Disciplinary actions will be stated within thirty working days following the receipt of the report of the investigator. The organization may, at its discretion conduct an independent review of the alleged sexual harassment.
Training Programs for Eliminating Sexual Harassment in the Workplace
Carl Rogers identified 'accurate empathy...nearly 50 years ago...as one of the three necessary and sufficient facilitative core conditions for therapeutic change..." (Farrow and Woodruff, 2007) Giving the appearance of being 'empathic' is quite different from actual 'empathic accuracy of clinicians and counselors is related to successful therapy outcomes." Ickes (2003) suggested "the most general implications involve ways to improve the selection and training of psychotherapists." (Farrow and Woodruff, 2007) Study findings have demonstrated that feedback assists individuals in development more "accurate empathic inferences." (Farrow and Woodruff, 2007) the work of Galinsky, Magee, Inesi, and Gruenfeld (nd) states findings that when those in the position of power gain the perspective of individuals who are less powerful and develop a sense of responsibility "...their behavior resembles the ideal perspective-taker, showing increased generosity and more individuated impressions." Additionally stated is that the factor of "culture" may well be a "...critical variable in determining when power leads to perspective-taking and when it leads to egocentric self focus. (Galinsky, Magee, Inesi, and Gruenfeld, nd)
SUMMARY and CONCLUSION
Sexual harassment in the workplace is a problem that often can be mitigated and corrected through enabling the offenders empathic perspective concerning their behavior and the true and actual reactions of the individual whom they have offended and not only is this method effective but it is one that restores the workers within the organization rather than being forced to dismiss the offender because in many cases those who commit the offense of sexual harassment are lacking in empathic accuracy and once trained in this area do not commit the offense of sexual harassment in the workplace again because they gain a new understanding from the other individuals perspective.
Bibliography
Bierhoff, Hans Werner (2002) Prosocial Behavior. Psychology Press 2002.
Chen, S., Lee-Chai, a.Y., & Bargh, J.A. (2001). Relationship orientation as moderator of the effects of social power. Journal of Personality and Social Psychology, 80, 183-187.
Copeland, J.T. (1994). Prophecies...
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