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Sexual Harassment in the Workplace, 2002.
A discussion of sexual harassment in the workplace and what the employer can do to minimize the possibility of it happening within their confines.
1,132 words (approx. 4.5 pages), 12 sources, APA, $ 39.95
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Abstract
Within this paper, an overview is provided of sexual harassment in the workplace. A brief historical examination of sexual harassment is offered that highlights major issues and events that helped to make it an important workplace concern. This is followed by a conceptualization of sexual harassment as it is currently recognized and applied within the American workplace. After this, a discussion is presented as to the role employers assume in preventing sexual harassment.
From the Paper
"While the term "sexual harassment" was not extensively used prior to the 1970s, historical documents, narratives, articles, and books about women and work, as well as legal records, have been used to confirm its existence. An examination of such historical information throughout US history provides evidence of the experiences of women in the workplace and the occurrence of sexual harassment. Examples include the encounters and degradation of women, who worked for wages as domestic servants, factory workers or shop girls, as they faced various forms of coercion at the hands of their employers, the sexual exploitation of enslaved African women at the hands of white owners, the owners' sons, and overseers, and the continued sexual subjugation of both white women and women of color well into the 20th century."
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Sexual Harassment in the Workplace, 2008.
This paper discusses sexual harassment in the workplace, focusing on the Thomas-Hill controversy.
1,624 words (approx. 6.5 pages), 5 sources, MLA, $ 52.95
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Abstract
In this article, the writer explains that sexual harassment can be legally defined as sexual behavior that is viewed as intimidating, hostile or offensive in the workplace. The writer then relates that sexual harassment in the workplace was brought to the national stage by the Senate Judicial Committee during the Clarence Thomas hearings in 1991. The writer notes that no charges were ever made regarding the inappropriate behavior of Thomas in the workplace, but it was common knowledge that it was his behavior that put Anita Hill in the spotlight. The writer points out that there were so many allegations in the Thomas-Hill controversy that the issues of oppressed and oppressor were hardly recognizable. The controversy brought into the headlines important issues of race, equality and discrimination against all people. The writer concludes that sexual harassment was the key factor in recognizing how the Civil Rights Act of 1964 had been forgotten.
From the Paper
"Ultimately the question was not whether Anita Hill was telling the truth about being sexually harassed. The question became why the Senate confirmed a Federal Judge with only two years experience with no respect for the Civil Rights Act of 1964 and the people under his tutelage. Why was a Federal Judge nominated without investigation into his behavior with the people he worked closest with?
President George H.W. Bush nominated and sought help from conservatives to put Clarence Thomas on the Supreme Court as a replacement of Thurgood Marshall who was retiring after 24 years on the bench. The political climate in 1991 was far more conservative then it was in 1967 when President Lyndon B. Johnson nominated Thurgood Marshall to the Supreme Court. The Bush presidency followed eight years of the Reagan Administration and the country was being directed towards a more conservative atmosphere."
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Sexual Harassment in the Workplace, 2007.
This paper discusses the internal ethics regarding the problem of sexual harassment in the workplace.
1,555 words (approx. 6.2 pages), 10 sources, MLA, $ 51.95
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Abstract
This paper explains that, when it became both immoral and illegal, sexual harassment in the workplace developed into an increasingly important issue because such behavior can lead to serious repercussions for the individuals directly involved, the workplace and the company itself. The author points out that the problem of ethics in business has been wrongly approached from a masculine point of view, focusing on individuals and duties, when instead it should be regarded from a feminist corporate governance point of view, focusing on the relationships between workers and employers. The paper concludes that neither persons, rules nor ethics can solve all the problems of sexual harassment in the workplace, but the best measures are to avoid difficulties and, when they cannot be avoided, to solve them fairly and in accordance with morality and integrity.
Table of Contents:
Introduction
The Ethical problem
Effects on the Individuals
Effects on the Environment
Effects on the Company
Solving the Problem by Applying the Theories of Ethics
The Extent to Which the Theories of Ethics Can Solve the Problem
Example
Conclusion
From the Paper
"Another measure that needs to be implemented in order for the feminist corporate governance to rightly function is the training of employees. Male employees have to be assured that working under the direct supervision of a female is not the least bit shameful, but a challenging proof of maturity and professionalism. By working under the advice and feminist corporate governance of a woman, female workers would feel better understood and motivated to achieve higher goals themselves."
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Sexual Harassment in the Workplace, 2004.
A discussion of the legal implications of sexual harassment in the workplace.
2,148 words (approx. 8.6 pages), 10 sources, MLA, $ 67.95
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Abstract
This paper looks at how sexual harassment is a profound violation of the respect with which each individual should be treated by others. In particular, it examines the problem of sexual harassment in the workplace and some of the legal remedies to this problem, which can ruin careers, damage relationships with family and friends, and force victims into years of therapy in an attempt to regain the sense of wholeness that they once possessed.
Outline
Introduction
What Is Sexual Harassment?
Equal Employment Opportunity Commission's Guidelines
From the Paper
"The effect of both the EEOC guidelines and changes in the law have been that workers have more rights to complain - and more chance of being heard when they do): Complaints about harassment in the workplace have risen sharply since Congress amended the Civil Rights Act in 1991 to allow victims of job discrimination to win as much as $300,000 in damages from their employers. More than 15,600 sexual harassment charges were filed with the EEOC in fiscal 1998, a slight decline from the year before but more than double the number filed in fiscal 1991. (Racial harassment charges rose to nearly 10,000 in fiscal 1998 from nearly 5,000 in fiscal 1991.) (Brooks C5)."
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Sexual Harassment in the Workplace, 2006.
An overview of sexual harassment in the workplace and the laws pertaining to it.
759 words (approx. 3.0 pages), 4 sources, APA, $ 27.95
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Abstract
Harassment may be deliberate with a person targeted individually, or it may be unintended. Harassment because of sexual bearings, marital status or semblance may also be illegal, depending on jurisdiction. It is always insolent and improper workplace behavior. This paper defines sexual harassment before examining the laws governing this type of abuse in the workplace. The paper also examines the effects to the workplace and to the economy as a whole, due to sexual harassment.
From the Paper
"Title VII of the federal Civil Rights Act of 1964 forbids discrimination in the workplace because of race, color, sex, religion, and national origin. Other federal laws forbid discrimination by reason of age or disability. Sexual harassment is a form of discrimination covered under these laws (Martha, Hugh et al 1993). The Equal Employment Opportunity Commission (EEOC) has published guidelines on sexual harassment in employment which provide the legal definition of harassing behavior and which offer the standards ensued by enforcing agencies and the courts in handling charges of sexual harassment. Sexual harassment is an abuse of power characterized by manipulation, coercion, or unwanted sexual attention."
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Sexual Harassment in the Workplace, 2004.
An analysis of the phenomenon of sexual harassment in our workplace.
2,248 words (approx. 9.0 pages), 4 sources, MLA, $ 69.95
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Abstract
Sexual harassment in the workplace is not a recent problem, although legal liability for it is. There has been widespread publicity, yet surveys have shown that many companies in the United States have not taken the proper steps to protect themselves and their employees. This paper looks at the types of sexual harassment by examining specific cases, responsible actions, and remedies that can be sought under Title VII.
From the Paper
"There are two forms of sexual harassment that the Federal Law recognizes. The first is quid pro quo. Under the quid prop quo harassment, a person in authority demands sexual favors of a subordinate as a condition of getting or keeping job benefits. When such harassment occurs, the subordinate has the official right to take legal action. The company is held strictly liable even if it had no knowledge of the harassment because the courts follow the doctrine of respondeat superior. In 1982, the United States court of Appeals of the Eleventh Circuit set forth the rationale for a company's strict liability in Henson v. City of Dundee."
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Sexual Harassment in the Workplace, 2002.
This paper examines the problem of sexual harassment in the workplace, and what can be done to prevent it.
2,213 words (approx. 8.9 pages), 8 sources, MLA, $ 68.95
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Abstract
This paper discusses how sexual harassment continues to be a problem in the workplace, for women as well as a growing number of men. The first part of this paper examines the reasons behind the persistence of sexual harassment and looks at its deleterious effects on the workplace. The second part of the paper then recommends measures to address this problem.
From the Paper
"In 1998, following a class action lawsuit for sexual harassment, Salomon Smith Barney agreed to set aside $15 million to enact policy changes aimed at making the company a more hospitable environment for women. This landmark settlement resulted from investigations showing that the brokerage firm was guilty of practices like intimidation, explicit sexual talk, excluding them from meetings and hiring strippers for company entertainment parties held at the firm's infamous "boom boom room" (Antilla 28). Salomon Smith Barney is by no means the only high-profile sexual harassment case drawing attention. Mitsubishi recently settled $34 million sexual harassment lawsuit involving female workers at its manufacturing plant in Normal, Illinois. The soap-manufacturing company of Dial settled a similar $10 million lawsuit, after the Equal Employment Opportunity Commission (EEOC) charged them with violating sexual harassment statutes at their plant in Aurora, Illinois. Many experts believe that thousands of other cases in smaller, lower-profile companies simply go unreported."
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Sexual Harassment in the Workplace, 2008.
An analysis of the possible solutions to sexual harassment in the Canadian workforce, according to Michael Kaufman's article, "Effective Ways to Protect Against Sexual Harassment."
1,168 words (approx. 4.7 pages), 2 sources, MLA, $ 40.95
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Abstract
This paper discusses sexual harassment in the Canadian workplace and possible solutions to the problem. More specifically, the paper discusses an article written by Michael Kaufman in the 27 March 2006 edition of the "Toronto Star," entitled "Effective Ways to Protect Against Sexual Harassment" and examines how Kaufman sets forth a series of practical suggestions in regards to how best to address the problem of sexual harassment in the workplace. The paper also discusses the legal case, "Curling v. Torimiro" and how it relates to this issue.
From the Paper
"The summary notes that in the final decision of the Board, released 22 December 1999, defendant Alexander Torimiro was found to be responsible for conduct qualifying as sexual harassment against the complainant, Ms. Curling. Such conduct was found to be discriminatory on the basis of the complainant's gender, and it was also found that Mr. Torimiro engaged in retaliatory response against the complainant when the initial suggestions were rebuffed. The summary also notes that the Board of Inquiry found that Mr. Torimiro, in his commencement of legal action against the complainant, had in addition violated Ms. Curling's statutory right to claim Code protection without fear of threat of retaliation."
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Sexual Harassment in the Workplace, 2002.
The paper looks at the issue of sexual harassment in the workplace in order to determine what organizations need to do to manage the problem.
2,240 words (approx. 9.0 pages), 6 sources, MLA, $ 69.95
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Abstract
The paper starts by defining what sexual harassment is. It then considers the causes and the effects of sexual harassment. Finally, the solution to sexual harassment is presented.
From the Paper
"The U.S. Equal Employment Opportunity Commission (2002) provides the following definition of sexual harassment: "Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance or creates an intimidating, hostile or offensive work environment.""
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Sexual Harassment in the Workplace, 2005.
An analysis of sexual harassment in the workplace, particularly in gender specific roles.
1,350 words (approx. 5.4 pages), 6 sources, $ 53.95
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Abstract
This paper discusses sexual harassment. The paper provides a working definition of sexual harassment, as well as discusses the literature around the subject. The paper focuses on women in male gender specific positions versus women in female gender specific positions, and whether or not one type of job is more likely to produce issues with sexual harassment.
From the Paper
"Sexual Harassment in the Workplace Sexual harassment is any unwanted sexual behavior, and it affects millions of women throughout every industry. Dr. Kimberly Schneider (1998) suggests that sexual harassment is so common in the workplace that many women believe that it is just part of the job that they have to contend with. Dr. Schneider (1998) further stipulates that although this fact may lead many to think that mild forms of sexual harassment do not deserve to be considered as crimes, when women are subjected to sexual harassment they will eventually begin to develop employment problems due to the impact that the behavior has on their self-esteem (Schneider, 1998). While sexual harassment was once only experienced by women in gender specific positions throughout the world, the inclusion of women in male gender targeted jobs adds a new complexity to the issue."
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How Sexual Harassment Affects the Workplace, 2002.
Examines the legal and emotional issues surrounding sexual harassment in the workplace.
1,650 words (approx. 6.6 pages), 5 sources, $ 62.95
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Abstract
One of the most serious workplace issues is sexual harassment, either real or perceived. In this six-page paper, we will discuss the issue; determine what constitutes sexual harassment, and what consequences result from such charges.
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Sexual Harassment in the Workplace, 2005.
A look at the impact of sexual harassment in the workplace.
1,029 words (approx. 4.1 pages), 5 sources, MLA, $ 36.95
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Abstract
Analysis of the phenomenon of sexual harassment demonstrates that, while it is an undeniably serious problem, with laws prohibiting it being rightly intolerant, the fact remains that both an imprecise definition and the tendency of some women to use it as a weapon or leverage against male supervisors or co-workers have distorted the purpose of sexual harassment laws, negatively impacting the atmosphere of the workplace and relationships between males and females within.
From the Paper
"Defined by the EEOC as "unwelcome sexual advances, request for sexual favours, and verbal or physical conduct of a sexual nature that occur" within the context of the workplace and have bearing upon employment or job status (Montoya, 1998: 71). Sexual harassment incidents, as measured in terms of complaints submitted to the EEOC, are dramatically rising. In 1990, a daily average of 17 complaints is recorded. By 1998, that number rose to 43 (Montoya, 1998: 70). Considering that extremely stringent, zero-toleration laws are operative against sexual harassment throughout the United States, such dramatic increase is rather questionable. It is all the more questionable upon consideration that the consequences of such accusations, ranging from termination of employment to financial settlements reaching millions of dollars, should have, at least in theory, functioned as a deterrent against the practice. Or, at the very least, it should have inhibited the increase of sexual harassment incidents in the workplace. The fact that these consequences do not seem to have deterred unwanted advances, signals the operation of one, or a combination, of the following factors: (a) an ignorance of those acts which constitute sexual harassment, (b) an imprecise definition of sexual harassment, with flexible and expansive boundaries; (c) the use of the sexual harassment charge as a weapon deployed by female workers against male supervisors and co-workers, for a variety of reasons. Analysis of the phenomenon will demonstrate that while sexual harassment is an undeniably serious problem, with laws prohibiting it being rightly intolerant, the fact remains that both imprecise definition and the tendency of some women to use it as a weapon/leverage against male supervisors/co-workers, has distorted the purpose of sexual; harassment laws, negatively impacting the atmosphere of the workplace and relationships between males and females within. Systematic analysis of the stated phenomenon and the failure of relevant laws to function as a deterrent compel examination of possible causes. The first of this would appear to be popular miscomprehension of what sexual harassment is, and what types of acts it comprises. The logic here is that the number of complaints is dramatically increasing consequent to ignorance of the law. As a possible explanation, this is highly unsatisfactory as the greater majority of companies, if not all, have published guidelines on sexual harassment, further spending exorbitant sums on employee training programs, designed to communicate acceptable patterns of male-female interactions in the workplace, ensuring that all company employees know the implications of the phenomenon (Long and Leonard, 1999). That, compounded with the fact that HR departments do thoroughly explicate the do's and don'ts of male-female interaction within the workplace, force us to dismiss ignorance of the law or of the meaning of sexual harassment as an explanation for the dramatic increase in complaints and lawsuits. In pursuing explanations, that of the very nature of sexual harassment as a source of the stated increase appears highly valid. As argued by Gouijon, Morestin and Previeu in "Sexual Harassment: A Social Phenomenon," American legislators, civil rights activists, feminists and labour unions have determinedly launched an intensive "anti-sexual harassment crusade," which has left the definition of sexual harassment open-ended (2001). That definition, covering everything from forcing a female co-worker into physical intimacy by explicitly naming termination as the price of refusal, to making a joke with sexual connotations, has left the door wide-open for some females to claim harassment if they have been addressed or looked at in a manner which, through the exercise of imagination, may be interpreted as sexual. In such instances, not only is the perceived victim entitled to file a formal complaint, but may launch a lawsuit against the organization, costing it millions of dollars in legal fees, public image damage, corrective publicity and, possibly, settlement (Gouijon, Morestin and Previeu, 2001). Thus, as stated in two separate researches (Gouijon, Morestin and Previeu, 2001; Long and Leonard, 1999), American law needs to more precisely define sexual harassment, effectively blocking unwarranted and unjustified charges. A more concrete and focused legal definition of sexual harassment, limiting it to supervisor/employer - employee contexts, further stipulating that employment was implicitly or explicitly threatened, should be instituted. Such "restrictive definitions" are currently operative in European countries such as France which, while exhibiting zero-tolerance towards sexual harassment, have curtailed its unjustified and unsubstantiated use, thereby reducing negative impact upon the organization and workplace atmosphere (Gouijon, Morestin and Previeu, 2001). Should the United States follow suit, it could possibly experience a reduction in sexual harassment complaints and lawsuits. The fact that the United States must review its legal definition of sexual harassment is supported by the fact that many women have confessed to using such a charge as a power tool against male co-workers/supervisors, or as a weapon for revenge against the same (McDonald, 2003). In "Manager's Journal: Whose Harassing Whom?" Marianne M. Jennings testifies to this fact, adding that the very nature of sexual harassment lawsuits, in conjunction with its open-ended definition, have effectively enabled women to use the threat of the accusation as a method of harassing male supervisors and co-workers (1998). This makes for a tense, hostile and non-productive workplace atmosphere, demanding that strictures be placed on sexual harassment lawsuits and charges (Jennings, 1998). In other words, the ease by which such a charge could be made, not only accounts for the increase in the number of complaints filed with the EEOC between 1990 to 1998 (Montoya, 1998: 70) but has had a perceptible negative effect on inter-gender workplace relations with concomitant harmful effects on organizational efficiency. While the above argument is in no way intended to undermine the seriousness of actual sexual harassment, it aims to illustrate that there need be a mechanism for limiting complaints to actual sexual harassment, effectively disabling its use as a weapon or a power-tool. Such limitation necessitates the reconsideration of the legal definition of the practice, further stipulating the conditions under which complaints can be made (harm or threat of harm to job security and/or career opportunities)."
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Sexual Harassment in the Workplace, 2002.
An analysis of why sexual harassment often goes unreported in the workplace and why this is a serious problem.
1,650 words (approx. 6.6 pages), 5 sources, $ 62.95
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Abstract
This paper will discuss why sexual harassment is tolerated within the workplace and how this is a problem for workers who are victims of this behavior. By revealing the scope of this problem, we can see how people let this serious problem stop them from reporting offenders that go unpunished for their actions. Some evidence will be presented on the subject and will tell us, with an unbiased approach, how this is a real problem and that it must be dealt with by proof of these findings. Sources will be shown examples of this atrocity at the workplace and how it affects many people worldwide.
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Sexual Harassment in the Workplace, 2003.
This paper explores sexual harassment in the workplace and its prevention.
1,840 words (approx. 7.4 pages), 8 sources, $ 63.95
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Abstract
This paper defines sexual harassment and gives examples. The author points out the impact of sexual harassment on the corporate culture and why companies are concerned with the problem. The paper suggests the use of negotiation and arbitration.
From the Paper
"As increasing numbers of women have entered the work place during recent decades, a relatively new phenomenon of sexual harassment has become more commonplace. Sexual harassment is now a common occurrence in business as women ..."
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Sexual Harassment in the Workplace, 204.
Considers the issues in an example of sexual harassment in the workplace from a human resource manager's perspective.
1,900 words (approx. 7.6 pages), 5 sources, APA, $ 60.95
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This paper evaluates the scenario of an incident of sexual misconduct in a company and discusses the issue from the point that the victim reports the matter to the HR department. The paper examines how the HR worker should consider all the moral, ethical, and legal issues and then consider the options and the potential risks of each.
From the Paper
"To ensure that employees are aware of harassment laws, a company should provide guidelines in their policies and procedures. These policies and procedures must have clear guidelines and standards of conduct must be enforced. It must clearly state that any violation will result in disciplinary action. "The legal responsibility is that of the company, and it must: Make careful selection of its compliance officers: the company must not assign compliance responsibilities to someone who does not know the law" (Peabody, 2004, p. 2)."
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