Note: Sample below may appear distorted but all corresponding word document files contain proper formattingExcerpt from Term Paper:
Janove (2001) does point out that there are many victims of sexual harassment in the workplace, but that often those most affected tend to keep quite, or attempt to avoid their harassers altogether when possible.
In a case study the author points out that some managers still fail to take action against supervisors or managers that may be engaging in sexually harassing behaviors, in part because they may be engaging in similar behaviors themselves. This was shown to be more often the case in a male dominated work environment that one that was more gender neutral.
Silence according to the author does not indicate a lack of knowledge regarding HR law or sexual harassment issues, but rather suggests that many employees have expressed a desire to avoid conflict rather than face the consequences of coming forth against harassers.
The author cites a study reported by Joan Kennedy Taylor in "What to do when you don't want to call the cops" which reveals that when women are propositioned they are more likely to be offended, whereas when men are propositioned in the workplace they are more likely to be flattered. This study is supported by numerous other studies that suggest that gender differentiation does exist with regard to perceptions of sexual harassment in the workplace.
Both of the articles reviewed examine sexual harassment from a similar perspective. They both acknowledge the prevalence of sexual harassment and note that gender differentiations still exist in the workplace with regard to perceptions of sexual harassment. The first article and the second acknowledge that numerous studies have been conducted (Blumenthal, 1998; Blakely et. all, 1998) which acknowledge that sexual harassment is more often perceived as offensive by males than females, more often acceptable to males than females, and that more behaviors are considered harassing to females than males in the traditional work environment.
Each of the authors in the articles reviews cites literature studies that also concur with the conclusions drawn, suggesting that as a whole sexual harassment continues to be a pervasive problem within the corporate workforce that more negatively impacts the female population than the male population.
There is a large body of evidence suggesting that workplace discrimination is an insidious problem that in some instances is ignored for fear of conflict in the workplace. According to both articles, women are less likely to come forward about sexual harassment if they have been truly victimized for they fear the results of such admission and the effects of admission of sexual harassment on their job or future with the organization.
From both articles one might also conclude that sexual harassment in some organizations may be more acceptable and commonplace than others. Both articles cite examples of organizations that are more male dominant, and suggest that sexual harassment is more of a problem in these types of environments.
While the first article focuses simply on differences in sexual harassment perceptions between men and women, Janove (2001) focuses on reform, suggesting that employers can avoid lawsuits by acknowledging the pervasiveness of sexual harassment in the workplace and taking active steps to educate and reduce the incidence of sexually harassing behavior. This is perhaps the primary difference of the two articles.
Despite the first article's lack of emphasis on reform, it does present the idea that reform is necessary and should take the form of gender specific training. From each of the articles one might conclude therefore that sexual harassment training might need to be more gender oriented or specific, since the dominant theory revealed seems to be that men and women view sexual harassment in the workplace very differently.
Blumenthal, J.A. (1998). The reasonable woman standard: A meta-analytic review of gender differences in perceptions of sexual harassment. Law and Human Behavior, 22, 33-57
Blakely, G.L.; Blakely, E.H.; Moorman, R.H. (1998). "The effects of training on perceptions of sexual harassment allegations." Journal of Applied Social Psychology. 28(1):71-83
Janove, J.W. (2001). "Well below the threshold for sexual harassment can help you avoid an unexpected lawsuit - Legal Trends/Practical Insights." HR Magazine, November. 14, November, 2004: http://www.findarticles.com/p/articles/mi_m3495/is_11_46/ai_80327075
Rotundo, M., Nguyen, DH, Sackett, P. (2001). "A Meta-Analytic Review of Gender
Differences in Perceptions of Sexual Harassment." Journal of Applied Psychology, 86(5):914-922. 12, November, 2004:
Employees have more difficulty identifying this type of harassment and therefore it is more problematic to address (Icenogle, Eagle, Ahmad, & Hanks, 2002). It occurs where an employee endures catcalls and other comments about their manner of dress. If the comments are unwelcomed and incessant, the action of these employees becomes sexual harassment. Another example of this type of behavior also relates to the act of continuously asking a
Construction of survey and questionnaire to conduct a study of a specific segment of police officers at the local level. Such questions (as examples below suggest) will ask the following and remain confidential: (1) Were they provided with appropriate training? (2) How do they feel when faced with such situations? (3) Have they been provided with counseling? (4) Have they witnessed such a situation and if so with who? (5)
). This is especially true since American men and women tend to hold dramatically different views concerning what types of behaviors equate to sexual harassment, making the management of this issue even more challenging (Elkins et al.). There remains a lack of research, though, concerning what types of actions are most effective in reducing the number of sexual harassment claims in the workplace, as well as how employees actually feel
Sexual Harassment in the hotel housekeeping department by Oliveira and Ambrosio is an exploratory paper on the incidence of sexual harassment of hotel housekeeping staff in Portugal. The idea of the paper comes from the case of the harassment of a maid in New York by a French politician. This makes the topic of the paper both timely and relevant within the larger context of both human resources study in
Sexual Harassment Case Studies Mitsubishi Motors Manufacturing A class action lawsuit was filed in a federal court in Illinois by the U.S. Equal Employment Opportunities Commission against Mitsubishi Motor Manufacturing of America Inc., a subsidiary of Mitsubishi Motors Corp., in April of 1996 (BHRRC 2009). The suit listed an extensive list of sexual harassment incidents affecting more than 300 women working at a manufacturing facility in Normal, Illinois, including subjection to fondling,
Harassment Case Sexual Harassment at Teddy's Supplies: Case Analysis Teddy's Supplies' CEO has asked you to advise him on the facts of the case and your opinion of their potential liability. Write a memo to him that states your view of whether the company is exposed to liability on all issues you feel are in play. Include in your memo any laws that apply and any precedent cases either for or against
Women in the military reported being sexually harassed at six times the rate of civilian women, and reported being sexually assaulted at more than twice the rate of civilian women. Moreover, women in the military seem even more hesitant than civilian women to report sexual assault or sexual harassment. Civilian women were almost three times as likely to report sexual harassment as women in the military. Moreover, while both
"Sexual Harassment An Analysis A" (2004, November 14) Retrieved October 20, 2016, from http://www.paperdue.com/essay/sexual-harassment-an-analysis-a-59465
"Sexual Harassment An Analysis A" 14 November 2004. Web.20 October. 2016. <http://www.paperdue.com/essay/sexual-harassment-an-analysis-a-59465>
"Sexual Harassment An Analysis A", 14 November 2004, Accessed.20 October. 2016, http://www.paperdue.com/essay/sexual-harassment-an-analysis-a-59465