Sexual Harassment and Organizational Behavior - Case Study Example

SEXUAL HARASSMENT AND ORGANIZATIONAL BEHAVIOR Introduction Sexual harassment and organizational behavior go hand in hand in determining the social, cultural and financial success in an organization. By definition, organizational behavior is the study and application of knowledge on how individuals, groups and all people interact in an organization1 while, sexual harassment is any unwelcome attention being of sexual nature that is directed to an individual. It is particularly a common form of harassment that results in negative physical or emotional effects. Elements of organizational behavior The elements of organizational behavior rest on the management’s related policies, values, mission, visions ant its expected goals. A culture within an organization is developed that will determine its leadership methods, communication channels and group dynamics within a teamwork frame work through the formation of well structured elements. Creation of these elements depends on the organizational setting and the people involved in day to day running of the company. These people include; watchmen, secretaries, salesmen, supervisors, managers, firm owners, directors among others. All of them form the organizational structure and its behavior depends on their individual behaviors. Models of organizational behavior Autocratic The basis of this model is that it provides power and authority to the organizations’ management to punish errant members of its organization. Employees are inclined towards obedience and looking unto the boss for advice and direction. Collegial Employees are encouraged to develop responsible relationship and behavior in their teams and create their self discipline. Custodial This model entails the utilization of financial resources in the organization to boost the behavior of its employees either through motivation, benefits of even compensation. Supportive Employees in this approach are oriented towards a proper job performance level and participation. Not only do these employees feel recognized but they also develop in their careers. 2 Common organizational behaviors Sexual harassment Any unwelcome conduct or contact that touches on sexual privacy is sexual harassment.3 It affects both men and women although the latter are frequent victims. The following are incidences considered to be sexual harassment. Asking questions or commenting about an individuals sexual life Soliciting sexual favors in exchange for employment related services Display of pornographic materials such as pictures, music, etc. Whistling Touching, patting or kissing somebody without his or her consent Smoking Not every employee in the organization smokes or rather take cigarette in their daily life as a form of pleasure. Smoking as is widely known is harmful to not only the healthy of the smoker but also the person inhaling the smoke from the cigarette. Alcoholism Taking too much alcohol in an organizational setting is detrimental to the performance of the individual concerned within the organization. Cheating Honesty is very important in an organization not only to the managers but also to individual relationships. Cheating downgrades an individual’s character, integrity and the organizational performance. Strikes They are normally organized by groups, teams, unions or individuals who are not either satisfied with what the organization is giving them in terms of pay or other agreements Violence This may caused by employees who are bully in nature. Violence can result in fighting and organization property. It can also be fatal that it can lead to death. Methods used to study organizational behavior A variety of methods are used to create, implement and monitor proper organizational behavior, they include; ANOVA experimental designs Multiple regressions Computer simulation methods Ethnography-participant observation Single and multiple case analyses Organizational storytelling Types of organization behavior In any organization, there are seven styles that show the behavior of individuals in it. Commanders This group of people are demeaning and demanding in nature. They are not tactful in nature but they mean to offend anyone. They don’t give out important assignments but they earn respect and trust from the rest of the members. Drifters They normally have problems with rules, schedules and work hours. In most cases this group of people lose tract of what is going on with the organizations and they are likely to miss details of important duties. Although they are very friendly and provide lots of fun and jokes, their behavior is a nuisance to the rest of the employees. Attackers Attackers are cynical, grouchy, very angry and hostile kind of people who are fond of demoralizing people in the organization. They view themselves as superior and in some cases use even verbal abuses to abuse fellow workers Pleasers These groups of people are good to relate with especially on a personal point of view. They are helpful, very pleasing and thoughtful in nature. Being unable to openly resist request by others, they cannot handle conflicts between individuals in the organizations. Pleasers create a human environment within the organization by treating all people they work it as extended family members. Performers They are the most noticed personalities in an organization because they are usually loud, jovial entertaining and flamboyant. Performers delight others including their managers and supervisors. They volunteer very easily when requested and in a tricky way promote a false impression of their production capacity. Avoiders Avoiders are considered to be extremely quite and reserved in nature. They fear taking responsibility on even very simple tasks and also prefer to work alone. Any form of criticisms will make them feel threatened. Analytical fellows People who are analytical in nature are said to be cautious, very intelligent and precise. The organization needs such people who can proofread even photocopies by checking materials even thrice before submitting. Students and project managers fall in this category. 4 EFFECTS OF SEXUAL HARASSMENT AND NEGATIVE ORGANIZATIONAL BEHAVIOR Effects on an individual Decreased job satisfaction Poor career development Loss of job Stress and anxiety Poor productivity levels Isolation and discrimination Effects on a business Financial effects Increased legal, compensation, counseling, mediation and training costs for the organization resulting in bankruptcy in the long run Health effects Worker health deterioration and poor commitment to work one develops mental and physical disturbances leading to poor concentration due to distress, anxiety and chronic stress resulting in severe mental illness Teamwork effects Breakdown of individual, team or personal relationships within the organization Public image Public and customer related effects such as bad publicity whereby people start to brand the organization bad names such as ‘a difficult place to with’ which is not good for the organization. Production efficiency Reduction in production, efficiency and profitability levels hence business collapse. It prevents effective production of the individual in terms of his or her output resulting in subsequent loss of employment Conflicts Dealing with people who are attackers in nature will automatically lead to quarreling among people in the organization. SOLUTION TO SEXUAL HARASSMENT AND ORGANIZATIONAL BEHAVIOR 1. Development of a sexual harassment and bad behavior prevention policy It is important that a sexual harassment and organizational prevention policy is put in place and quickly implemented by employers to guide every worker in the organization on the expectations of the employer regarding his or her conduct and other appropriate behavior expectations. This policy can be part of the Workplace Health and Safety Act of 1995 developed by the United Nations or it can be a solo-policy as long as it conforms with other Human Rights policies. The policy should be written in such a way that all the workers can read and understand very well and ensured that everybody accesses it easily. It should also contain such elements as; the value statement which describes the organizations commitment to eliminate the vice completely, provide a clear definition of harassment and the impacts of the same by singling out examples of deviant behavior in the policy. Proper obligations of every worker should be clearly spelt out starting with the manger on top to the watchman at the gate so that each individual understands his or her role in the organization and desist from interfering with other people. It must also encourage employees to report all forms of workplace harassment and make a commitment to fairly investigate the allegations. The policy should finally provide agreed penalty for defaulters. 2. Managerial solutions and responsibilities Managers have a responsibility to ensure that the cultural behavior of their organization is positive although their control over certain workplace behaviors. This is subject to factors such as the organizational size, work overload, manager’s attitude towards change and the perceived importance of the issue to the organization. To avoid more sexual harassment and bad organizational behaviors, managers can practice the following measures; Leverage work schedules so that interaction between bad individuals and the rest is minimized. Provide counseling services. Evaluate the cost/benefits of keeping such members in the organization and fire them if possible. Use the sandwich technique while communicating with junior members. 3. Implementing an effective complaint and grievance handling system Proper handling of formal and informal complaints on workplace harassment is an important factor in preventing the hazard5. Solving a problem informally usually is less expensive and requires little resources because it involves open discussions between the parties in the dispute. In a formal case, a simple procedure should be developed to settle cases of workplace harassment. An efficient process is to report the issue to a specified officer, commence the investigation, attempt a resolve the conflict and finally allow for appeal. 3. Training Training is important to enable the employees to learn good values that will ensure that they behave very well and interact with every employee or member of the organization. 4. Others; Building of teamwork. Effective disciplinary measure. Conclusion Sexual harassment and organizational behavior is a critical for an organization in terms of its final production level. The answer to bad behavior within the organization is good management. References Dalton, F. (2006): The Seven Types of Organizational Behaviors Academy of Management Review; vol. 9 Pages 32-75 Ellicker, J.D. (2004): The Role of Leader-Member Exchange in the Performance Appraisal Process; Journal of Management, vol.32, No.4, 531-551 Maundy, L. (2001): An Introduction to Human to Human Resource Management: Theory And Practice: Macmillan, Palgrave Morrison, E.W. (2006): Doing the Job Well; An investigation of Pro-social Rule Breaking; Journal of Management, vol.25, No.5-28 Richard, P and Mate Jr. (1997): Sexual harassment, context Neutrality: A publication of the Human Rights Watch Group for disadvantaged persons Sparrow, P. and Hilltop, J. (1994): European Human Resource Management in Transition: Prentice Hall, London Thomson, C. and Rampton, L. (2003): Human Resource Management. Melbourne press, New York United Nations Human Rights code of conduct for employees Act of 1995: Sexual harassment in Europe; What Employers must know? Read More