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Personal incident that I witnessed at work was a case of sexual harassment on the part of one employee towards another. The behavior was ethically questionable at best and the incident was in line with ethical issues regarding sexual harassment in the workplace. This paper will describe the incident, define the ethical issues inherent in the incident, and discuss the ethical principles associated with the behavior.I was working in a library when I witnessed a male employee sexually harass a female employee in the library's stacks. He was commenting on her choice of a top and telling her lewdly that he could see part of her anatomy through the top. He was not doing this in a sensitive manner but rather in a suggestive manner and even in a hostile way that I found to be aggressive. It was obvious that he was hurting the feelings of the girl and making her feel bad by his comments. She even told him to stop and he persisted, continuing his remarks about her body. After a while, she did not seem to know how to respond, as repeated requests for him to stop made no impression on him and he continued his harassment of her. So she ignored him, and when the male employee walked away, I told the female employee that I would support her if she wanted to report the incident as sexual harassment, as I witnessed it and heard...
My co-worker thanked me and said she did not know what she would do, whether she would report it or not. I did not feel comfortable with the situation as it was and reported to my manager my own feelings on the matter, as I was unsure of what I should do -- whether it was my co-worker's place to report the incident or whether I had a responsibility to report it as I had witnessed it. My manager, for her part, was also unsure of what policy to follow and seemed to indicate that she did not want to have to deal with any such situation at all unless the worker who was harassed actually came forward and made a statement. While I could understand this position, it did not feel completely ethical to me.
Having become aware of ethical principles in this class, I now know why my manager's position did not feel completely ethical. From the perspective of stakeholder theory, I had a right and responsibility to report what I saw as sexual harassment, even though I was not the party harassed. Because I was a worker in the organization, I was impacted at least indirectly by the harassment and could see how such behavior, if tolerated, could lead to a decline in morale and a feeling of hostility and instability in the workplace. As a worker there, I could report the incident based on the concept that…
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
Sexual Harassment on the Job Sexual harassment in offices and also in educational environment makes an atmosphere, which degrades individuals and puts a depressing influence on personal actions and efficiencies and output of the organization and self-esteem of the establishment as well. Since public opinion to this touchy problem has lately been sharp, a lot of uncertainty continues to be present, regarding the appropriateness of the very action, as also the
Sexual harassment can be legally defined as "verbal or physical behavior of a sexual nature, aimed at a particular person or group of people, especially in the workplace or in academic or other institutional settings, that is actionable, as in tort or under equal-opportunity statutes" ("sexual harassment," 2012). If a person in authority such as a boss, mentor, or official is found pressurizing a person holding an inferior position with
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
3) Implement formal and informal problem solving mechanisms, grievance procedures, investigative measures, and disciplinary procedures to resolve sexual harassment complaints. 4) at least once a year, conduct training sessions for employees. These sessions should teach employees what sexual harassment is, explain that employees have a right to a workplace free of sexual harassment and review your complaint procedure and encourage employees to use it. 5) at least once a year, conduct training
At all times, a compliant organization will provide the following to all/each staff/employee: A non-hostile work environment An anonymous and secure system for staff to report sexual harassment/ethical concerns Quick and responsive, unbiased, comprehensive & objective investigation into all claims A safe and courteous atmosphere for our patient population and for our staff An environment void of preferential treatment or discrimination based on gender An environment void of preferential treatment Interim & annual training sessions conducted