Work Place Romances: Should Employers Regulate Dating between Employees - Term Paper Example

Work Place Romances: Should Employers Regulate Dating between Employees? Contents Contents 2 Work Place Romances: Should EmployersRegulate Dating between Employees? 3 Problem Background 3 Types of Workplace Romance 4 Lateral or Peer-To-Peer Workplace Romance 4 Hierarchical Romances 5 Workplace Romances between Married Employees 6 Positive Effects of Workplace Romance 6 Increased Job Satisfaction 6 Enhanced Job Performance 7 Long-Term Relationships 7 Negative Effects of Workplace Romance 7 Sexual Harassment 7 Promotions. Hierarchical romances result in favoritism and lack of equity among the workforce according to employee perceptions (Lickey et al., 2009). Researchers have found that male managers have repeatedly offered promotions and favorable remunerations to partners in workplace romances. These rewards are highly resented by fellow employees and they can lead o employee alienation (Appelbaum et al., 2007). In other cases, managers avoid promoting their partners to hide the relationship. All these actions result in a disruption of the balance of power in an organization. Some employees can resort to legal action alleging discrimination if the favoritism becomes too apparent (Gallo, 2006). This issue should be addressed by human resource leaders before it reaches embarrassing levels. 9 Transfers and terminations. Failed workplace romances often result in the transfer or termination of employees lower hierarchically in an organization. It has been established that many employees are fired after participating in workplace romance (Appelbaum et al., 2007). This trend usually affects women because they are mostly lower in the organization hierarchy. Human resource managers should be wary of such actions because they can lead to lawsuits based on organizational status and gender discrimination (Gallo, 2006). These issues are very prevalent and they are likely to hurt an organization’s reputation. 9 Privacy 9 Managing Workplace Romance 10 Workplace Romance Policies and Rules 10 Corporate Culture 10 Performance Outcomes 10 The Google Workplace Romance Affair 11 Outcomes 11 Probable Solution 12 Conclusion 12 References 13 Work Place Romances: Should Employers Regulate Dating between Employees? Work place romance refers to a mutually desired relationship characterized by physical and emotional attraction between two members of the same organization (Lickey, Berry & Whelan-Berry, 2009). It is a love arrangement founded on individual consent and mutual desire between two employees. Work place romance has become an issue of concern due to its apparent commonness in many workplaces. According to a 2013 survey on workplace romance by Society for Human Resource Management (SHRM), 24% of workers interviewed confirmed to have been or being currently in a workplace romance (SHRM, 2013). The survey also reported that 43% of human resource managers confirmed the existence of workplace romance incidents currently in their organizations (SHRM, 2013). These figures prove that workplace romance is not an isolated issue in human resource management but rather an issue that should be addressed and resolved successfully. Problem Background The surge in workplace romance has been attributed to the increase in women in professional positions as well as an increase in the time spent in the workplace (Ariani, Ebrahimi & Saeedi, 2011). The average number of hours spent in workplace has increased as organizations incentivize workers to longer working hours using overtime perks and promotion promises. Improvement in female education has also contributed to an influx of women into the labor force. In addition to these two factors, many organizations have adopted a collaborative, interactive and team-oriented approach in optimizing employee task execution (Appelbaum, Marinescu, Klenin & Bytautas, 2007). This task execution approach brings employees together and mutual attraction occurs. All these factors create an emotional platform that spurs workforce attractions leading to workforce romance. Workplace romance is mainly considered as a negative practice that can affect the productivity of employees negatively (Lickey et al., 2009). In this light, human resource managers usually seek ways of minimizing or eliminating the practice. However, workplace romance can have benefits in an organization setting depending on the nature of its occurrence and how it is handled by the human resource managers (Ariani et al., 2011). It is therefore necessary for human resource leaders to adopt a balanced and accommodative stance when dealing with workforce romance (Ariani et al., 2011). In order to understand and hence deal with workplace romance successfully, human resource leaders should ascertain the type of engagement between the involved parties. Types of Workplace Romance These romances are described in terms of the hierarchical positions held by the parties in a workplace romance. There are three types of level-based workplace romance with each bearing a different set of outcomes and implications for the parties involved and the organization itself. Lateral or Peer-To-Peer Workplace Romance This is workplace romance involving two employees in the same work position based on organizational hierarchy. It is usually defined as the workplace romance between peers and it is implications are mainly considered to be inconsequential to the organization (Appelbaum et al., 2007). These romances do not attract resentment from fellow employees; that is fellow employees do not consider these romances as inappropriate because they do not impact power, influence or decision making in organizations. However, these romances should be monitored closely by human resource managers because romance between peers can influence them to share sensitive information if they work in different departments (Ariani et al., 2011). Human resource leaders should control these romances to ensure that the parties involved do not engage in inappropriate sexual behavior at the workplace. They should also monitored to ensure that they do not spend too much time together hence affecting their productivity (Appelbaum et al., 2007). There is also the looming fear that these romances might end up in nasty breakups which can lead to work disruption or poor performance for the affected parties (Lickey et al., 2009). Finally, human resource leaders should be wary of sexual harassment claims by any of the parties involved if the relationship ends sourly (Ariani et al., 2011). Hierarchical Romances These are workplace romances between two employees at different hierarchical levels in an organization (Appelbaum et al., 2007). These romances tend to cause many issues in the workplace and are generally discouraged in many organizations. Human resource managers should be very attentive to identify these romances after which they must be addressed to avoid unnecessary complications in the workplace. Hierarchical romances are considered inappropriate by fellow employees because the lower ranking employee appears to enjoy favoritism and to take advantage of the supervisory power of the senior ranking employee (Lickey et al., 2009). These romances are regarded as unfair by other employees because they are deemed to be the basis of many work-related outcomes such as promotions, pay raises and special assignments which may be interpreted as discriminatory gestures (Appelbaum et al., 2007). Human resource managers should address these issues because they can lead to lowered morale among workers and also legal action (Ariani et al., 2011). They should also consider the effect of these romances to work-related policies such as privacy and confidentiality among different levels in the organization. In many hierarchical romances, men are usually in the higher rank in an organization. This presents another problem that should be acknowledged by human resource leaders; which is gender discrimination (Gallo, 2006). The negativity that can result from this workplace romance is massive and in case of a breakup the issue can cause workplace disruption. Highly ranked staff members have been known to resort to unconventional tactics in failed hierarchical romances such as firing the subordinate staff or resorting to harassment (Ariani et al., 2011). These actions can result in legal action thereby injuring the organisation’s reputation. Workplace Romances between Married Employees This is perhaps the most controversial type of workplace romance. It occurs if one or both the employees involved in the workplace romance are married (Lickey et al., 2009). This romance has many negative consequences for the parties involved and the organization and should not be condoned (Amaral, 2006). This type of romance also affects people who are not in the organization (Lickey et al., 2009). The employees involved in this romance engage in extramarital affairs which can lead to legal action as well as negative consequences for the company in terms of reputation (Gallo, 2006). Human resource management should track these romances and ensure that they are eradicated from the organization. Positive Effects of Workplace Romance Increased Job Satisfaction Workplace romances cause an employee to achieve overall job satisfaction if the romance is satisfying (Lickey et al., 2009). This is attributed to the fact that the employee seems to gain multiple benefits when in the workplace; love and income. Human resource managers should exploit this outcome to nurture satisfactory workplace romances which are lawful and appropriate such as lateral workplace romances (Gallo, 2006). Enhanced Job Performance Workplace romance can increase an employee’s job performance if the romance is enriching. This is attributed to reduction in stress, communication increment and acceptance of organizational change. All these factors lead to enhanced job performance and increased productivity (Ariani et al., 2011). These are essential for an optimal workforce for the human resource team. Long-Term Relationships Many workplace romances end up as long-term relationships ending in marriage. This is because most of these romances are founded on love and compassion hence enhancing long-term relationships. Negative Effects of Workplace Romance Sexual Harassment Sexual harassment refers to unwelcome sexual advances and other sexual innuendos that are deemed inappropriate by the offended party (Appelbaum et al., 2007). Workplace romance is an engagement founded on consent and mutual desire. Although the two issues seem unrelated, there are many sexual harassment cases that are as a result of dissolved workplace romances. Human resource managers consider sexual harassment cases and conflicts among previously romantically attached coworkers as some of the biggest issues that can stem from workplace romances (Ariani et al., 2011). Incidents of sexual harassments are alleged when affectionate behavior becomes unwanted by a former workplace partner (Lickey et al., 2009). This issue becomes more hectic if the relationship was hierarchical because in some cases the subordinate staff might be having an ulterior motive. In most cases, sexual harassment cases occur in hierarchical romances due to the social power difference between the two partners. Some researchers have constantly argued that workplace romances should only be intervened if they affect employee performance and productivity (Appelbaum et al., 2007). However, due to the legal consequences that are apparent in hierarchical romances human resource managers should intervene before it is too late (Gallo, 2006) Biased Managerial Decisions Promotions. Hierarchical romances result in favoritism and lack of equity among the workforce according to employee perceptions (Lickey et al., 2009). Researchers have found that male managers have repeatedly offered promotions and favorable remunerations to partners in workplace romances. These rewards are highly resented by fellow employees and they can lead o employee alienation (Appelbaum et al., 2007). In other cases, managers avoid promoting their partners to hide the relationship. All these actions result in a disruption of the balance of power in an organization. Some employees can resort to legal action alleging discrimination if the favoritism becomes too apparent (Gallo, 2006). This issue should be addressed by human resource leaders before it reaches embarrassing levels. Transfers and terminations. Failed workplace romances often result in the transfer or termination of employees lower hierarchically in an organization. It has been established that many employees are fired after participating in workplace romance (Appelbaum et al., 2007). This trend usually affects women because they are mostly lower in the organization hierarchy. Human resource managers should be wary of such actions because they can lead to lawsuits based on organizational status and gender discrimination (Gallo, 2006). These issues are very prevalent and they are likely to hurt an organization’s reputation. Privacy Employees have a right to privacy therefore they can get involved romantically with any one provided it does not affect their work performance (Lickey et al., 2009). Workplace romances are not illegal and therefore human resources must be very careful when dealing with this issue in the workplace. This is because an employee can claim infringement of rights at any time subjecting the human resource manager to legal action (Gallo, 2006). Managing Workplace Romance Workplace Romance Policies and Rules Human resource leaders should create and implement favorable workplace romance rules that should be incorporated into the organisation’s code of conduct (Amaral, 2006). These rules should be strict for inappropriate workplace romance types such as hierarchical and married workplace romance types. They should however be lenient for appropriate workplace romances such as lateral romances (Appelbaum et al., 2007). The human resource team should also outline effective disciplinary measures that govern the whole organization regardless of rank, gender or sexual orientation (Gallo, 2006). Lateral romances should also be streamlined to address confidentiality and inappropriate sexual behavior in the workplace. Corporate Culture The human resource team can adopt a no-workplace romance culture in the organization. This culture may not be entrenched in disciplinary action or written rules but rather an established prohibition that frowns upon workplace romance practices (Amaral, 2006). The human resource team can further incentivize this pledge by adopting a conservative promotion framework where workers who engage in workplace romance loose merit in the organization’s promotions. Performance Outcomes The human resource team can adopt a cause and effect rationale where the team conducts performance assessments on employees and punishes those that appear unproductive due to workplace romances (Amaral, 2006). This stance dictates that although an employee’s performance may deteriorate due to other factors, the human resource manager will relate the reduced performance to the employee’s workplace romance allegations. The Google Workplace Romance Affair Google is experiencing a workplace romance scandal that combines two types of workplace romance types. Google co-founder, Sergey Brin was involved in a workplace romance affair with a junior executive; Amanda Rosenberg (Sloane, 2013). The romance is further complicated by the fact that Mr. Brin was married to Anne Wojcicki. The two partners met when they were working on the same project, Google Glass, and their relationship was kept secret until late last year (Sloane, 2013). This workplace romance represents both the hierarchical romance type and the married romance type (Ariani et al., 2011). This workplace romance is complicated by the fact that Mr. Brin owns part of Google and therefore he might not be subject to the conventional rules that govern other employees. Outcomes The Google workplace romance has had several negative outcomes. Mr. Brin has separated with his family after a six-year marriage (Sloane, 2013). Miss Rosenberg has been transferred to another department in a bid to keep the two of them away from each other (Sloane, 2013). Rosenberg’s boyfriend Hugo Barra, who was as one of the top executives at Google before the romance became public, has resigned and joined a Chinese competitor (Sloane, 2013). These outcomes illustrate the negative consequences that can accrue from workplace romance especially for married employees. Google has not taken any steps towards its rich co-founder and it remains silent on the issue. Probable Solution Google should adopt a neutral stance when addressing this issue. That is, the company should not favor Mr. Brin due to his hierarchical position and it should not discriminate against Miss Rosenberg due to her lower rank in the company. The company seems to have taken a one-sided approach in this issue which is not fair. Google posted on its website its code of conduct alleging that workplace romances can create a conflict of interest (Sloane, 2013). The company went on to state that this can result in job terminations or reshuffles for one or both partners (Sloane, 2013). The best approach would be to treat both partners equally, fairly and firmly. The company management should consult and implement a resounding policy that will serve as an example to all staff regarding this type of workplace romance (Appelbaum et al., 2007). In order to discourage this type of workplace romance and considering the damage that this scandal has had on the company’s reputation, the company should fire both partners. Mr. Brin can retain a passive role in the company’s management due to his ownership status but he should not participate in any activities in Google. This will serve as lesson to other employees and it will illustrate the company’s equity and fairness policy on all its employees. Conclusion Workplace romance is an inherent subject in organization management especially the human resource docket due to its instrumental role in managing the welfare of employees in any organization. However, 54% of organizations do not have a workplace romance policy either in written or verbal form (SHRM, 2013). Organizations tend to ignore the issue of workplace romance with obligated departments such as the human resource department feigning excuses of privacy intrusion as well as treating the issue pettily (Appelbaum et al., 2007). Despite these pretentions which appear to be aimed at evading the issue, the effects of workplace romance are vivid and the outcomes can either be positive or negative depending on a number of issues. All organizations should adopt a favorable workplace romance policy to avoid embarrassing scenarios similar to the Google affair. References Amaral, H. P. (2006). Workplace romance and fraternization policies. In Schmidt Labor Research Center, Seminar Research Series (Vol. 1, pp. 1-16). Retrieved from http://www.uri.edu/research/lrc/research/papers/Amaral_Fraternization.pdf Appelbaum, S. H., Marinescu, A., Klenin, J., & Bytautas, J. (2007). Fatal Attractions: The (Mis) Management Of Workplace Romance. International Journal of Business Research, 7(4). Retrieved from http://www.appelbaumconsultants.com/articles/2007-08/FatalAttraction.pdf Ariani, M. G., Ebrahimi, S. S., & Saeedi, A. (2011). Managing Workplace Romance; A Headache for Human Resource Leaders. International Proceedings of Economics Development & Research, 19. Retrieved from http://www.ipedr.com/vol19/19-ICAMS2011-A00040.pdf Gallo, R. (2006). The law on workplace romances. California Lawyer Magazine. Retrieved from http://www.executiveemploymentlaw.com/media/articles/02mcle.pdf Lickey, N. C., Berry, G. R., & Whelan-Berry, K. S. (2009). Responding to workplace romance: a proactive and pragmatic approach. The Journal of Business, 8, 1. Retrieved from http://www.uvu.edu/woodbury/docs/respondingtoworkplaceromance.pdf SHRM. (2013). SHRM Survey findings: Workplace Romance. Society for Human Resource Management. Retrieved from http://www.shrm.org/Research/SurveyFindings/Articles/Documents/SHRM-Workplace-Romance-Findings_Update.pptx Sloane G. (2013, Aug. 29). Google billionaire Brin’s alleged gal pal shuffled to new position in office. New York Post. Retrieved from http://nypost.com/2013/08/29/google-billionaire-brins-alleged-gal-pal-shuffled-to-new-position-in-office/ Read More