Sexual Harassment in the Work Place - Literature review Example

Sexual harassment in the work place affiliation Sexual harassment in the work place I. Summary, significance and ethical dilemma Sexual harassment in the place of work has been in existent ever since the creation of the organization setting. However, the modern organization system has become more sensitive to gender issues. In an argument by Dromm (2012) sexual harassment can be explained as a type of coercion or bullying of a sexual nature. Sexual harassment can be verbal or physical. Additionally, both sexes can be victims of sexual harassment. However, many cases reported on sexual harassment women are the victims and men the perpetrators. Sexual harassment may be in school and any other institution. Sexual harassment in the workplace, however presents the most cases reviewed on the issue. In organizations, managers and bosses tend to use their position in their advantage. In an argument by Dromm (2012) employers on most occasions require sexual favors in order to grant privileges in an organization. Apart from employers, women employees are occasionally presented with situations where they are victimized because of their gender. For instance, a woman in an organization can be idolized as a sex symbol. This can be done through texts of physical approaches (Dromm, 2012). These are just examples where women are made to suffer because of their sexuality. Apart from the harassment cases on women, studies show thata marginal percentage of men experience sexual harassment in their workplace. In addition, persons of the same sex sexual preference have reported cases of sexual harassment. For this reason, laws have been created to curb the rising trend on sexual harassment. These laws and policies aim at enabling organizations to put in place strategies minimizing and avoiding events of sexual harassments in their practices. Organizations have also stepped up, and they have put in place proper mechanisms to avoid sexual harassment practices. Dromm (2012) points out that the modern organizations have realized the seriousness and the impact of the issue in their organization setting thus taking up measures to avoid any occurrence of sexual harassment. The ethical dilemmas surrounding the practice of sexual harassment go beyond the welfare of an organization. Sexual harassment is perceived as a sin in the society. The society disregards the use of sexual advances to gain favors and exploit managerial positions. For this reason, an organization that entertains the events in their practice faces the risk of being sidelined from the consumer preference. Apart from the perception of the consumers, an organization may face sanctions from government bodies in regards to their conduct. Laws have been formulated that define and provide punishable consequences for organizations are individuals accused of sexual harassment. However, Dromm (2012) points out that the measures taken against sexual harassment offenders solely lies on the decision of the victim. The author further argues that the victim is a mandatory requirement to prove to any sexual harassment allegation (Dromm, 2012). On most occasions, victims tend to avoid litigation considering the manner by which the issue would be publicized. Most victims opt to avoid and run away from the situation just to protect their public image and reputation. However, the most ethical thin to do is to seek justice and ensure perpetrators face the appropriate repercussions. II. Stakeholders The issue of sexual harassment attracts many stakeholders considering the level of significance the issue has in the society. They include: i. The government In this particular situation, the government is responsible for the provision of laws and policies that define sexual harassment. The government branch, the judiciary, is responsible for the creation of thelaws required to minimize sexual harassment cases in organizations. Apart from laws and policies governing individuals, laws and policies governing the conduct of organizations should also be included. In an argument by Dromm (2012) the government is the main stakeholder considering the power at its disposal to make organizations be responsible for sexual harassment offenders. Comparing the modern corporate environment with the same environment a century back, it is an obvious assumption that the laws created have significantly changed the conduct of organization in handling sexual harassment cases. Additionally, the government has the responsibility of creating bodies that protect employees from sexual harassment events. These bodies should be provided with a constitution mandate and power that would enable them to effectively protect the growing employee population. ii. Organizations Managers and executive of organizations also play a major role in shaping the developments made in regard to ending cases of sexual harassment in workplaces. Managers have the responsibility of adhering to policies and provisions of the law in regards to the issue. Apart from the mandatory adherence requirement, an organization should put in place organization requirement on employee conduct. The requirements should include a way in which employee should avoid and handle sexual harassment events (Dromm, 2012). An organization should state and define sexual harassment. From this definition, affected employees are enabled to know their position in regards to the issue. The organization should then provide the consequences to be met by an employee accused of sexual harassment. For instance, an organization should consider sexual harassment made in male employees as well as same sex employees. Employees should then be presented with the best network to use to report an event of sexual harassment (Dromm, 2012). The most important inclusion in the provision of these requirements is the fact that investigations should be conducted by a neutral body preferably a government body. From this analysis, one may argue that the role played by an organization in ending sexual harassment in the workplace is significant. Failure to adhere to these requirements, an organization faces the risk of having bad publicity which may negatively affect their market performance. In addition, an organization may face sanction from the government after victims take action against organizations. iii. Victims These particular stakeholders do not have much significance in the creation and implementation of policies. However, they are the determinant of the direction of sexual harassment cases. Additionally, victims are directly affected by the policies created on sexual harassment. The main purpose of victims in ending the trend on sexual offences is to ensure justice is served for them and perpetrators. This can be realized by pooling resources with the appropriate bodies to bring perpetrators to justice. Additionally, victims should be provided an example to other victims suffering in silence. However, the direction the testimony provided by a victim is determined by the laws created by both the government and organizations (Dromm, 2012). III. Analyzing arguments on both sides of the issue Many arguments are for the side on painting sexual violence as an act by which person in top positions take advantage of the menial employees. In an argument by Dromm (2012) sexual harassment in the workplace is an act that can be perpetrated by a top positioned person in an organization. In addition, the person in the top position has the authority to punish an employee accused of sexual harassment (Dromm, 2012). For this reason, the manager in an organization is directly responsible for the cases on sexual harassment in their organization. The argument crucifying managers and organization heads has been the most embraced argument. This is based on the fact that organization heads have the sole responsibility for ensuring an organization respects the gender based requirements. In addition, for years top positioned persons in organizations have been accused of making sexual advances on employees in exchange of favors. This perception has been adequately evidenced which has reduced any chances that the society perception on managers can change. In an argument by Dromm (2012) the same assumption can be supported in regards to the court cases received citing the bad conduct of organization heads. More than 60% of reported cases on sexual harassment in the workplace have bosses as perpetrators and employees as victims (Dromm, 2012). However, other arguments tend to disagree with the general perception of employers. In some rare occasions, employees tend to sexually approach their employers in exchange of favors. In addition, employees aim to gain publicity and in some cases compensation. In an argument by Dromm (2012) employees tend to take advantage of the perception by which employers are held by to play victims. For this reason, before the courts can prosecute an employer further investigations should be made on the conduct of the victim. Other arguments also cite the code of dressing in the organization as causing factors of sexual harassment. Dromm (2012) also points out that on many occasions, employees have been responsible for their idolization as sex symbols. The situation is rampant in female employees who may attire with clothing that may be too revealing for a public place. Dromm (2012) asserts that it may be human nature for a man to pay attention on a woman who is exposed from her attires. The author further points out that such a situation should be considered before punishing perpetrators for minor cases on sexual offenses. IV. The Christian perspective Under Christianity, sex is defined as a sacred relationship involving man and woman under their own consent. Additionally, this form of relation between a man and a woman should be after marriage. Anything indifferent from this description is viewed as a sin and not within the Christian value of conduct. With this consideration, it is an obvious assumption that sexual harassment in the workplace is viewed as a sin and unacceptable. However, the definition of sexual harassment in Christianity goes beyond the definition of the act. Christianity provides provisions for both the victims and perpetrators. For victims, Christian values demand that employees should not consider taking favors in exchange for sexual approaches. A victim should be able to resist the temptation to seek much appreciation in an organization in exchange for sex. However, if the incident involves sex a person’s faith is not enough to prevent the act. The provision to employers is that they should respect the authoritative mandate they have. A manager should not exploit their position in any way. Additionally, Christianity is for the assumption that God provided the leadership role one has acquired. For this reason, one should use the position to provide the wants and requirements of people beneath them (Dromm, 2012). In analyzing a biblical example, the book of Psalms 18:48 (New International Version), Christians are promised of deliverance from violent person if they stay true to their God. In Corinthians 5 (New International Version), adulterous persons are also cursed by God. From the verses, it becomes clear that person using their positions inappropriately would be cursed till death. Additionally, the New Testament cautions against the superior violating the rights of their subjects. The verses are clear testimony to the requirements of Christians on the issue on sexuality. V. A personal position If offered the chance to be a Chief Ethics Officer, sexual harassment in the workplace would be a mandatory consideration. As an authoritative figure, I would mandate the creation of bodies that safeguard the welfare of employees under risks of sexual harassment. I would provide these bodies with sufficient financial resources as well human resources. In addition, I would make a mandatory requirement for organizations to put in place policies that shape the conducts of its employees. In general, I would push for more constitutional laws that may hinder perpetrators from escaping justice systems is accused of sexual harassment. The society we dwell in should be zero tolerant towards sexual harassment. With organizations perceived with high regards towards their responsibility to the society, it should a mandatory requirement to end acts of sexual harassment in workplaces. Organization leaders and practices should be subjected to constitutional punishment if found guilty of protecting sexual harassment offenders. In addition, employees should also be responsible for their conduct in their workplace. This would greatly minimize the cases reported on sexual harassment. Christian values should be embraced by persons in organizations, both employers and employees, to eradicate the practices of sexual harassment. Reference Dromm, K. (2012). Sexual Harassment: An Introduction to the Conceptual and Ethical Issues. Boston: Broadview Press. Read More