Sexual Harassment
Workplace Sexual Harassment: A Legal and Psychological Overview
Workplace Sexual Harassment, as delineated in the text by Anne C. Levy, & Michele A. Paludi (2001) is a complex issue, marrying human psychology and human sexual and cultural assumptions with the daily demands of the business environment, an environment that can be stressful for everyone where personal relations are concerned. This is why Part I of the text explains not only the American legal system regarding sexual harassment and employment law. It also looks at sexual harassment from a psychological perspective, how women have been perceived in the modern, American workplace. The two perspectives are married in many legal instances. For instance, in terms of setting what the courts have variously considered harassment, the courts have eventually evolved what is called a 'reasonable person' standard as to what constitutes harassment. This has changed and evolved, however, as cultural norms regarding masculinity and femininity have changed and evolved. It has also been challenged by the 'reasonable woman' standard of what constitutes sexual harassment, given the different socializations of the genders regarding sexuality. (Levy & Paludi, 2001)
Part II of Levy and Paludi's text offers case studies centering on the establishment and enforcement of an effective workplace policy statement prohibiting harassment and the enforcement of grievance procedures for investigating complaints. Although both authors acknowledge that personality conflicts between employees will occasionally occur, regardless of the gendered makeup of the workplace, they stress that sexual harassment has occurred when an individual is prevented from doing his or...
sexual harassment, and discuss aspects like defenses, judge ruling basis, cause of action, and employee's and employer's civil liability. Both discrimination and employee laws will be applied here. Sexual Harassment Background Information The issue of sexual harassment at workplaces poses an ethical problem, with around 50% of all women employees experiencing it during some point of time at their workplace; the effects of sexual harassment on people are always negative, and
Sexual Harassment It is important to note that apart from serving as a centre for economic gains, the workplace also serves as a second home as well as a critical social network. Just like any other social network, the workplace also tends to have a distinctive culture which in some cases could be a field of gender-biased traditional beliefs. It is these gender-biased traditional beliefs that at times expose individuals (typically
2010). That said, Perry notes that "we know surprisingly little" about whether the training actually creates "positive change"; and given that lack of specific knowledge, the authors present what they call the "best training practices" that are available for HR departments and managers (187). The "best practices" factors that have proven successful in preparing HR professionals in matters of sexual harassment include: a) "Pre-training factors" (an assessment of who needs
Sexual harassment in the workplace is a widespread problem and a serious issue not only because of moral and ethical violations but also because of legal repercussions involved. While the issue is serious and attention is being paid to curtail it, there still remain some ambiguities due to which it is not easy to determine what actually constitutes sexual harassment. For one, we must understand that sexual harassment is not
Sexual Harassment Should a person (employer or employees) be held liable for unintentional sexual harassment? If yes, under what circumstances? If no, under what circumstances? Give examples of particular cases that address both circumstances. Sexual harassment is defined as "any verbal or physical behavior with sexual connotations that brings discomfort or degrades the work environment, where the aggressor takes advantage of his or her position or repeated involvement to impose such behavior
It is no longer acceptable to just pretend that there isn't a problem and hope that it all goes away (Cooper, Golden, & Kent-Ferraro, 2002, 164). The problem of sexual harassment in the workplace is not a new problem and will continue to be a problem for some time to come. And not only is it a problem that has been around for a while it is expanding to include
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