship; but instantly indulge in talks and discussions to convey more and more information in order to maintain relationship through activities. In fact men resort to the process of discussion and talks when they feel there is little thing to carry out. Thus we can infer to some extent that Sexual boundary violations of men are the cause of their over zealous interest on activities which some way or other give food for the expectations of women for relationship and intimacy. The activities become violations at the point where women in reality do not need any intimacy or relation ship. To put it in other words, we can say men’s interest for activities on an untimely or irrelevant occasions become violations. Conclusion: The sexual boundary violations at workplace are destined to have erupted from patriarchal construct of societies. Male domination is the chief predictor of this social illness. The physical strength of men are rather assumed to than aspired to occupy every realm. Although no State or Government allow social discrimination on the basis of race colour and sex to clout, the inability to rein control over discriminations by governance had let loose of the social stigma. The inability is not an individual or personal deformity. But it is a total inability of an entire society. This may due to the blur caused out of assuming dual dispositions. That is, rule makers tend to break rules as non-rule makers could not challenge their actions. This double disposition offers men a sort of immunity against the injustice of sexual boundary violation in a patriarchal construct of society. Thus organisations, institutions and politics go on tend to prevent sexual boundary violations in their purview with a seeming target of eradicating it. Non-profit organisation like EEOC and SHS strive hard to educate women in workplace environment to fight against sex discrimination, sexual boundary violations and sexual harassments. Their services are far more helpful in combating the situation as the grievance mechanisms provided within the organisations or outside the organisations are constrained to their own legal limits. Organisations and administrations have begun to view sexual boundary violations as prime impediments in their organisational growth. They have turned their head towards attending this issue more carefully and afford to basic structural and environmental feasibility in which these types of impediments are not allowed to sprout. Grievance mechanisms designed in organisations are gradually transforming to give way for defence mechanisms for victims. However, still more researches are needed to address this issue. In addition to social outlook on this problem, basic human psychology is to be studied more in the light of recent neural science developments. Affording proper sex education may pave way for generation of matured male species in future generations. Reference list— Douglas Bran-Harvey, 2011, pp.275, “Sexual Health in Recovery: A Professional Counsellor’s Manual”, Springer Publishing Company, New York. Gary G. Forrest, 2002, pp.38, “Counter transference in Chemical Dependency Counselling”, Haworth Press, USA. Hannah Bruckner, 2004, pp. 1-2, “Gender inequality in the life course: Social Change and Stability in West Germany 1975-1995”, Walter de Gruyter, New York. Henry L. Tischler, 2010, pp.258, “Introduction to Sociology”, Wadsworth, Cengage Learning, USA. Jeffrey S.C.NG, 2006, pp.14, “Sexuality and Psychotherapy: An Exploratory Study of the Subjectivities of with experience and expertise in working with sexuality”, A Dissertation submitted to the faculty of the Graduate School of Applied and Professional Psychology of Rutgers, The State University of New Jersey Judy L. Skorek, 2009, “A Qualitative Study of Counselling Interventions Used to Assist Targets of Workplace Bullying”, A Dissertation submitted to the Department of Counselling, Adult and Higher Education, Northern Illinois University. Leslie, C. A. and Hauck, W. E. (2005), Extent and Nature of Sexual Harassment in the Fashion Retail Workplace: 10 Years Later. Family and Consumer Sciences Research Journal, 34: 8–34. doi: 10.1177/1077727X05277741, American Association of Family and Consumer Sciences. Lopez, S. H., Hodson, R. and Roscigno, V. J. (2009), “POWER, STATUS, AND ABUSE AT WORK: General and Sexual Harassment Compared”. Sociological Quarterly, 50: 3–27. doi: 10.1111/j.1533-8525.2008.01131.x, Midwest Sociological Society. Loraley Keashly and Karen Jagatic, 2010, pp.44-50, “North American Perspectives on Hostile behaviours and bullying at Work”, in Eds. Stale Einarsen, Cary L. Cooper, Helge Hoel and Dieter Zapf, “Bullying and Emotional Abuse in the Workplace: Developments in theory, research and practice”, Second Edition, CRC Press, Taylor and Francis Group, USA Marshall, A.-M. (2003), “Injustice Frames, Legality, and the Everyday Construction of Sexual Harassment.” Law & Social Inquiry, 28: 659–689. doi: 10.1111/j.1747-4469.2003.tb00211.x McDonald, P., Graham, T. and Martin, B. (2010), OUTRAGE MANAGEMENT IN CASES OF SEXUAL HARASSMENT AS REVEALED IN JUDICIAL DECISIONS. Psychology of Women Quarterly, 34: 165–180. doi: 10.1111/j.1471-6402.2010.01559.x, Division 35, American Psychological Association. Neeta Raymond, 2010, “Sexual harassment at work”, Combat law, Vol.2. No. 3 retrieved on 02,04,2011 from http://www.indiatogether.org/combatlaw/vol2/issue3/harass.htm Paula McDonald, 2011, “Workplace Sexual Harassment 30 years on: a Review of the Literature”, International Journal of Management Reviews, doi:10.1111/j.1468-2370.2011.00300.x, British Academy of Management Blackwell Publishing Limited. Ronald L. Nuttal, “Predicting SEXUAL BOUNDARY Violation” in eds. Robert M. Hashway, 2001, pp.29, “Annals of the Joint Meeting of the Association for the Advancement of Educational Research and the National Academy for Educational Research 1998-1999”, University Press of America Inc, Maryland, USA Rosemary A. Cowell, Timothy J. Bussey and Lisa M. Saksida, 2010, “Components of Recognition Memory: Dissociable Cognitive Processes or Just Diffeence in Representational Complexity?”, Hippocampus, Special Issue: Bridging Divergent Models of Recognition Memory, Vol. 20. No. 11: 1245-1262, Wiley – Liss Inc Sandra Metts, William R. Cupach and Lance Lippert, 2009, pp. 252, “Forgiveness in the workplace” in Eds. Janie M. Harden Fritz and Becky L. Omdahl, “Problematic Relationships in the Workplace”, Peter Lanf Publishing Inc., New York. Theresa M. Beiner and Maureen O’Connor, 2007, pp. 36-37, “When an Individual Finds Herself to be the Victim of Sex Discrimination” in Eds. Faye J. Crossby, Margaret S. Stockdale and S. Ann Rap, “sex Discrimination in the Workplace: Multidisciplinary Perspective” Blackwell Publishing, Victoria, Australia. Thomas G. Gutheil and Archie Brodsky, 2008, pp.236, “Preventing Boundary Violations in Clinical Practice”, Guilford Press, New York. ZIPPEL, K. (2003), Practices of Implementation of Sexual Harassment Policies: Individual Versus Collective Strategies. Review of Policy Research, 20: 175–198. doi: 10.1111/1541-1338.d01-10. Read More