Violence and Sexual Harassment - Literature review Example

Introduction Sexual harassment is any behavior or an unwanted attention of a sexual nature that is offensive, embarrassing or creates a hostile and intimidating working environment to an individual. It ranges from annoying or distracting comments to acts of threat and demands involving sexual conduct (Barickman, Barickman, and Paludi, 55). Most victims can clearly describe how serious and what a serious problem. Sexual harassment is especially a problem in cases in which jobs are scarce and when one has few skills. Sexual harassment could occur between people of the same sex or the opposite sex. It commonly takes a pattern of behavior, but it can also take the form of a single incidence to direct towards a group of persons or an individual. It is noteworthy that all employees; whether supervisors, peers, or subordinates should treat one another with respect, tolerance, sensitivity, and impartiality. They should avoid any behavior that may create a hostile environment or intimidation at the work place. However, this is not the case in most of the workplaces as observed. Many types of behaviors fall under the same umbrella of sexual harassment. There are effective ways as outlined in the law to deal with sexual harassment. People consider sexual harassment as a “natural” practice based on pure sexual attraction (Petrocelli, and Barbara Kate, 3). A common say goes, “Boys will be boys”. They will always be attracted to women at all costs or any circumstance. Sexual harassment may result from the victim’s provocative dressing behavior, people stating, “she was asking for it” (Resnik 660). That statement is what most of the culprits say. They also believe that sexual harassment is justified because women are working in jobs traditionally held by men i.e. “it is men’s work; women should not be there.” The tradition that women should not have power still operates for some persons. In that, they believe that women should primarily be homemakers.In most cases, what follows is that there are no consequences for the harasser, no incentives to report sexual harassment (Baillien, Inge, and Hans 5). The victim receives blame while, in other cases, it is said that a work environment is permissive of sexual harassment. Sexual harassment is also about economic motivations. Men have used it in maintaining their competitiveness in the workplace. Their aim in doing this is to preserve their most rewarding jobs as they brand women in such positions as incompetent and unsuitable for such positions.Sexual harassment is a dignity insult in the workplace. Some theories characterize sexual harassment as a violation of dignity. They aim at prohibiting harassing behavior towards all workers regardless of gender (Heather, Vanessa, and Deborah 4). In fact, some Western European countries address such issues as “moral harassment,”, “workplace bullying” or “mobbing” thus; they focus less on the issue as a gender dynamic and more on the question of rights for all workers. Sexual harassment refers to any interaction be it verbal, or physical, that causes displeasure. This interaction could be verbal abuse, jokes, or conversations about sex or sexual suggestions or explicit language about sex that offends another person. Pressure for sex e.g. one could be flirting, asking for sex, staring or brushing up against a person’s body, is an offensive behavior. It includes any physical contact that a person does not want like patting, pinching, hugging kissing or any unneeded touching (Baker 23). Showing any sexually explicit or degrading materials like posters, calendars, graffiti, or clothing with an offensive message is another conduct considered sexual harassment (Barickman, Barickman, and Paludi 133). Short message services (SMS) in mobile phones and emails or other communication tools that display offensive language is sexual harassment. A work-related event that is sexually oriented is a serious offence considered harassment. In some cases, an employer or fellow employees may demand sexual favors for a job favor in return. An employer could make decisions about a person depending on whether or not the person submits to sexual demands (Baillien, Inge, and Hans 3). This request could be for promises of giving promotions, hiring, and pay raise or in order to keep one’s job. The employer could be making discriminatory remarks from time to time. This behaviourt is harassment if it’s offensive or a person objects to it. The remarks are a form of sexual harassment if it makes one uncomfortable, creates a hostile atmosphere, or interferes with one’s job. Research has found out that sexual harassment comes from someone a person dates or previously dated especially in the case of sharing a common workplace. Sexual harassment has been a problem ever since, and women (who are the principal victims) have put up with it because there has been no easy escape. The fear of retaliation especially in the low-security jobs and the absence internal complaint procedure has been contributing to victims putting up with the problem (Heather, Vanessa, and Deborah 6). The fear of misunderstanding and getting dirty reputations also has contributed to the same. However, the increasing number of women in the workplaces notifies the public of such issues. If this happens, reputedly and the person hates then one should do the following: 1) One should speak immediately at the time of happening; show no attention. If it is a matter of touching, then one should express his or her displeasure when talking. A person should say this firmly without smiling. One should be clear in showing the dislike of the behavior and that it should not happen again. 2) Keep a record of what is happening in a diary or book, kept safely so that no one can reach it to add or subtract information. The victim should write the date, time, place, and the happenings. Quote down all that said, and keep all materials that one could have received e.g. letters, cards, emails, SMS (Short Message Services), and notes. 3) One should also talk to a trusted co-worker whom about the issue, who will keep watch. Find out if the same person has ever harassed anyone else or if someone else has ever left the job because of the same behavior. One should have a witness at least in one incidence or more of the harassment. 4) If the harassment does not stop after several verbal warnings, have a written warning and keep a copy of the same (Raver, and Michele 4). In this case, use of a carbon paper and keeping a duplicate copy help in keeping records for evidence. Communicate all your feelings explicitly in the warning note. One should talk about the incidences that happened and that one did not like, talk of the comments or compliments made that cause discomfort. Explain your expectations and tell the harasser that your relationship should be purely professional. 5) If this does not work out, then send a copy of the letter to the supervisor. Ensure to keep a copy, as this will act as evidence in a formal complaint or lawsuit. Use formal procedures, if it does not work at the supervisor’s level then report it to the human resource as further procedures will follow. 6) Seek legal counsel about what your organization should do. Send your attorney the legal information and he/she may decide that certain actions necessary based on self-protection. Note: One should never ignore a problem, as this will not make it go. Although this problem affects men, it has mostly affects women. This is understandable in the way power gets distributed in the work place; women workers are typically far below on the organizational ladder, and those in the supervisory positions are mostly males. Male professors, for example, can easily take advantage of the female students. Men are the dominants in professionals like engineering, even though the number of women is increasing. In such cases, the instructors, union officials, and supervisors are men who are subject to harassing the women. Therefore, if women remain silent, “workplace sexual harassment will continue as a personal problem rather than a social issue”. Filing up a complaint against an employer is costly and defending the lawsuits is time consuming. The probability that the employer will win is also higher; therefore, one should follow the above listed procedures before taking action. There are many negative effects of sexual harassment on the job. The harasser could have immediate gains as feeling the sense of power, getting pleasure and amusement, and he may gain the advantage over his victim in the current work situation or environment. The long-term gains of the harasser include the subordination of the victim in the workplace, exclusion of the victim from the workplace, or the reduced competition for highly rewarding jobs. Sexual harassment also has serious physical and psychological health effects on the victim (Baillien, Inge, and Hans, 7). She may suffer serious forms of stress anxiety, depression, and fatigue, which directly affect the quality and productivity of work. Other potential losses could be; weight loss or gain, loss of appetite, sleep disturbance, headaches, and post-traumatic stress disorders. The victim will get financial consequences. Sexual harassment hits the heart of the self-sufficiency economy of women thus disrupting women’s earning ability by removing them out of the workplace. Work performance decreases as the victim focuses on dealing with harassment. There is increased absenteeism, to avoid harassment or due to illness from stress which results to sick leaves without pay (Barickman, Barickman,, and Paludi, 134). This affects the victim financially, and leads to termination of job, loss of job references / recommendations, and loss of career. The victim also suffers from social stigmatization in that she could get retaliation from the harassed friends and colleagues of the harasser should she complain (Baker, 30). The victim could receive accusstions regarding of her dressing manner and lifestyle. The employer too suffers an immense deal of low productivity, as victims are unable to function at their normal productivity level. The perpetrators succeed in blocking the company from progressing. The company loses, out because the best candidate for a job may not have the opportunity to fill it. The employee morale decreases due to the hostile working environment or the conflicts and stresses caused by the harassment. There is the problem of staff turnover, as not only the victim may decide to resign from work but also the witnesses or observers (Petrocelli, and Barbara Kate 5). The employer also suffers direct expenses such as costs due to sick leaves, health benefits, monetary damage awards to victims and legal expenses. The community suffers the continued sexual inequality and subordination of women and the lost productivity especially with direct or indirect dependency on the products or services of the company. There are the heaping social and emotional impacts on the victim that affects the victim’s family and the broader community. Courts and government agencies have made it clear that sexual harassment on the job is illegal. Title VII of Civil Rights Act of 1964 (42 U.S.C. Sec. 2000e) is the law against sexual discrimination and harassment at the work places. The EEOC, equal Employment Opportunity Commission, enforce Title VII. Both employees and employers should comply with the law and recognize situations of potential liability. Guidelines of sexual harassment in the work place (29 CFR 1604.11) given by the EEOC in November 1990. Sex harassment according to findings from research is all about power, and this is a violation under section 703 of Title VII. Sexual harassment has made subordination of women a continuous process. It has been a means through which men assume power over women via threats or violent actions, the continuation of gender stereotypes and control of the economy. Women encouraged arising and fighting for their rights since the law is on their side. Works cited Baillien, Elfi, Inge Neyens, and Hans De Witte. "Organizational, Team Related And Job Related Risk Factors For Bullying, Violence And Sexual Harassment In The Workplace: A Qualitative Study." International Journal Of Organisational Behaviour 13.2 (2008): 132. Informit Business Collection. Web. 5 Apr. 2012. Baker, N. Carrie . The Women's Movement Against Sexual Harassment. Cambridge, England, UK: Cambridge University Press, 2008. Print. Barickman, B. Richard, Barickman Richard and Paludi , A. Michele . Academic and workplace sexual harassment: a resource manual. Albany, NY: SUNY Press, 1991. Print. Heather Antecol (a, ⁎), 1) Vanessa E. Barcus (b, and d, 2) Deborah Cobb-Clark (c. "Gender-Biased Behavior At Work: Exploring The Relationship Between Sexual Harassment And Sex Discrimination." Journal Of Economic Psychology 30.(2009): 782-792. ScienceDirect. Web. 5 Apr. 2012. James C. Resnick."Sexual Harassment at Work: Why It Happens, What To Do About It." Personnel Journal 59 (1980) :658-662. Print. Petrocelli, William, and Barbara Kate Repa. Sexual Harassment On The Job / By William Petrocelli And Barbara Kate Repa. Berkeley : Nolo Press, c1992., 1992. NUCAT. Web. 5 Apr. 2012. Raver, Jana L., and Michele J. Gelfand. "Beyond The Individual Victim: Linking Sexual Harassment, Team Processes, And Team Performance." Academy Of Management Journal 48.3 (2005): 387-400. Business Source Complete. Web. 5 Apr. 2012. Read More