Abstract
The paper examines what sexual harassment in the workplace consists of. The paper details some of the negative and adverse effects that it has had and identifies what has been done, is being done, or could be done to contain and end sexually harassing incidents from occurring in the workplace, for the betterment of liable employers and vulnerable employees alike.

From the Paper
"It all blew up in 1991. That is the year that sexual harassment in the workplace moved to the forefront of our national collective worries, became known to any and all people with a television and a job. Clarence Thomas was about to be confirmed for a spot on the United States Supreme Court when a co-worker from his past, one Anita Hill, came forward with claims that he had made unwanted sexual advances to her, as well as ongoing lewd comments, abusing his role of authority and power, as she could not confront or report him for fear of losing her job."

Tags:sexual, harassment, workplace

Abstract
This paper explores the issue of sexual harassment in the workplace in general, and conflict management in the context of sexual harassment. The paper defines sexual harassment and considers a sample case of professors in Hong Kong involved in sexual harassment.

From the Paper
"As increasing numbers of women have entered the work place during recent decades a relatively new phenomenon, sexual harassment, has become more commonplace ..."

Tags:sexual harassment, Hong Kong, university, conflict management

Abstract
In this article, the writer explores the subject of sexual harassment in the workplace. The writer examines the forms that sexual harassment can take and ends with a policy intended to prevent this behavior.

From the Paper
"This company is committed to maintaining a positive working environment The company does not discriminate on the basis of race color national origin sex age disability creed religion or sexual orientation. The company will not tolerate sexual harassment or related retaliation against or by any employee. This policy provides a general definition of sexual harassment. It also prohibits sexual harassment and related retaliation and provides procedures to follow when there is reason to believe that a violation of the Policy has occurred."

Tags:sexual harassment, quid pro quo, harassment, victim, policy manual, employee, supervisor

Abstract
This paper explains that both articles acknowledge the prevalence of sexual harassment and note that gender differentiations still exist in the workplace. The author points out that a large body of evidence suggests that workplace discrimination is an insidious problem that, in some instances, is ignored for fear of conflict in the workplace. The paper relates that, from each of the articles, one might conclude that sexual harassment training might need to be more gender-specific because the dominant theory seems to be that men and women view sexual harassment in the workplace very differently.

Table of Contents
Article 1: "A Meta-Analytic Review of Gender Differences in Perceptions of Sexual Harassment." By Rotundo, Nguyen & Sackett
Article 2: "Well Below the Threshold for Sexual Harassment Can Help You Avoid An Unexpected Lawsuit." J.W. Janove
Analysis

From the Paper
"This article is critical because it discusses not simply the topic of harassment but works to identify what behaviors are sexually harassing and how men and women may perceive different behaviors in the workplace. In order for managers to fully understand what behaviors actually constitute sexual harassment, the researchers point out it is critical that studies first analyze how individual differences in perceptions of sexual harassment come into existence and affect perceptions of harassment in the workplace."

Tags:differences, training, insidious, conflict, perceptions

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."

Tags:women, discrimination

Abstract
This discussion investigates the laws associated with sexual harassment in the workplace and institutions of education. It describes the legislation that is in place to prohibit sexual harassment in the workplace and to punish those who engage in such harassment despite the fact that it is prohibited. It also discusses the prevalence and impact of sexual harassment.

Table of Contents:
Introduction
Laws Associated With Sexual Harassment
Prevalence
The Impact of Sexual Harassment
Conclusion

From the Paper
"The research as it relates to the impact of sexual harassment seems to assert that victims are often afraid to report harassment because the severity of sexual harassment has been minimalized within society and the organization. The author also points out that sexual harassment can trigger other memories of abuse and have a deep psychological effect on the victim. In addition the research indicates that victims are often forced to interact with victimizers and work in an environment that is hostile. The impact of sexual harassment can also be seen in whether or not victims choose to report the crime or not. Overall it is evident that victims of sexual harassment endure a great deal as a result of the harassment and the processes that may follow the reporting of such harassment."

Tags:victim, offensive, intimidating, EEOC

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."

Tags:advances, inappropriate, behavior, victim, liberties

Abstract
This paper looks at the issue of sexual harassment in the workplace, with examples from cases involving large corporations. It looks at how companies like Mitsubishi and Salomon Smith Barney have learned that fostering a work environment that is sensitive to the needs of both genders is much more preferable to facing a sexual harassment lawsuit. It looks at how sexual harassment continues to be a problem in the workplace and how organizations can implement policies, such as informal grievance committees and sexual harassment workshops, to educate employees on appropriate behavior in the workplace.

From the Paper
"Many companies would benefit from the creation of informal grievance committee, where victims could report instances of harassing behavior. Though based on the guidelines written by the EEOC, these policies should be tailored to meet the explicit needs of individual companies.
Experts have also suggested that the creation of informal grievance committees are often more effective than formal ones, especially in companies where women are greatly underrepresented in managerial and executive positions. These grievance committees provide a venue where sexual harassment complaints can be evaluated and addressed (Riger 501)."

Tags:employees, grievance, committees, workshops

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."

Tags:relationships, feminist, governance, supervisor, cases

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)."

Tags:equal, employment, opportunity, commision, guidelines