Character Analysis: Developing A Voice By Lisa Baxter

1. The sexual harassment issue experienced by Julie from her co-worker, as well as the “ogling” she faced

Authors in many instances use the main elements in the story such as setting and narrative to prove a point in the story. For example, writers often use characters, their actions, and their interaction with other characters to support or prove a theme. In the short story “Our Thirteenth Summer”, Barry Callaghan effectively uses characters to develop the theme that childhood is fragile and easily influenced. One of the ways that Callaghan makes effective use of characters to develop the theme is by describing the tension between Bobbie and his parents. This usage of characters supports the theme because Bobbie’s childhood is no longer free to do what he wishes, but has to bow down to his parents’

Eliminate sexual harassment against women at work, educational institutions and the provision of goods and services.

When Maalick originally went to Marta Ford he spoke to her about the questions regarding his religion his co-coworkers had been asking. Rather than disregard his concerns she should have been proactive in addressing the issue rather than waiting until it got worse. She could have held a meeting with everyone in the facility and reminded them of the company policy regarding harassment. According to Gomez-Mejia, L., Balkin, D., & Cardy, R. (2012) companies that are proactive toward issues are better prepared to deal with future problems. Had she done this the issue likely would not have escalated to the point that it became a hostile work environment for Maalick. To prevent the situation from happening in the future Marta Ford could provide additional training to all employees and require annual retraining so that all employees and management are aware of company policies.

Even though Sarah have not yet encountered sexual harassment or other discrimination litigation problems in her current job, such cases were very common in several other organizations that she has worked for. One common thing in these organizations was that she personally did not receive any training regarding Equal Employment Opportunity laws. The information presented about these laws, in her current organization was printed on a poster and posted in the

An outsider has different social, emotional, and moral views to the outside world, and this influences the outsider’s sense of self, and opinions of their world. The protagonists from both The Catcher in the Rye and The Year my Voice Broke take pride in their quirks and nonconformity, without becoming downtrodden or antisocial; making them motivational, inspiring characters for readers to relate to. Holden Caulfield is the misguided storyteller, the wandering young man from The Catcher in the Rye, a man who’s been through great trauma and despite his pain and swiftly deteriorating mental health, is trying to find his place in a world he feels is at odds with him. Similarly, Danny from The Year My Voice Broke is trapped in the typical teenage love triangle despite being anything but typical himself, struggling to be with the girl he cares so deeply about, without losing who he really is, or who he cares about.

In corporate America, sexual harassment is a huge concern amongst many organizations. The matter of sexual harassment is an issue that needs to be immediately attended to in

This article Discusses the case of Christine Franklin. Franklin was a sophomore at the time of the sexual harassment and abuse claims.

The court should take a look at what the partners said like, “she was sometimes overly aggressive” (Nkomo, Fottler, McAfee, 7 edition, p. 57). The judge should rule in favor of Thelma Jones because she is being sexually discriminated. The employer did in fact discriminate unlawfully because you’re not allowed to tell a woman to be more “femininely” just to get a higher position.

The women in this case felt discomfort when they felt mistreated from their male managers in the form of sexism along with unfair pay and lack of promotions. In this case, a woman was told to doll up and to wear makeup in order to advance which is a perfect example of one’s boundaries being pushed while making them feel uncomfortable. The next conflict event was annoyance. According to the Huffington Post article regarding the case, there was a significant difference between the level of experience between male and female workers along with their opportunity for promotions. The male workers with less experience got promotions compared to the female workers with years of experience and positive performance reviews. Male workers were also paid more compared to their female coworkers. Being passed over for jobs was evident to the women identified in this case which lead to the awareness of gender discrimination, the next conflict event, in a diverse workplace with men and women with their only similarity being that they are Wal-Mart employees. The awareness of gender discrimination faced by thousands of female employees led to conflict, the last conflict event where a class-action lawsuit was filed against Wal-Mart despite them saying that they were a diversity encouraging, fair treatment, and nondiscriminatory company (Shapiro,

Work place policies regarding sexual harassment is the main issue discussed in this article. Sexual harassment has continued to be a challenge within the workplace. According to a recent review of sexual harassment related resolutions, employers have paid over $732,976.00 in sexual harassment fines (Hobson, Szostek, & Fitzgerald, 2015). The EEOC has issued written guidelines for appropriate strategies employers should use to handle workplace sexual harassment and specific ways to address it. It is the employer’s duty to proactively work to protect all employees from any type of sexual harassment by following sexual harassment policies and procedures that are put in place. Failure to implement and follow the policy and procedure in the workplace can and most likely will lead to liability should an EEOC investigation or lawsuit occur. The employer needs to disperse copies of the policies and procedures and post them in central locations throughout the organization and address sexual harassment in the employee handbooks. The policy and procedures need to clear

Julia Martinez is not comfortable working with her boss. Her boss is making graphic comments and touching her when nobody is around. He is basically harassing her. However, it is her word against his because nobody has witnessed the incidents. This issue is of high significance for the organization. The company could be held responsible for what happens in the workplace.

During the last decade women have begun to speak out against sexual harassment which has made many employers set a zero tolerance of sexual harassment in the workplace. In most organizations there are policies and guidelines created to eliminate sexual harassment in the workplace and procedures to follow if an employee feels that they have been sexually harassed.

Sexual Harassment comes in many forms and weather spoken, verbal, written or the behavior itself, it makes the person uncomfortable and the end results is all same, Sexual Harassment is unwelcome and unwanted behavior. Sexual Harassment discrimination is illegal. It is the employer obligation to make sure their organization and employees have protection from discrimination. This paper will show that Jacksonville shipyard acted unethically by failing to protect one of their employees Lois Robinson. Jacksonville Shipyard was well aware that Ms. Robinson faced sexual harassment on a daily basis by her male co- workers. Once Lois complained to Management that she objected to the co-workers behaviors , instead of helping her they made

Kellie Stephens provides exemplary training and development programs. She and the company’s goals are to provide in-house training seminars with up-to-date sexual harassment and safety procedures. She also understands the need for management training including people skills which include “communities of practices”, “snack and chat”, and consistent implementation of PAC policies. Communities of practice continue growing in its efforts with different departments coming on board with the program. Snack and chat gives employees the opportunity to discuss and be heard about their ideas with which to continue PAC’s performance. The managers including Dick Remington and Gary Stephens are not accepting of the proper procedures with which PAC’s Code of Ethics consist of. These are a few to the many who are accepting of the proper training procedures. Training can always use improvements with learning how to learn in mind. Each individual person learns differently. Developing action plans for managers and employees who have completed training which provides continued efforts for encouragement and feedback. Individuals who display success with learning techniques and reach desired goals within the action plan will become the coaches and role models for new trainees. With simple in-house developments on training, we as a company can continue to succeed with the goals of