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Harassment In The Workplace

1674 Words7 Pages

Harassment is one of the most frequently-discussed topics in employee relations today. There is good reason for that: no other kind of claim has quite the scare and shock value that a sexual harassment claim carries. Harassing and abusive behaviours at the workplace have deterimental effects on employees and organizations (Fitzgerald, Drasgow, Hulin, Gelfand, & Magley, 1997; LeBlanc & Kelloway, 2002). With the increasing diversity of the workforce, harassment on the basis of race and ethnicity has become a focal workplace issue. Studies have explicated the nature of ethnic harassment. They have included verbal and written comments, offensive symbols, ethnic jokes and slurs, as well as physical abuse (Harrick & Sullivan, 1995), and have been …show more content…

When racial tensions and harassment are present in the workplace, Brian can consider using periodic awareness training programs and counselling sessions to alert offending employees to the legal ramifications of their actions. Such programs can be used as part of the progressive discipline process just mentioned. Furthermore, these programs may reflect positively on management’s effort to maintain a cordial work environment when the administrative enforcement agencies and courts examine an organisation for signs of racial hostility.
Contemplating the regular Intra and inter-ethnic jousting in the firm, Diversity management should be given a thought, so that all managers can adapt to the workforce that consists of a diverse population of people. The diversity consists of visible and non-visible differences which will include factors such as sex, age, background, race, disability, personality and work style. It is founded on the premise that harnessing these differences will create a productive environment in which everybody feels valued, where their talents are being fully utilised and in which organisational goals are …show more content…

A well constructed and well-implemented plan within an organization may stop inappropriate conduct before it creates a problem for individual employees or the company. Moreover, Managers must ensure that such situations do not occur at workplace. Employees need to be informed and addressed on such matters. They must be aware of the law that protects them. Independent bodies must take the responsibility to make regular checks in organizations so as to question staff and ensure that everything is going on well with their

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Importance and benefits of managing this diversity There is prescription that a company could apply to be successful, therefore it depends on the capability of the leader to sort out what is best to the organisation based on the level of productivity of the workplace. Leaders and managers should know and recognise skills that are vital in creating a positive and effective diverse workforce. One day session of training and programs is inadequate to change a person’s behaviour and styles, therefore the company need continuous development, implementation and maintaining trainings and awareness foundation. The welfare of having a diverse workforce is that it brings a unique standpoint to the company.

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Under Title VII of the Civil Rights Act of 1964, businesses have a right to provide a work environment that protects employees from sexual harassment. In addition, even though federal law, Title VII is known predominantly for prohibiting workplace discrimination and harassment on the basis of an individual’s race, religion, color, national origin and sex; however, over the years, Title VII extended to include sexual discrimination such as sexual harassment. In view of that, managerial employees and supervisors should take immediate action when complaints of sexual harassment are brought to their attention so as to prevent further harassment and other preventable actions such as physical force to address unwelcomed sexual attention. Furthermore,

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1605 Words | 7 Pages

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In today’s era managers are challenged daily with disputes like ethics, diversity, working in teams, privacy, sexual harassment, and handling differences. Furthermore, these issues are discussed because they are constantly the debatable topics in the workplace. More importantly, handling differences and diversity is the current situations in the workplace. Moreover, a few managerial concepts must be considered, including selection methods, training and development, performance appraisal, and diversity management.

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1364 Words | 6 Pages

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In this milestone we will be looking at a few key items of employee and labor relations. Some items that this paper will cover are things such as employee discipline, performance management and employee and labor relations. First, we will start by looking at employee discipline. Employee Discipline: Analyze punitive and nonpunitive disciplinary approaches, and explain their impacts on employee relations. When talking about employee discipline there are two schools of thought.

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Sexual harassment and sexual assault are very serious issues happening today in the workplace. Women or men have suffered from unsolicited sexual behaviors that are typically provoked by someone “higher” in position. “Sexual harassment especially has been a fixture in the workplace since women began to work outside their homes” (Fitzgerald, 1993). It is solely the responsibility of the employer to ensure that all employees within are aware and are very cautions of laws, misconduct, and liabilities. Employers must enforce the Policy Prohibiting Discrimination and further extend those laws and guidelines to their employees.

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Supervising a diverse workforce can include various perspectives and cultural backgrounds that can lead to disagreements and frustrations. It is important to offer continuous coaching to surface the respect and understanding of how each employee can work together and lessen future conflict. This paper included an analysis regarding conflict in a diverse workforce, and the supervisor’s role in working with team members to understand the importance of overcoming and maintaining awareness in conflicted situations. The discussion also included strategies on how to coach and mentor employees to respect diverse perspectives, and contribute to a harmonious and interconnected

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