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Therefore, the decision that she took is subjected to discussion so as to reveal the appropriate way forward.
Ordinarily, Helen does not want to disclose the issue the University council due to personal reasons. This is because she fears that the information may blow like wind and she may be the subject of discussion across the campus. This may bring trauma and she will be a laughing stock since she is a member of the campus sorority. This may also affect her performance in the classroom. Helen decides to report to the counseling service that is staffed by the University psychologists; here she believes that the information will not be disclosed. Legally, the clinical psychologists are bound by the Universities policies due to the fact they signed the article of association with the institution to reveal all the sexual harassment cases. It is therefore wise for them to remain faithful to their employer. However, this should be done within the clients-patient privilege of confidentiality.
Professionally, the clinical psychologists are secret agents and that is why Helen resolved to them. In the course of counseling therapy, Helen should disclose all her victimization and any other information that appertains to the sexual harassment. The psychologists having undergone thorough training should be in a position to explain the importance of revealing the information to the University and the importance of stopping the person in advance. However, they should assure Helen that the information will not be mishandled because they are secret agents. They are trained and therefore should perpetuate the policy of client-patient confidentiality.
The clinical psychologists are mitigates of problems and therefore should report the incident to the University. This is because Helen was assaulted twice which implies that the character in question is a serious perpetrator of sexual harassment and has some element of
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Some problems could be considered trivial and are immediately resolved in a short time frame. Others are more intricate and complex requiring third party mediation or resolution through the proper legal process. One of the complicated and continually existing dilemmas is sexual harassment in the work setting.
Human capital is an essential resource, and a fundamental element for organizational effectiveness is sound interpersonal relationships. These are nevertheless, compromised by the most controversial, intricate and wide-ranging human resource problem, that is sexual harassment.
Tracing the history of harassment in the workplace leads back to the incidents of harassment in the school. The usual behavior of young students is to have offensive actions against students of the opposite gender and more often than not these actions are dismissed as being normal for young people of their age ("Every Teen Counts" 1997).
Sexual harassment has been widely viewed as a stumbling block to the fulfillment of the achievement which requires integrating women in the job market. In the United States for instance, estimate by media and government surveys indicates that forty to sixty percent of women are harassed in their workplace while in Europe the percentage are slightly low ranging from forty to fifty percent.
An important concern here is that the Human Resource Director J. Bevins needs to provide the EEOC additional information about the charges including a signed statement from Jim Hudson, to whom did the Charging Party report about being sexually harassed to management, company's policy on sexual harassment, and personnel files of Charging Party and Jones etc.
First off, we must note that this is a serious situation that has not been presented seriously enough. The events that occurred were reported by officer A asking to speak to you in private, and it was a private conversation. One is apt to miss the gravity of the situation in such a case: This happens to be a case of sexual harassment, as we learn from Els Barry-in the case of Ireland-but of which there are thousands of available examples:
Verbal bullying (or harassment), whether it takes place in the workplace, on the playground, or between persons of different races, often causes the victim to feel terrified. Terror involves the intimidation of one person by another for the purpose of maintaining dominance over him or her (Coloroso, 2003).
ired in their organizations and were circulating the images and the names of those female employees in the company rating them according to their physical appearances. This document examines the conduct of the male executives in the accounting firm in order to determine whether
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