The Effects Of Power Play On Sexual Harassment

The Equal Employment Opportunity Commission sued Mitsubishi Motors in April of 1996 in regard to claims of widespread sexual harassment at the company’s plan in Normal, Illinois. “The lawsuit contends that as many as 700 women were subjected to groping and sexual remarks, creating a "hostile and abusive work environment" that went unchecked for years at the Mitsubishi Motor Manufacturing of America plant” (“U.S. Charges,” 1996). It is despicable that situation like this was allowed to happen and perhaps even more astonishing is the magnitude at which it took place. While most of the harassment “came from male assembly line workers or low-level managers,” high-level managers at plant knew of the offenses and allowed them to take place without consequences (“U.S. Charges,”

Sexual harassment is a demeaning practice, one that constitutes a profound affront to the dignity of the employees forced to endure it.  By requiring an employee to contend with unwelcome sexual actions or explicit sexual demands, sexual harassment in the workplace attacks the dignity and self-respect of the victim both as an employee and as a human being. Sexual harassment is well defined as an unwelcome sexual request for sexual favors and other verbal or physical conduct of a sexual nature. In many countries, sexual harassment is considered a form of sexual abuse and employment discrimination. Sexual harassment is most prevalent is organizations both professional and academic, though it can occur almost anywhere.

This is a sexual harassment claim. The supervisor must follow the company’s policies. An investigation must be conducted and in the end it must be made clear the company’s standards for this type of behavior.

Sexual harassment is bullying or coercion of a sexual nature, or the unwelcome or inappropriate promise of rewards in exchange for sexual favors. Harassment in itself is illegal but sexual harassment takes a different form. Although illegal, it may not be taken as serious as it should. Badgering charges are normally an offense, yet that grouping does not nullify the reality of a provocation charge. Harassment charges don't rebuff lead yet rather rebuff certain sorts of disturbing or irritating correspondences.

According to Gwynedd Lloyd in Gender and Education, 42% of women within the white collar work force say that their male supervisors often put them down in ways of verbal and emotional abuse. These women also said previously, that the

Harassment has no boundaries when it comes to race, age, or gender. As mentioned previously, there are sometimes underlying problems when it comes to lower-status positions and high-status positions. Power can be dangerous in the hands of the wrong person and can often be said in the workplace where power can lead to sexual harassment. Debbie Dougherty, an assistant professor of communication in the College of Arts and Science at the University of Missouri-Columbia, did an assessment based on opinions and perceptions of 23 participants. The study was focused around the question “why does sexual harassment occur?” and the most common answer that came up was “power.” One thing Debbie noticed was the fact that men and women had different opinions

Workplace bullying/ non- sexual harassment needs to be addressed in the same manner that sexual harassment would be dealt with. Sexual harassment needs to be reported to the human resources office, and if the issue is not properly handled or it’s dismissed, a harassment claim needs to be filed with the Equal Employment Opportunity Commission (EEOC).

Sexual harassment in the workplace has become more common in today’s society and both men and women can be victims of sexual harassment in the workplace. “A study conducted showed that out of 20,000 employees surveyed, 42 percent of women and 15 percent of men responded that they had experienced some form of sexual harassment in the workplace” (York, 1989, p. 831). Also, most employee’s do not say anything about the harassment because he/ she feels ashamed or feels that the upper management will not believe his/ her story of the harassment, so many victims stay quiet until he/ she has had enough. Another reason why employees do not come forward when sexual harassment has occurred is because the employee is scared about how the employer will retaliate to his/ her harassment complaint. The EEOC has implemented several laws to protect the employees from discrimination, but these laws also protect the employees from retaliation. Retaliation can occur when an employer punishes an employee from participating in legally protected activity (Miles, Fleming, & McKinney, 2010). It is important to note some important cases in which involved sexual harassment and retaliation and how the ruling

She's right about coming to a friend for emotional support and could act as a witness if the situation worsens. Assert efforts discussing about the matter in a proffessional attitude to the harasser. Avoid being alone wiht the harasser send him a letter or email to keep their relationship professional and that you are not interested. Keep a record of all incidents such as where it took place, date and time, what words were exactly used, how you felt and witnesses. Record through your phone when suspecting incident is about to happen but be wary about the laws as it may be illegal in some states. If all else fails file a complaint and consult legal aids within that area. You may get something back if you get fired for reasons arising from sexual

Sexual harassment is a pervasive problem that can happen to men and women in many kinds of organizations, but most cases are reported in the workplace. Many employees still face sexual harassment regardless of their race, color, gender, age or title in an organization. Most of the cases presented and filed involve women who have been sexually harassed by a male counterpart in the victim’s workplace.

One of the biggest issues representing a barrier to the amelioration of sexual harassment is reluctance on part of the women to label and/or report incidents of harassment (Marin et al., 1991). The majority of sexual harassment victims are likely to ignore harassing behaviors (Cammaert, 1985); this has been referred to as the ‘silent reaction to sexual harassment syndrome’ (Brooks & Perot, 1991) and may serve to perpetuate the existence of sexual harassment. Approximately 50% of women in diverse organizations reported experiencing unwanted and offensive sex-related behaviors at work (Fitzgerald et al., 1988; Schneider, Swan, & Fitzgerald, 1997), but fewer than 20% of the women reported these behaviors as constituting sexual harassment (Barak,

In this research paper I would fully discuss what sexual harassment. I will start on the origin of sexual harassment and how it came into law. I will discuss what environment of sexual harassment looks like in the work place. The reader should be able to discover the different types of sexual harassment: Quid pro quo and Indirect. I will show you illustrated trends of sexual harassment in the work place over the years. I will discuss how sexual harassment affect both parties, meaning the employer and the employee. I will back up theses affects by laws that are set in place to protect the employee and hold the employer responsible. I will give an analysis on recent litigation involving sexual harassment in the workplace. In my conclusion I will give a recommendation on how to prevent sexual harassment in the workplace and what management can to protect their employees.

Unlike the majority of men, women are often over sexualized by their male coworkers and end up being treated in ways that are degrading and disrespectful. The sad truth is that if these women were in fact male they would have to put up with next no harassment, proving the unequal treatment of women in their places of work. Sexual harassment in work place first gained national attention in 19191 when President Bush nominated Clarence Thomas to US Supreme court. Thomas’s former assistant testified that he had sexually harassed her by making a series or sexually inappropriate comments, overtures and solicitations while acting as her supervisor. (Issues and Controversies) This is not the only sighted case of sexual harassment in the work place. It is reported that 81 percent of women are verbally harassed and 44 percent have encountered unwanted toughing and sexual advances (__) This form of harassment is degrading to women, putting them in a place that men perceive to be below them and shows the inequality that is present in the life of an everyday working

Relevant law and Legal standard: When deciding whether unlawful conduct has occurred or if the company faces a legal risk it is important to know the policy, and in this case the company needs to know about the sexual harassment policy done by the US department of state. The US department of state defines sexual harassment as “unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitutes as sexual harassment when an employment decision is made that affects that individual because the individual rejected or submitted to the unwelcome conduct or the conduct unreasonably interferes with an individual’s work performance or the conduct creates an intimidating, hostile or abusive work environment” (State, n.d.). This policy also gives examples of what unwelcome actions could be that could make an individual feel sexually harassed, some of those are, sexual pranks or repeated sexual teasing, jokes in person or via email, verbal abuse of a sexual nature, repeatedly standing too close to or brushing up against a person, repeatedly asking a person to socialize during off duty hours, making or posting sexually demeaning or offensive pictures, cartoons or

Think about having to be forced or coerced to demeaning and misappropriate conduct day in and out because you fear losing your job or being demoted to a less desirable position.  Focus on how many victims of sexual harassment underwent calling out sick so that they would not have to be manipulated into doing acts that were degrading and immoral with someone they believed they could trust, like their supervisor.  Moreover, walking into an atmosphere where work is not fun, but stressful and causes you much anguish and dissatisfaction, only because you are having to undergo much discomfort and shameful acts. Further, think about the thought of walking into your office everyday in anxiety and fear because you need your job and want your job. However, but you did not ask for the unwelcome sexual gestures, inappropriate touching, pressure to perform certain unlawful duties or be given stipulations such as do as you are told and instructed or be terminated.  All the more, this is what many of the past case victims were accustomed to and subjected to each day while in the workplace. Consequently, this is what many victims of sexual harassment endure each day because they are too afraid to stand up and say anything to anyone because of fear of not being believed, afraid of losing their jobs, or generally because they were not sure what could be done.