Sexual Harrasment at a Workplace

1. SEXUAL HARASSMENT AT A WORKPLACELECTURER : MISS NORUL HUDA BINTI TAJUDDIN PREPARED BY : MUHD DANIEL CLASS : BM1115F

2. INTRODUCTION

3. Sexual harassment in any form is unacceptable behavior and should not be tolerated by anyone. It undermines ourability to study, to work, and tofeel like effective, empowered people in the world.

4. Sexual harassment in the workplace is illegal because it represents an abridgment of the victims right to equalopportunity, privacy, and freedom from assault

5. CAUSES OF SEXUALHARASSMENT

6. Such men often even think that women take their harassment as a compliment.SOCIALISATION

7. In times of uncertainty, fear, limited promotionopportunities, retrenchments, personal stress andperformance pressure, there is a real danger that sexual trading of sexualharassment andfavours will form part of thepower games played. POWER GAMES

8. MORAL VALUES, DIVORCE & CULTURAL DIFFERENCESsome men and women come to work inastate of emotionaldistress that could make themvulnerable to sexual harassment.

9. AGGRESSIVE OR BRAVADOMen in groups oftenbehave differentlyfrom how they wouldas individuals. Alone,those men would probably beharmless, or less bold.

10. The credibility of the victim isoften called into question, as itis usually her word against that of the harassments. The victimmay be very embarrassedby the events, or afraid of ridicule or revenge

11. TYPES OFHARASSERS

12. MR MACHO OR ONE-OF-THE- BOYSWhen groups of men embarrasswomen with comments, or evenphysical evaluation, and displayof sexually distasteful posters.Most women experience this as humiliatingand disturbing.

13. excessive complimentsThe gallant paysand makes personal comments thatare out of place or embarrass the recipient. Humansneed some appreciate recognition and genuinecompliments, comments focused on the appearance.

14. The opportunistUsually fairlypromiscuous inhis attentions to female staff,suppliers or clients. Specialoccasions are also opportunity to insiston kisses.

15. Man insists on sexual favours in exchange for benefits he can dispense because of his position: getting or keeping a job, promotion, orders and bank overdrafts.THE POWER-PLAYER

16. THE SERIAL HARASSERThis person is compulsive and often has serious psychologicalproblems. He carefully builds up an image so that people will findit hard to believe ill of him and strikes in private against that of asubordinate. He can do a lot of damage before he is found out.

17. The trigger to this persons behaviour is usually psychological, but more situational than compulsive. Incidents are often linked to specific life situations or emotional that suppress thehigher brain functions, such as Alzheimers and alcoholism. THE SITUATIONAL HARASSER

18. WAYS ONPREVENTION OF SEXUALHARASSMENT

19. ADOPT A CLEAR SEXUAL HARASSMENT POLICYThat policy should define sexualharassment, state in no uncertain termsthat will not tolerate sexual harassment,state that you will discipline or fireany wrongdoers or set out a clearprocedure for filing sexual harassmentcomplaints.

20. TRAIN EMPLOYEES ReviewTeach employees complaint procedurewhat is sexual harassment, & encourageexplain that employees employees to use ithave a right to a workplace freeof sexual harassment

21. TRAIN SUPERVISORS AND MANAGERSDo a separate training fromemployees. The sessions shouldeducate managers andsupervisors about sexualharassment and explainhow to deal with complaints.

22. MONITOR YOURWORKPLACE Get out among your employees periodically. Talk to them about the work environment. Ask for their input. Look around the workplace itself.

23. If someone complains about sexualharassment, managerimmediately toinvestigate the complaint.Manager response should beswift and effective. TAKE ALL COMPLAINTS SERIOUSLY

24. CONCLUSION

25. People have different perceptions of what constitutes sexual harassment but behavior is more likely to be seen as harassment if there is a power difference between the person being harassed and the harasser. Women are sometimes reluctant to label their ownexperiences as sexual harassment because they do not think they are serious enough; this obviously has implications for research which seeks to clarify theprevalence of the problem. But sexual harassment doeshave a negative impact both in the short and long term.

26. REFERRENCES1)(Sherwyn, D., & Tracey, J. B. (1998). Sexual- harassmentliability in 1998goods news or bad news for employers andemployees? The Cornell Hotel and Restaurant AdministrationQuarterly, 39(5), 14-21. doi: 10.1016/s0010-8804(98)89033-22) Dobbin, F., Kelly, E.L. How to stop harassment: Professionalconstruction of legal compliance in organizations (2007)American Journal of Sociology, 112 (4), pp. 1203-1243. Cited 34times.3) Baker, D.D., Larntz, K., Terpstra, D.E. The Influence of IndividualCharacteristics and Severity of Harassing Behavior on Reactions toSexual Harassment (1990) Sex Roles, 22 (5), p. 305.4) Adams-Roy, J., Barling, J.Predicting the decision to confront orreport sexual harassment 1998) Journal of OrganizationalBehavior, 19 (4), pp. 329-336. Cited 26 times.

Sexual Harrasment at a Workplace

Education