Sexual Harassment as an Increasingly Problem in Some Occupations - Coursework Example

Student’s Name: Professor’s Name: Subject: Sexual Harassment as an increasingly problem in some occupations and types of organizations Date: Introduction Sexual harassment is increasingly becoming one of the major problems facing leaders at places of work. Miller and Jentz (2000, p.54) defines sexual harassment as unwelcome advances for sexual favours which creates a hostile environment or causes tangible job detriment. It is a type of discrimination that occurs in the workplaces based on sex. It is notable that people who are sexually harassed within their workplaces, they feel that their sense of personal dignity is highly undermined. As a result, such individuals fail to accomplish their tasks or jobs effectively. Therefore, if sexual harassment is left unmonitored in the workplace, it can potentially develop to violent behaviours (Ontario Human Rights Commission 2015). It should be noted that organizational practices greatly constrain the care-related efforts made by women, for instance, discrimination related to assessment protocols as well as care advancement, women are crowded into the most disadvantageous jobs. The practices raise concerns about the consequences associated with gendered-role expectations. Sexual harassment being one of the indicator of women’s lived experience particularly on the job, has not received much attention. It is important to note that sexual harassment manifests itself in various ways, such as touching, forced sexual contact, hostile environment created by gestures, comments, sexually-oriented objects and pictures as well as quid pro quo arrangements. In some instances, sexual harassment in the workplaces occurs due to derogatory sexist remarks (Charmberlain et.al 2008, p.263). The study aims to analyze the claims that: organizational attributes influence the occurrence of workplace sexual harassment and the manner in which the act manifests. This will involve a critical analysis of various literatures to determine whether if or not sexual harassment is more likely to be a problem in certain occupations and organizations as well as suggestions on how to deal with the issue. Sexual harassment is more likely to be a problem in some occupations and types of organizations The fundamental question is whether or not anyone can be sexually harassed. Theoretically, it is relevant to point out that sexual harassment behaviour is a gender-neutral offense. This implies that men can be caught responsible for sexually harassing women, and on the other hand, women can equally be held responsible for sexually harassing men. However, research shows that a large number sexual harassment complaints and charges are from always claiming to have been sexually harassed by their counterpart-men (Nolo 2015). Studies indicate that male workers who harass women particularly on the job they not only annoy them, but also remind these female workers of their vulnerability, subject the women to tensions that make them to assume that their jobs are more difficult. As a result, women become hesitant to look for other higher paying jobs because they perceive the tension to be even more in other workplaces (Petrocelli & Repa 1999). This implies that sexual harassment is an exclusively horrific act because it subjects the victims to an environment or climate of intimidation and repression. Therefore, it is relevant to point out that a woman who becomes the victim of sexual harassment is as equally as one who has suffered other gendered-related crimes, such as rape and battering. Normally, such a woman blames herself and lacks trust in her own self-worth (MacKinnon 2013). It is apparent that sexual harassment is just but an unwelcome behaviour which lacks mutual understanding. Psychologically, this behaviour hurts the individuals or women involved as well as create a bad image of the work atmosphere. In this case, sexual harassment is a demeaning behaviour that shows the abuse of power in the organization (Christine et.al 1999). A part from the partial definition of sexual harassment by the subjective experience, it is also crucial for the management of an organization to understand how the victim experiences such behaviours. By considering the impact of sexual harassment on occupational outcomes, it is notable that organizational psychology literature mainly examines the relationships between the behaviour and occupational well-being of the victims. Specifically, sexual harassment lowers employees’ organizational commitment, the level of performance and production. Studies indicate that employees who continuously experience sexual harassment, they report various aspects of depression and anxiety, impaired psychological well-being as well as post-traumatic stress disorder, high cases of team conflicts and poor justice perception. Increased incidences of sexual harassment make it more severe and disruptive. Although sexual harassment cannot be controlled completely, this does not mean that it should be ignored in the organizations. Instead, efforts are made to avoid and confront or seek social support (Cortina & Berdahl 2008). Since organizations are developed in the broader socio-cultural environment in which patriarchy and pervasive practices of gender socialization are common, such environments influence individuals for advancing and subjecting others to sexual harassment at work. From the socio-cultural expectations point of view, therefore, men tend to decide the types of roles they think are relevant for women as well as how to associate with them in their places of work. On the other hand, women who experience or suffer the pain of going through sexual harassment often refer to the existing norms and the positions they hold within the patriarchal social structure in making the decisions regarding whether if and how to respond. Whereas socio-cultural realities help us to develop a clear view of the social backdrop for occurrence of sexual harassment, it is worthwhile to mention that organizational attributes are also key determinants of the incidents and forms its occurrence (Charmberlain et.al 2008). Ways to prevent sexual harassment in occupations and organizations It is worthwhile to mention that ignoring problems associated with sexual harassment can cost an organization a huge amount of money particularly in low productivity, absenteeism, high employee turnover and low morale. Therefore, clear and more proactive formal policies must be developed and strictly followed against sexual harassment within the workplaces. It is crucial for managers to understand that an effective sexual harassment policy is one that emphasizes the illegality related to this behaviour. This implies that such a policy should ensure appropriate complaint process is followed to protect the confidentiality for an individual subjected to or victim of sexual harassment. In so doing, the witnesses or victims are encouraged to report immediately any incidences that may lead to the occurrence of the behaviour. A complete sexual harassment policy has to be given to all employees of an organization. In addition, employers can schedule seminars on sexual harassment as a way of enhancing company-wide knowledge of the policy against such intolerable behaviour in the organization (Feminist Majority Foundation 2014). Generally, all organizations whether small or medium sized enterprise need to adopt and implement a zero tolerance towards unwanted or harassing behaviour. This purposely helps to identify and avoid incidences of sexual harassment. On the other hand, victims of sexual harassment need to be encouraged to raise complaints on particular activities that may cause the intolerable behaviour to enable their organizations take the necessary action internally prior to presenting the unresolved case to higher legal constitutions. This clearly indicates that organizational climate and the management norm play an integral role in the organization because they are influential factors that determine the attitude of employee involving in sexual harassment. Although it seems that the sexual harassment issue cannot be entirely eliminated, taking the initiative to keep the associated incidences in minimal can be achieved only if the employees as well as other people become well-informed about the cause and effect of the sexual harassment behaviour (Jahya 2014). Employers or organizations must be aware that have a responsibility to promote a workplace that is free of sexual harassment. Although this sounds as a legal obligation, an element of business sense also incorporated in this obligation. This means that if employers fail to address the issue of sexual harassment and allow it to dominate in their workplaces, they will have to incur a high cost associated with low productivity, poor employee morale and lawsuits. Therefore, organizations should conduct training sessions on sexual harassment for their employees. This will enable them to understand what sexual harassment is and ensure that employees are aware that they have a right to work in an environment from this intolerable behaviour. As a result, employees will be required to review their complaint procedures as well as be encouraged to use it raise their harassment complaints. It is also important for an organization to conduct a separate training session on sexual harassment for supervisors and managers to educate them the effects of the behaviour on overall organizational performance. Through these training sessions, therefore, supervisors and managers will be able to learn more about sexual harassment and how to effectively deal with the associated complaints (Nolo 2015). Conclusion Based on the above discussion, it can be concluded that sexual harassment is more likely to be a problem in certain occupations and organizations. It is apparent that sexual harassment occurs in various ways, such as touching, forced sexual contact, hostile environment created by gestures, comments, sexually-oriented objects and pictures as well as quid pro quo arrangements. If sexual harassment is left unmonitored in the workplace, it can potentially develop to violent behaviours. Sexual harassment lowers employees’ organizational commitment, the level of performance and production. Despite the fact that sexual harassment cannot be controlled completely, its effects have not been ignored in the organizations because efforts are made to avoid and confront or seek social support. List of references Chamberlain, J.L, Crowley, M., Tope, D & Hodson, R., 2008, ‘Sexual harassment in organizational context,’ Work and Occupations, Vol.35, No.3, pp.262-288. Christine, L., Williams, P.A. Giuffre, K.D., 1999, ‘Sexuality in the Workplace: Organizational Control, Sexual Harassment, and the Pursuit of Pleasure,’ Annual Review of Sociology, Vol.25, pp. 73-93. Cortina, M.L & Berdahl, J., 2008, Chapter 5: Sexual harassment in organizations: A decade of research in review, pp.469-492, The Sage Handbook of Organizational Behaviour. Feminist Majority Foundation, 2014, Preventing Sexual Harassment in the Workplace, Wilson Boulevard. Jahya, A., 2014, ‘Understanding sexual harassment: Predictors and consequences,’ Journal of HRM and Labour Studies, Vol.2, No.2, pp.25-33. MacKinnon, C., 2013, Sexual harassment of working women, Yale University Press. Miller, R. L & Jentz, G. A., 2000, Business law today, International Thomson Publishing Europe, London. Nolo, C.D., 2015, “Preventing Sexual Harassment in the Workplace: The essential guide to handling workplace harassment and discrimination,” Retrieved May 8, 2015 from, Ontario Human Rights Commission (OHRC), 2015, “Sexual harassment in employment (fact sheet),” Retrieved May 8, 2015 from, Petrocelli, W & Repa, B.K., 1999, Sexual Harassment on the Job: What it is & How to stop it (4th Ed.). Read More