SEXUAL HARASSMENT.   Term Paper ID:29140 Click to get this paper

Essay Subject: Reviews issues relevant to municipal government.... More...

9 Pages / 2025 Words 14 sources, 19 Citations, APA Format $36.00 Return to List of Papers

Paper Abstract: Reviews issues relevant to municipal government. Legal definitions of sexual harassment. Two types: quid pro quo and hostile work environment. EEOC guidelines. Gender-based discrimination. Affect of sexual harassment on human resources management politics. Need for organization to adopt sexual harassment policies, evaluation and policy review. Outline. Paper Introduction: PUBLIC ADMINISTRATION & SEXUAL HARASSMENT: OUTLINE I. Introduction A. Purpose of review B. Organizational setting C. Policy context II. Types of Sexual Harassment A. Quid pro quo 1. Definition 2. Examples 3. Morale and motivation effects B. Hostile-Environment Harassment 1. Definition 2. Variants 3. Moral and motivation effects III. Org Text of the Paper: The entire text of the paper is shown below. However, the text is somewhat scrambled. We want to give you as much information as we possibly can about our papers and essays, but we cannot give them away for free. In the text below you will find that while disordered, many of the phrases are essentially intact. From this text you will be able to get a solid sense of the writing style, the concepts addressed, and the sources used in the research paper. Human resource practices, organizational climate, and customersatisfaction. Lying during crisisnegotiations: A costly means to expedient resolution. Reg. Balance theory explainssexual harassing behavior in those situations wherein the cognitiveperceptions and emotions of the parties involved diverge from one another.Within such a scenario, the harassing behavior will be unwelcome to thetarget party, while the response of the target party will come as anaffront to the perpetrating party (Monsour, Betty, & Kruzwell, 1993). References August, R. (2 1, August). Such actions couldrange from (1) policy development to (2) education and training to (3) tocorrective action to (4) disciplinary action. Relevance VI. The legalevolution of sexual harassment. Following thepolicy review, the conduct of a formal and confidential staff survey willdevelop reliable information concerning perceptions of sexual harassmentwithin the organization. Types of Sexual Harassment A. Journal of Social andPersonal Relationships, 1 (4), 529-55 . The role of opportunitystructures in older women's careers. Future actions (as describedabove) will require additional funding, some aspects of which (disciplinaryaction, as an example) may be quite costly. (1994, August). Second, the target must be therecipient of unwelcome harassment. Such policies shouldaccomplish the following (Satirin, 2 ): > Focus on prevention, provide procedures for implementation > Provide appropriate education and training for staff and management > Encourage victims of sexual harassment to report the behavior by guaranteeing them protection against retaliation > Ensure a commitment on the part of management to take prompt and effective disciplinary action against anyone who violates the policy > Include multiple access points to the grievance process, and > Ensure reasonable confidentiality. B. Public Administration Review, 55(4), 357-364. Organization and Social Issues Related to Sexual Harassment Several specific issues have emerged regarding hostile-environmentharassment. Risk Management, 42(2), 53-56. Not acting, however, couldeasily be more costly. Criminal JusticeEthics, 14(1), 49-62. Guidelines onharassment based on race, color, religion, gender, national origin, age ordisability. Definition 2. Examples 3. Goldsmith, E. Examples of such job benefits are promotions and salaryincreases denied because the plaintiff did not provide sexual favors to thesexual harasser. In its 1993 harassment guidelines, the EEOC stated specifically that:"sex harassment is not limited to harassment that is sexual in nature, butalso includes harassment due to gender-based animus" (Equal EmploymentOpportunity Commission, 1993, p. 16 9. A state ofpropinquity exists when two parties are in relatively close proximity toone another and where each of the parties may benefit through workingtogether. As is true in the case of quid quo pro sexual harassment, leftuncorrected by administration or management, the deteriorations in staffmorale and motivation may spread throughout and organization (August &Quintero, 2 1). Monsour, M., Betty, S., & Kruzwell, N. Costigan, R. Within the context of organizational budgeting, both the policy reviewand the staff survey will require funding. B., Shull, C., & Schmitt, N. (2 1, July-August). Future actions D. Topics include gender-based discrimination, the severity andpervasiveness of discrimination, the reasonableness of a harassmentcomplaint, and harassment's effects on employment.Gender and Sex Hostile-environment sexual harassment can be nonsexual in nature. (1999, April). Another problem inthis context is behavior that may be reasonable to men may not bereasonable to women. Whatever form hostile-environment sexual harassment develops, ittypically causes deteriorations in morale and motivation for victimizedemployees. Conversely, a sexual harasser may eliminate job benefitsfor a similar reason. Journal of Management, 27(4), 431-449. (1998, Fall). Within the context of this model, theexplanation of sexually harassing behavior is as a manifestation of actionbased on a feeling about a relationship (Suppes, Pavel, & Falmagne, 1994). Application, Confidentiality and Organizational Policies Sexual harassment policies, which are essential for organizations inthe contemporary social environment, also are a source of a confidentialityissue for human resource management in organizations. Fifth, the employing organizationmust have failed to take effective remedial action when the organizationeither was aware of the harassment or should have been so aware (Lee &Greenlaw, 1995). Quid pro quo cases continue to occur the contemporary period. In this type of case, a plaintiff (target of sexual harassment)attempts to prove that the sexual harasser denied the plaintiff access tojob benefits. When such situations arise in the work place, however,organizational power differences frequently characterize the parties in therelationship, which create a high potential for an abuse of therelationship by the party with the greatest power (Provasi, 1995). (1993, November). One perceptionof quid pro quo sexual harassment is that it amounts to sexual extortion.Regardless of the form it assumes, it is invariably debilitating to themorale and motivation of targets (the people harassed). (1995, February). V., Jr. Elements of effective sexual harassment policies V. Morale and motivation effects B. Severity and pervasiveness C. (1993). Examples are discharge and demotion. Sex Roles: AJournal of Research, 179-197. (1994). 51,266; Proposed to be codified at 29 C.F.R. Levels ofperspectives and perception of intimacy in cross-sex friendships: A balancetheory explanations of shared perceptual reality. Rogga, K. Sexual Harassment and Ethics and Organizational Theory A. "Inother words, the environment can be negatively focused against a genderwithout reference to sexual behavior. Administration & Society, 26(2), 185-2 3. (2 , Fall). Men and women supervisors' jobresponsibility, job satisfaction, and employee monitoring. One problemin applying such a standard is that behavior considered acceptable in somework sites may be unreasonable in other work sites. Fourth, the harassment must affect a term,condition or privilege of employment. Types of Sexual Harassment Sexual harassment was not prominent in the initial applications of theCivil Rights Act of 1964. "All they do is bitch, bitch, bitch":Political and interactional features of women's officetalk. First, the target mustbelong to a protected population group. The first refers to"epithets, slurs, negative stereotyping, or threatening, intimidating, orhostile acts" (Equal Employment Opportunities Commission, 1993, p. Introduction A. Instances can includeposters showing people explicitly engaged in sexual acts, E-mail messagesof a sexual nature broadcast to employees, and employee clothing, such astee shirts, with sexual drawings or slogans. Cost of not acting public administration & sexual harassment Introduction This research reviews issues of sexual harassment relevant to amunicipal government with approximately 2, employees serving a communitywith approximately 125, inhabitants. Provasi, G. (1995, Winter-Spring). The Equal Employment Opportunity Commission's (EEOC) 1993 guidelinesclassify harassing behavior into two categories. S., & Berman, J. Equal Employment Opportunity Commission. If something occurs to disrupt thisbalance, stress enters into the relationship. Burke, F. Quid pro quo 1. The second category under the EEOC guidelines consists of "written orgraphic material that denigrates or shows hostility or aversion toward anindividual or group ... Sexual harassment policies and confidentiality B. Budget requirements E. God's house, or the law's. Allowed to existunchecked, sexual harassment may adversely affect personnel morale andpromotion throughout an organization (Valentine, 2 1). Journal of ManagementIssues, 1 (3), 3 3-317. L., Schmidt, D. Amultidimensional study of trust in organizations. Concepts B. Variants 3. Representations andmodels in psychology. Creating a harassment-free workplace. Judicial rulings related to TitleVII bar any harassment or other unequal treatment of an employee that wouldnot occur except for the sex of the employee (Lee & Greenlaw, 1995). When the concept of propinquity explains sexual harassment in the workplace, the quid-pro-quo manifestation likely is involved. (2 1, June). Definition 2. The information developed through the policy review and the staffsurvey will provide directions for further action. D., Ilter, S. Journal of Employment Counseling,38(2), 62-81. Lee, R. The bounded rationality model causes individuals to both perceive andevaluate situations within the framework of their own belief systems.Thus, a male whose belief system incorporates some hierarchical concept ofgender roles may well feel that his behaviors, which are perceived assexual harassment both by the female target of his behaviors and the law,are acceptable socially (Provasi, 1995). A. A., & Quintero, V. Reasonableness and the reasonable person IV. Balance theory is a view of interpersonal relations thatposits that a situation develops as a subject's cognitive perceptions ofthe people with which he or she is in contact are in balance with his orher emotions toward those people. Evaluating Sexual Harassment in the Organization The initial step in the evaluation of sexual harassment in themunicipal government organization will be a policy review. (1995, July-August). The issues relevant to sexualharassment affect all of the human resource management policies of amunicipal government organization, as well as risk management policies. Over time, interpretations of the Title VII banagainst sex discrimination expanded Title VII to include sexual harassment,of which there are two basic types - quid pro quo and the hostile (orabusive) work environment (Lee & Greenlaw, 1995).Quid Pro Quo Quid pro quo harassment involves tangible aspects of an employee'sjob. Berman, E., West, J., & Cava, A. C. and that is placed on walls, bulletin boards, orelsewhere on the employer's premises or circulated in the workplace" (EqualEmployment Opportunity Commission, 1993, p. Ethics management inmunicipal governments and large firms. Valentine, S. Gross, A., & Finegold, M. The intuitive model is a representational model that explains aninterpersonal situation within the context of the formations of perceptionsabout the situation in the absence of conscious cognitive consideration ofthe nature of the situation. Satirin, P. Purpose of review B. Application, Confidentiality, and Organizational Policies A. C. Sexual Harassment, Ethics, and organizational Theory Within the realm of ethics, balance theory, the optimal rationalmodel, the bounded rational model, the intuitive model, and the concept ofpropinquity are relevant to sexual harassment in organizationalenvironments. 58 Fed. Gender and sex B. Gross and Finegold(1995) contend that organizational sexual harassment policies need toemphasize the prevention of inappropriate conduct. S. Yale LawReview, 1 8(6), 1433-144 . Evaluating Sexual harassment in the Organization A. Beyond the model of "bounded rationality."Italian Research in Sociology, 36(2), 251-278. Women andLanguage, 23(2), 19-25. Policy review B. Slapping a woman on the buttocks andreferring to women as being intellectually inferior to men also creates ahostile-environment (Costigan, Ilter, & Beman, 1998). R. Hostile-Environment Harassment 1. Moral and motivation effectsIII. Organizational setting C. 6). 67).Severity and Pervasiveness In order to establish the existence of a hostile environment, theplaintiff must show that the environment is sufficiently severe orpervasive. 5).Sexual harassment can occur in a variety of circumstances, including afterthe dissolution of a mutually consenting relationship (Rogga, Schmidt,Shull, & Schmitt, 2 1). Annual Review of Psychology, 45, 517-544. D., Jr., & Greenlaw, P. public administration & sexual harassment: outline I. Suchactions occur in both the public and private sector organizations.Typically, supervisors demand sex from their female subordinates, makethreats against employees who refuse their advances, and retaliate againstemployees who complain (Goldsmith, 1999).Hostile-Environment Harassment To prevail in a claim of hostile-environment sexual harassment, onemust demonstrate the presence of five conditions. One must show that severe sexually harassing behavior exists orthat the existence of sexually harassing behavior is long-standing andpervasive in the organization (Berman, West, & Cava, 1994).Reasonableness and the Reasonable Person The guidelines of the EEOC provide for judging conduct using areasonable person standard for socially acceptable behavior. Staff survey C. (1995, June). Suppes, P., Pavel, M., & Falmagne, J. The optimal rationality model holds that optimal outcomes occur onlywhen a harmonization of the interests of all parties to a situation occurs. Inthe street maintenance of a municipal government, as an example, femaleflag personnel at street maintenance sites may experience hostile-environment sexual harassment through the use by men of vulgar names forfemale employees or otherwise harassing female employees for no reasonother than that they are women. The optimal rationality model, therefore, does not so much provide anexplanation for the occurrence of sexual harassment in the work place as itoffers an ethical framework for the development of a solution to sexualharassment incidents (Burke, 1995). Third, the basis of the unwelcomeharassment must be sexual. Organizationa and Social Issues Related to Secual Harassment A. Policy context II. If this paper is not what you are looking for, you can search again: Search for: or Click here to request an essay written just for you.