Sociology Essays Sexual Harassment Work

Sociology Essays inner Harassment deedSexual Harassment WorkIntroductionIt is only in the past ten years or so that intimate demeanour has been researched. The history of the term cozy behavior is thus short. Sexual torture accounts for behavior that is soci all in ally, morally and verbally unacceptable at the move around place. This leads to an antagonistic environment to range in. Physical and mental health is worsened. The entire life of a person whitethorn be doomed after a horrific experience at the workplace.Definition of Sexual Harassment According to the University of California, Los Angeles (UCLA)Sexual anguish is unwished-for advances, requests for intimate favors, and other verbal or bodily conduct of a sexual nature, when submission to or rejection of this conduct explicitly or implicitly affects a psyches employment or education, unreasonably interfered with a persons work or educational performance, or creates an intimidating, inimical or offensive wor king or learning environment.The joined Stated couple fight Opportunity Commission (EEOC) defines sexual torment in the following wayWhen an individual is facing uninvited sexual advances, favors, or verbal or physical abuse, and his/her employment is cosmos affected by this, it is termed sexual anguish. (EEOC).Continuous pestering by team mates at work is becoming part of the norm nowadays. Sexual torture involves sexual bias. The term can be defined as any unwelcome verbal, visual, or physical conduct of a sexual nature that is harsh and affects working conditions pessimistically. According to Fitzgerald, Sexual harassment is difficult to measure and difficult to prove. A variety of effectuate follow such behavior. Livingstone (1982) describes how cultural standards aggravate a womans knowings of coercion following sexual harassment since socialization seems to give men the by rights to practice sexual encounters, and women atomic number 18 the main victims of these unpl easant acts.Sexual harassment can be distinguished asQuid pro quo in which the employee is demoted or cut backgraded due to a refrain from sexual inter work on.Hostile working environment, in which undesirable conduct of a sexual character creates a painful work atmosphere for some employees.Gender harassment is basically when a woman is treated differently because she is a woman. This includes general sexist remarks and behavior (Fitzgerald 1990). This creates a hostile environment for women. Gender harassment differs from quid pro quo, in that the latter constitutes a sexual activity which is specifically linked towards rewards or punishments.There atomic number 18 four levels of factors affecting sexual harassmentThe individual,The interpersonal,The institutional andThe socio culturalSome figures on Sexual Harassment in the WorkplaceThe following table shows a record of sexual harassment casesPercentage of cases in companiesOutline of sexual harassment%Insinuating remarks55.2Gr abbing, deliberate touching39.8Insinuating gestures30.3Staring, meaningful glances28.4Seemingly accidental touching25.4Insinuating jokes23.9 stipulation for sexual action20.4Derogatory remarks19.4Insult after the rejection of an approach12.4Showing, distribution of pornography11.9Displaying pornography10.4Promise of pros for sexual sessions8.0Whistling at the back of a person7.5Physically violating to force sexual action6.5Fear of professional drawbacks in cases of rejection of advances6.0Threat of physical hostility to force sexual activity3.0 character BMFSFJ, Beschftigtenschutzgesetz in der Praxis, Berlin, 2005 the figures do not reflect the incidence but only the allocation of forms of sexual harassment in the cases reported.provide complete source in the reference pageThe following facts have been established by the Equal Rights AdvocatesTwo thirds of sexual harassment cases argon brought against a womans ready supervisor.95% of suffers have to undergo stress reactions, includ ing depression, anxiety, sleep disorders, low feeling of dignity, sexual dysfunction.95% of cases go unreported.Sexual harassment can cost a Fortune 500 company approximately $6.7 million per year, due to absenteeism and low productivity.Companies with proper policies against sexual harassment cases have lower reported incidents.Source Equal Rights Advocates, 2000. Facts About Sexual Harassment in the Workplace.The Harasser and the HarassedSexual harassment can be amongst any coworkers, not necessarily between phallic bosses and female subordinates. These incidents may constitutePeer Peer harassment.Supervisor harassing subordinates.Women harassing men.Same gender harassment men to men, women to women.Third party abuse.The victim of the harassment is not necessarily only the recipients of the behavior, but anyone who is affected by the misconduct, is considered to be harassed.Sexual Harassment Sex or Power?Sexual harassment is linked with major power and takes place in societie s which often treat women as second-class citizens or are degraded.CausesIt has been reported that through with(predicate)out history women have suffered from some sort of sexual harassment or the other, but it was just considered to be usual behavior and a bitter part of the job market. Women working in coal mines in olden days had to face harsh cruelties of this world defined by men.Sexual harassment in the workplace started gaining acknowledgement only in the 70s. (Caroline Goette, NLA Review, n.d). More women started gaining education, and got better jobs. This was the time when women started demanding equal rights as men. Emphasis was being laid upon the factor of equality.Behavior is the product of biological drive and symbolizes the expression of sexual pull in workplaces. Certain environments like open offices and overcrowding, generate unethical and strange, undesirable feelings.Sexual harassment does not have to be explicitly sexual in nature it may include any sensation or multiple continual displeasing acts. If the gender of an individual causes unwanted behavior, this case may be considered harassment.Apparently it is not only the females who are victimized. Men may also be the fatality. Some instances of harassment may be whenA motorcoach or teacher at school constantly favors one gender (male or female).A medical officer examines a patient in a sexual manner.A superior asks sex-related questions.A trainer makes certain sexual advances like touching, grabbing, etc, whilst at work.Approximately 15,000 cases of sexual abuse or pestering are brought to the U.S. Equal Employment Opportunity Commission (EEOC) yearly. According to media and survey reports, 40-60% of women are sexually harassed each year. About 30-50% of them have faced some openhearted of sexual assault or redundant sexual behavior at work (European Womens Lobby).A major cause of such behavioral acts is that women or men both give confused signals to their colleagues when they appr oach them. Harassment through text messages has also risen due to instant responding on the reception of a text message.Sexual harassment poses a cost to business as well. Work efficiency is badly affected.ConditionsDespite the rising frequency of harassment, individuals are be quiet reluctant to report such cases (Gottlieb, 1990). Victims are more likely to be younger than the harassers and the people working under their direction are the ones feared to be targeted. This was the precede of a survey conducted by Tangri. This is indeed a matter of grievance. The term sexual harassment may be confused with dual relationships, but these twain elements are different from each other, in that the latter requires the consent of both parties, whereas the former case with holds a forceful act from one side. It is a individual(a)-sided contact that is annoying and highly unwanted.Psychologists who face sexual harassment cases or who are acquaintances of directly involved victims may take such measures of inadequacy to the employing institution, for appropriate action to be carried out. They may also take the case to the Society so that legal action is taken for unnecessary acts.If any conduct is unwelcome, then(prenominal) it is considered sexual harassment. It is essential to let the harasser know nearly his unwanted attitude toward you.Comments about clothing, behavior or body, sexual jokes, or even threatening a person, are attributes to sexual harassment.Physical conditions such as hugging, stroking, patting are examples of bodily harassment.Sexual stalking also includes a condition in which a person is rejected a promotion, is demoted, is given poor performance remarks because he/she rejects sexual advances of the supervisor.The manner of the harasser must be intense enough because a single incident is insufficient to make such a judgment. It would violate criminal laws, if such an incident occurs.Rigorousness and Frequency of Sexual HarassmentThe purpose of coupling rigorousness and frequency of an incident is to ensure offensive comments are not made in the work environment. The employee is to be protected from liabilities of objectionable remarks. A single incident may comprise sexual harassment if it is extended, unpleasant and very serious in nature, as mentioned earlier.A combination of event with varying amounts of raggedness is also termed harassment. The EEOC states, the more severe the harassment, the less the need to show a repetitive series of incidents. (EEOC).ConsequencesFollowing are the collective aspects of sexual harassmentThe disgraceful experiences of sexual harassment have a terrible impact on deeply-held values and beliefs.Sexual harassment leaves a long-term effect. They distress physiological and psychological health.The impact of harassment on interpersonal relationships (Diane K.Shrier, n.d). Work performance is influenced for the worse.Both genders face equal amount of harassment. There are laws designed a gainst sexual harassment in the workplace, for protection from the boss, co-workers, or customer at work. The federal law ensures employers remain responsible for preventing sexual harassment that occurs at the workplace.The California Fair Employment and Housing Act (FEHA) forbid any sexual harassment on the job. Most state laws make sexual harassment illegal.Taking revenge against someone is also against the law. Even investigating a sexual harassment case can cause trouble.Employers of companies usually have certain internal grievance procedures, which employees are to follow in case of any such encounters. The employer of the company should know of any misconduct that has occurred. Embarrassment may be felt on grievous someone about the harassment, but it is essential to do so because that way the employer forget be held responsible for preventativeping such behavior in the organization.The consequences of harassment at work may include inefficiency of the affected person too . The worker may not be hundred percent in full swing, because of the disquieting environment created by such acts. Productivity may be affected negatively. Dedication and devotion to work may diminish. The employee may not even feel like going back to work due to circumstances he/she has to face there. Working will just be a compulsion so that he/she can remain the bread winner of the family. There will be no satisfaction, only necessity. Job satisfaction will not fly the coop any longer and may even disappear eternally.Most sexual harassment cases go unreported due to the following reasonsWomen fear their reputation being manipulated and distorted at work.There is fear of being known as a trouble maker or a menace.There is general timidity about discrimination in the work place.Employees may be afraid of termination, or retaliation of the harasser, so they avoid confrontation with the high authorities about such cases.SolutionsEvery situation differs. You will have to look for different solutions in different cases. Firstly, it is important to report the sexual harassment to your employer. You can then file a charge with the state or even go to court.How women put up with sexual harassmentSince not all severity of harassment is equal, the reactions to the harassment incidents also differ.The supportiveness of the environment varies the reaction to harassment. In a more supportive environment, the victims of sexual harassment are likely to go to others with their problem.Sexual harassment can have a variety of psychologically damaging effects on victims, such as reduced self-esteem and hopelessness (Kauppinen Toropainen and Gruber, 1996), victims coping machine may be reduced just at the time they need them the most.Most studies of victims responses are insensitive to the dynamism of harassment.It consists of how long the harassment has been happening, how a victim responds to the situation.Clearly say NoYou have to clearly let the person know that you a re offended by his/her behavior. Refuse all invitations by showing a firm attitude.Make a record of everythingWrite down everything as soon as the sexual harassment starts winning place. Note down the dates, places and events. Try to involve witnesses as well. Do not keep this record at work, though. It is a good idea to keep it in a safe place like home.Report to the HR departmentTell the human resource department about your issue they can stop the harassment. No matter who the harasser is, you must report.Make a proper trailMake a written record of your incident write down exactly what the problem is and how you want it to be fixed. A written record always holds value in such cases.Use the personnel policiesRead through the grievance procedures / manuals of your company. You may find a solution through them.File a lawsuitYou can consider filing a lawsuit. The law will let you get your job back, all the money damages, and the court can also assure of no further recurrence. Referen cesLegal Aspects Information on Sexual Harassmenthttp//www.de2.psu.edu/harassment/legal/Accessed October 30, 2007Know Your Rights Sexual Harassment At Workhttp//www.equalrights.org/publications/kyr/shwork.aspAccessed October 31, 2007A Briefing Paper on Sexual Harassment at Work and the Ethics of Dual Relationshipshttp//www.bps.org.uk/the-society/ethics-rules-charter-code-of-conduct/code-of-conduct/a-briefing-paper-on-sexual-harassment-at-work-and-the-ethics-of-dual-relationships.cfmAccessed October 31, 2007Sexual Harassment in the Workplace in France and in the joined Stateshttp//www.nla.org/library/spring97/pg22.htmlAccessed October 31, 2007UCLA the University of California, Los Angeles is a public research university and a member of the Association of American Universitieshttp//www.sexualharassment.ucla.edu/what_is.htmlAccessed October 31, 2007Center for Women and Workhttp//www.cww.rutgers.edu/dataPages/rbshintheworkforce.pdfAccessed October 31, 2007BMFSFJ, Beschftigtenschutzge setz in der Praxis, Berlin, 2005http//www.eurofound.europa.eu/ewco/2005/09/DE0509NU01.htmAccessed October 31, 2007Caroline Goette, NLA ReviewSexual Harassment in the Workplace in France and in the United States.http//www.nla.org/library/spring97/pg22.htmlAccessed October 31, 2007Persistence of gender inequalities European Womens Lobbyhttp//www.womenlobby.org/site/1abstract.asp?DocID=1209v1ID=RevID=namePage=pageParent=DocID_sousmenu=Accessed October 31, 2007Gruber, J. E., Smith, M. D., Kauppinen-Toropainen, K. (1996).An exploration of sexual harassment experiences and severity Results from North America and Europe. In M. Stockdale B. Gutek (Eds.), Women and Work V Sexual harassment. Newbury Park, CA Sage.Livingstone, J.A. (1982).Responses to sexual harassment on the job Legal, organizational and individual actions. diary of Social Issues, 38(4), 5-22.Fitzgerald, L.F. Hesson-McInnis M. (1989).The dimensions of sexual harassment. A structural analysis. Journal of Vocational Behavi our, 35, 309-326.Tangri, S.S. et al. (1982).Sexual harassment at work three explanatory models. Journal of Social Issues, 38, 33-35.Sexual Harassment in the Workplace and Academia psychiatric Issues By Diane K. Shrier The American Psychiatric Publishing Inc, 1996