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Culture: Workplace Diversity and Managing Differences
An Experience of Sexual Harassment
Numerous definitions have been put forth to explain the term 'sexual harassment'. I, personally, think of sexual harassment as any form of degrading comments, gestures, or sounds directed at a person on the basis of their sex, even when there is no physical contact involved. A friend of mine had this male supervisor who just wouldn't stop making funny comments -- 'that skirt doesn't work for you', 'you need something shorter', 'why can't we just run off and get married?', and so on; and he would do so even when there were people around. Well, at first she considered this to be his 'unique' way of showing appreciation, but when push came to shove, she confronted him. The advances, however, still went on, and she was disturbed by the fact that he looked at her as an object and acted like he had power and control over her. She approached the departmental manager, explained that she was trying not to lose respect for her supervisor, and was transferred to another department, this time in a supervisory role. It was a promising opportunity, but she had to quit the job after some disgruntled employees began to spread rumors that she was sleeping her way to the top....
To me, this amounted to sexual harassment because even though there was no physical contact, the comments and gossip directed at her portrayed her in a sexual way and tarnished her image in the eyes of her colleagues.
Section Two: Managing Differences
Conflict is almost inevitable when people work in a team or group (Lussier, 2008). This is because people hold different viewpoints and opinions, and when these fail to agree, differences are deemed to arise. It is how these differences are managed, however, that determines whether conflict will escalate to unhealthy levels. I, personally don't enjoy arguing with people, so whenever someone does or says something that I do not agree with, I just give my opinion, and if it appears like there is going to be an argument, I just let it go -- compromise just so there will not be a full-blown dispute. However, this strategy may change under various circumstances:
If winning is everything - in this case, I would be more interested in winning than in maintaining the relationship. I would first try to give my views and explain to my opponent why I do not agree with theirs. If they still do not agree, I would look for evidence presented in books or other relevant material to back…
References
Lussier, R. (2008). Management Fundamentals: Concepts, Application, Skill and Development (4th ed.). Mason, OH: Cengage Learning
Masters, M.F. & Albright, R.R. (2002). The Complete Guide to Conflict-Resolution in the Workplace. New York, NY: AMACOM
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