Sexual Harassment
Sexual Harassment In The Workplace
Introduction
Sexual Harassment cost an organization $6.7 million each year (Mahabeer, 2013). This is due to loss efficiency, replacement of employees being harassed, and employees calling off due to the strain of the torment. While most employees who are being harassed decide to leave their position, if they choose to persist, they strain to dismiss or avoid the harasser. Sometimes, even in trying to deflect or ignore the harassment, the emphasis is still rife. Sometimes reporting the harassment does not resolve the issue. In fact, in most cases the harassment seems to get worse, especially, when the harasser knows they have been reported. They will start teasing or saying things that may not quite cross the line, and are not enough to get them into any addition trouble. When women are sexually harassed by a man, it represents a lost of power. On the other hand, if a woman sexually harasses a man, it is viewed as repayment for what men have done to women over the decades (Lightle, 1992). The men in the workplace are having a difficult time adjusting to the stereotypes that is placed on the women in the workplace (Lightle, 1992). With the given shift in the workforce, women are in positions of control and power, which seems to affect men who have become accustomed to the outdated ways of the past (Lightle, 1992). Individuals who sexual harass others, are finding it difficult to remold their mind set (Lightle, 1992). Whatever the reason, sexual harassment is inexcusable (Lightle, 1992). Some men and women sexual harass others, because they have become comfortable with the environment within the organization. When the organization starts changing their outlook and begin carrying out policies and procedures, the employees who are doing the harassing, cannot change. And since change is difficult for some people, they just rather not. Even if it hurts their professional growth. The most effective weapon
Introduction
Sexual Harassment cost an organization $6.7 million each year (Mahabeer, 2013). This is due to loss efficiency, replacement of employees being harassed, and employees calling off due to the strain of the torment. While most employees who are being harassed decide to leave their position, if they choose to persist, they strain to dismiss or avoid the harasser. Sometimes, even in trying to deflect or ignore the harassment, the emphasis is still rife. Sometimes reporting the harassment does not resolve the issue. In fact, in most cases the harassment seems to get worse, especially, when the harasser knows they have been reported. They will start teasing or saying things that may not quite cross the line, and are not enough to get them into any addition trouble. When women are sexually harassed by a man, it represents a lost of power. On the other hand, if a woman sexually harasses a man, it is viewed as repayment for what men have done to women over the decades (Lightle, 1992). The men in the workplace are having a difficult time adjusting to the stereotypes that is placed on the women in the workplace (Lightle, 1992). With the given shift in the workforce, women are in positions of control and power, which seems to affect men who have become accustomed to the outdated ways of the past (Lightle, 1992). Individuals who sexual harass others, are finding it difficult to remold their mind set (Lightle, 1992). Whatever the reason, sexual harassment is inexcusable (Lightle, 1992). Some men and women sexual harass others, because they have become comfortable with the environment within the organization. When the organization starts changing their outlook and begin carrying out policies and procedures, the employees who are doing the harassing, cannot change. And since change is difficult for some people, they just rather not. Even if it hurts their professional growth. The most effective weapon
References: Garman, A. (2013). Increasing the Effectiveness of Sexual harassment Prevention Through Learner Engagement. ProQuest UMI Dissertations Publications. Retrieved from http://search.proquest.com.library.capella.edu/docview/1417041951?pq-origsite=summon Lightle, J. (1992). Sexual Harassment in The Workplace: A Guide to Prevention. Course Technology Crisp. Retrieved from http://site.ebrary.com.library.capella.edu/lib/capella/docDetail.action?docID=10058844 Mahabeer, P. (2011). Sexual Harassment Still Pervasive In The Workplace. Retrieved July 2, 2014, from http://jobs.aol.com/articles/2011/01/28/sexual-harassment-in-the-workplace/ McGuinness, k. (2013). Sexual Harassment Hurts Careers. Retrieved June 25, 2014, from http://www.fem2pt0.com/2013/03/25/sexual-harassment-hurts-careers/ Serepca, B. (1995). Sexual harassment. The Internal Auditor, 52 (5), 60. Retrieved from http://search.proquest.com.library.capella.edu/docview/202733664?accountid=27965