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Personal Video Recorder Essay

1464 words - 6 pages

Week 2 - Case Study Analysis 1
Cherie A. Parker
University of the Potomac
BUS 520 - Human Resource & Organizational Behavior
September 11, 2014
Professor James Booker

Abstract

Civil rights activists in the United States used nonviolent means to protest unequal treatment during the 1950s, which led to the passage of important nondiscrimination laws and guaranteed an equal opportunity for employment to all. Employment discrimination against different classes of people has been long practiced by U.S. employers. To ensure that organizations comply with antidiscrimination legislation, the EEOC was established to monitor employers’ actions. Thereby requiring effective management ...view middle of the document...

This behavior mostly occurs when job benefits are made contingent on the provision of sexual favors. When a sexual advance is rejected by an employee it can result in loss of employment or other benefits in job. Quid pro quo harassment also occurs when an employee makes an evaluative decision, or provides or withholds professional opportunities based on another employee's submission to verbal, nonverbal or physical conduct of a sexual nature.
In my experience sexual harassment is viewed by people differently. Men are usually the ones that claims are brought upon, and openly disagreed because they do feel that their simple” cat call or “simple” constant brushing against is nothing more than that. Due this mentally most don’t realize that their behaviors are consider sexual harassment. Legally, “simple” cat calls or constant brushing up against is not a defense when faced with charges of sexual harassment, it is real.
For years men have been allowed to get away with sexual harassment in the workplace. This behavior seemed to have been the norm in the workplace until things began to change when laws were enacted that held employers liable for this time of behavior, more and more allegations were came to the forefront. In the past men felt as long as there isn’t any physical contact with their female counterpart they are not violating what we know now as sexual harassment. In my experience and as a female I can say that women are much more sensitive can easily be offended to what may be considered as casual touching, than men are, particularly in the workplace. According to Equal Employment Opportunity Commission (EEOC) more than 80% of sexual harassment charges filed involved harassment of women by men (EEOC 2013). This 80% consist of the cases reported, there’s no telling how many unreported cases are out there, and not reported for fear of being ostracized or being retaliated against.
This problem can be reduced and/or completely eliminated if business leaders and human resources (HR) professionals conduct regular training sessions, create, review, and distribute policies against this behavior and last, but not least, enforce the policy. The worse thing is for employers to have policies that are not being enforced. This suggests to employees that sexual harassment is acceptable or at a minimum tolerated. Companies who follow such an inappropriate protocol are asking for huge problems including possibly huge financial losses.
According to Business & Legal Reports, Inc., from 1991 to 1997 awards in sexual harassment suits grew from $7.1 million to $49.5 million. We would hope this statistic alone encourage employers to strictly enforce solid prohibition of sexual harassment policies and to conduct regular sexual harassment training. I believe it’s imperative that every employer have an affective sexual harassment program and all employees are made to attend from the top leadership to the lowest level employee. The...

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