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Similar to Group 2 Globogroup Week 4 assignment Sexual Harrasment
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Group 2 Globogroup Week 4 assignment Sexual Harrasment
- 1. SEXUAL HARASSMENT IN THE WORKPLACE
- 2. SEXUAL HARASSMENT IN THE WORKPLACE
- 3. SEXUAL HARASSMENT IN THE WORKPLACE Group Two: Globogroup
- 4. SEXUAL HARASSMENT IN THE WORKPLACE Group Two: Globogroup Ashley Floyd
- 5. SEXUAL HARASSMENT IN THE WORKPLACE Group Two: Globogroup Ashley Floyd Jessica Bartlett
- 6. SEXUAL HARASSMENT IN THE WORKPLACE Group Two: Globogroup Ashley Floyd Jessica Bartlett John McDaniel
- 7. SEXUAL HARASSMENT IN THE WORKPLACE Group Two: Globogroup Ashley Floyd Jessica Bartlett John McDaniel Matt Rodgers
- 8. SEXUAL HARASSMENT IN THE WORKPLACE Group Two: Globogroup Ashley Floyd Jessica Bartlett John McDaniel Matt Rodgers
- 9. SEXUAL HARASSMENT IN THE WORKPLACE
- 10. SEXUAL HARASSMENT IN THE WORKPLACE The US Merit Systems Protection Board conducted a series of surveys of federal workers in 1981, 1987, & 1994. 42-44% of women reported being sexually harassed on the job. The Department of Labor estimates corporations lose about a billion dollars due to sexual harassment every year. According to federal statistics, reports of sexual harassment in the workplace tripled between 1995 and 2005.
- 11. SEXUAL HARASSMENT IN THE WORKPLACE
- 12. SEXUAL HARASSMENT IN THE WORKPLACE
- 13. SEXUAL HARASSMENT IN THE WORKPLACE EXAMPLES
- 14. SEXUAL HARASSMENT IN THE WORKPLACE EXAMPLES Unwelcome advances
- 15. SEXUAL HARASSMENT IN THE WORKPLACE EXAMPLES Unwelcome advances Suggestive Remarks
- 16. SEXUAL HARASSMENT IN THE WORKPLACE EXAMPLES Unwelcome advances Suggestive Remarks Sexual Jokes
- 17. SEXUAL HARASSMENT IN THE WORKPLACE EXAMPLES Unwelcome advances Suggestive Remarks Sexual Jokes Graphic Materials
- 18. SEXUAL HARASSMENT IN THE WORKPLACE EXAMPLES Unwelcome advances Suggestive Remarks Sexual Jokes Graphic Materials Any Physical Contact
- 19. SEXUAL HARASSMENT IN THE WORKPLACE
- 20. SEXUAL HARASSMENT IN THE WORKPLACE
- 21. SEXUAL HARASSMENT IN THE WORKPLACE CONSEQUENCES
- 22. SEXUAL HARASSMENT IN THE WORKPLACE CONSEQUENCES Victims: isolation, loss of self esteem, depression, & health issues.
- 23. SEXUAL HARASSMENT IN THE WORKPLACE CONSEQUENCES Victims: isolation, loss of self esteem, depression, & health issues. Organization: loss of employee performance & revenue, lawsuits & tarnished public image.
- 24. SEXUAL HARASSMENT IN THE WORKPLACE CONSEQUENCES Victims: isolation, loss of self esteem, depression, & health issues. Organization: loss of employee performance & revenue, lawsuits & tarnished public image. Society: mass of misinformation.
- 25. SEXUAL HARASSMENT IN THE WORKPLACE
- 26. SEXUAL HARASSMENT IN THE WORKPLACE
- 27. SEXUAL HARASSMENT IN THE WORKPLACE REMEDIES
- 28. SEXUAL HARASSMENT IN THE WORKPLACE REMEDIES Clear Policy Guidelines: series of procedural guides & checks & balances available to all.
- 29. SEXUAL HARASSMENT IN THE WORKPLACE REMEDIES Clear Policy Guidelines: series of procedural guides & checks & balances available to all. Awareness: training on what is considered harassment.
- 30. SEXUAL HARASSMENT IN THE WORKPLACE REMEDIES Clear Policy Guidelines: series of procedural guides & checks & balances available to all. Awareness: training on what is considered harassment. Commitment: A strong commitment to training is an essential.
- 31. WORKS CITED Boland, Mary L. (2005). Sexual Harassment in the Workplace. Naperville, IL: Sphinx Publishing. Orlov, Darlene & Roumell, Michael T. (1999). What every manager needs to know about sexual harassment. New York: AMA Publications. P.47-48. Reese, Laura A., Lindenberg, Karen E. The Importance of Training on Sexual Harassment Policy Outcomes. Review of Public Personal Administration, September 10, 2003, Vol 23, No. 3, pp175-191. McCabe, Marita, Hardman, Lisa. Attitudes and Perceptions of Workers to Sexual Harassment. The Journal of Social Psychology, December 2005, Vol 145, No 6, pp719-740.
Editor's Notes
- http://www.youtube.com/watch?v=okwSobFGQcE The above video shows how our young people are subjected to large amounts of sexual harassment by people who really should know better. If this is what we’re doing to our young, how much worse is it for adults? The statistics in this slide show the scope of the problem. Now close your eyes for a moment and imagine what the human cost of this eyes. Imagine that this is your wife, your mother, your daughter being subjected to this treatment. And the victims aren’t limited to women. Works Cited Boland, Mary L. (2005). Sexual Harassment in the Workplace. Naperville, IL: Sphinx Publishing. P.ix-xii.
- http://www.youtube.com/watch?v=okwSobFGQcE The above video shows how our young people are subjected to large amounts of sexual harassment by people who really should know better. If this is what we’re doing to our young, how much worse is it for adults? The statistics in this slide show the scope of the problem. Now close your eyes for a moment and imagine what the human cost of this eyes. Imagine that this is your wife, your mother, your daughter being subjected to this treatment. And the victims aren’t limited to women. Works Cited Boland, Mary L. (2005). Sexual Harassment in the Workplace. Naperville, IL: Sphinx Publishing. P.ix-xii.
- http://www.youtube.com/watch?v=okwSobFGQcE The above video shows how our young people are subjected to large amounts of sexual harassment by people who really should know better. If this is what we’re doing to our young, how much worse is it for adults? The statistics in this slide show the scope of the problem. Now close your eyes for a moment and imagine what the human cost of this eyes. Imagine that this is your wife, your mother, your daughter being subjected to this treatment. And the victims aren’t limited to women. Works Cited Boland, Mary L. (2005). Sexual Harassment in the Workplace. Naperville, IL: Sphinx Publishing. P.ix-xii.
- http://www.youtube.com/watch?v=okwSobFGQcE The above video shows how our young people are subjected to large amounts of sexual harassment by people who really should know better. If this is what we’re doing to our young, how much worse is it for adults? The statistics in this slide show the scope of the problem. Now close your eyes for a moment and imagine what the human cost of this eyes. Imagine that this is your wife, your mother, your daughter being subjected to this treatment. And the victims aren’t limited to women. Works Cited Boland, Mary L. (2005). Sexual Harassment in the Workplace. Naperville, IL: Sphinx Publishing. P.ix-xii.
- http://www.youtube.com/watch?v=ltCwVQKVa4I The above video is not meant to make light of the situation. “The Office” is a satirical social commentary. It brings light to the problem. In the immortal words of Michael Scott (played by Steve Carrel): “It’s a big deal.”   Here are some pictures showing sexual harrassment.  Some people don't often know they are commiting sexual harrassment.  That is why know exactly what sexual harrassment consist of is very important. http://www.extensisgroup.com/news/images/harassment.jpg (Inc, 2007) http://roberttorreslawfirm.com/sexual_harassment.jpg (Sr., 2007) http://www.taylorconsultinginc.com/images/sexual_harassment.jpg (Torres, 1994)   Works Cited Orlov, Darlene & Roumell, Michael T. (1999). What every manager needs to know about sexual harassment. New York: AMA Publications. P.47-48.
- http://www.youtube.com/watch?v=ltCwVQKVa4I The above video is not meant to make light of the situation. “The Office” is a satirical social commentary. It brings light to the problem. In the immortal words of Michael Scott (played by Steve Carrel): “It’s a big deal.”   Here are some pictures showing sexual harrassment.  Some people don't often know they are commiting sexual harrassment.  That is why know exactly what sexual harrassment consist of is very important. http://www.extensisgroup.com/news/images/harassment.jpg (Inc, 2007) http://roberttorreslawfirm.com/sexual_harassment.jpg (Sr., 2007) http://www.taylorconsultinginc.com/images/sexual_harassment.jpg (Torres, 1994)   Works Cited Orlov, Darlene & Roumell, Michael T. (1999). What every manager needs to know about sexual harassment. New York: AMA Publications. P.47-48.
- http://www.youtube.com/watch?v=ltCwVQKVa4I The above video is not meant to make light of the situation. “The Office” is a satirical social commentary. It brings light to the problem. In the immortal words of Michael Scott (played by Steve Carrel): “It’s a big deal.”   Here are some pictures showing sexual harrassment.  Some people don't often know they are commiting sexual harrassment.  That is why know exactly what sexual harrassment consist of is very important. http://www.extensisgroup.com/news/images/harassment.jpg (Inc, 2007) http://roberttorreslawfirm.com/sexual_harassment.jpg (Sr., 2007) http://www.taylorconsultinginc.com/images/sexual_harassment.jpg (Torres, 1994)   Works Cited Orlov, Darlene & Roumell, Michael T. (1999). What every manager needs to know about sexual harassment. New York: AMA Publications. P.47-48.
- http://www.youtube.com/watch?v=ltCwVQKVa4I The above video is not meant to make light of the situation. “The Office” is a satirical social commentary. It brings light to the problem. In the immortal words of Michael Scott (played by Steve Carrel): “It’s a big deal.”   Here are some pictures showing sexual harrassment.  Some people don't often know they are commiting sexual harrassment.  That is why know exactly what sexual harrassment consist of is very important. http://www.extensisgroup.com/news/images/harassment.jpg (Inc, 2007) http://roberttorreslawfirm.com/sexual_harassment.jpg (Sr., 2007) http://www.taylorconsultinginc.com/images/sexual_harassment.jpg (Torres, 1994)   Works Cited Orlov, Darlene & Roumell, Michael T. (1999). What every manager needs to know about sexual harassment. New York: AMA Publications. P.47-48.
- http://www.youtube.com/watch?v=ltCwVQKVa4I The above video is not meant to make light of the situation. “The Office” is a satirical social commentary. It brings light to the problem. In the immortal words of Michael Scott (played by Steve Carrel): “It’s a big deal.”   Here are some pictures showing sexual harrassment.  Some people don't often know they are commiting sexual harrassment.  That is why know exactly what sexual harrassment consist of is very important. http://www.extensisgroup.com/news/images/harassment.jpg (Inc, 2007) http://roberttorreslawfirm.com/sexual_harassment.jpg (Sr., 2007) http://www.taylorconsultinginc.com/images/sexual_harassment.jpg (Torres, 1994)   Works Cited Orlov, Darlene & Roumell, Michael T. (1999). What every manager needs to know about sexual harassment. New York: AMA Publications. P.47-48.
- http://www.youtube.com/watch?v=ltCwVQKVa4I The above video is not meant to make light of the situation. “The Office” is a satirical social commentary. It brings light to the problem. In the immortal words of Michael Scott (played by Steve Carrel): “It’s a big deal.”   Here are some pictures showing sexual harrassment.  Some people don't often know they are commiting sexual harrassment.  That is why know exactly what sexual harrassment consist of is very important. http://www.extensisgroup.com/news/images/harassment.jpg (Inc, 2007) http://roberttorreslawfirm.com/sexual_harassment.jpg (Sr., 2007) http://www.taylorconsultinginc.com/images/sexual_harassment.jpg (Torres, 1994)   Works Cited Orlov, Darlene & Roumell, Michael T. (1999). What every manager needs to know about sexual harassment. New York: AMA Publications. P.47-48.
- http://www.youtube.com/watch?v=ltCwVQKVa4I The above video is not meant to make light of the situation. “The Office” is a satirical social commentary. It brings light to the problem. In the immortal words of Michael Scott (played by Steve Carrel): “It’s a big deal.”   Here are some pictures showing sexual harrassment.  Some people don't often know they are commiting sexual harrassment.  That is why know exactly what sexual harrassment consist of is very important. http://www.extensisgroup.com/news/images/harassment.jpg (Inc, 2007) http://roberttorreslawfirm.com/sexual_harassment.jpg (Sr., 2007) http://www.taylorconsultinginc.com/images/sexual_harassment.jpg (Torres, 1994)   Works Cited Orlov, Darlene & Roumell, Michael T. (1999). What every manager needs to know about sexual harassment. New York: AMA Publications. P.47-48.
- What are the consequences of the behavior for the victims, the organization, and society? Consequences Victims- Victims of sexual harassment often experience a sense of isolation, loss of self esteem, and depression. They often report similar health issues as victims of physical abuse. Organization- On an organizational front the cost to the company can be great. The immediate consequence a loss of employee performance not only from the victim, but often their fellow employees as well. While on another level the company may experience a loss of a monetary nature. This is most often the result in lawsuits from victims. In some cases it will also result in a loss of revenue, and a tarnished public image. Society- On a societal level our perception of sexual harassment is often effected by the main stream reporting on some cases. This can result in a mass of misinformation to society as a whole. Explore the remedies that companies can take to prevent bullying from occurring inside corporate walls. Remedies Clear Policy Guidelines- Companies should have a clear policy that is available to all employees. The policy should include a series of procedural guides and checks and balances. A good policy is a codified policy. Codified polices contain a specific time limit for issuing, completing and reporting incidents of sexual harassment. This type of policy also requires an evaluation of supervisors to ensure proper handling of all complaints. Awareness- Awareness of what constitute sexual harassment and its consequence is an essential part of training. All employees should receive training on the company’s policy and what is considered sexual harassment. Commitment- Commitment is the key to any policy a company can in enact. A strong commitment to training is an essential part in not only preventing and addressing sexual harassment, but also increasing awareness. Works Cited Reese, Laura A., Lindenberg, Karen E. The Importance of Training on Sexual Harassment Policy Outcomes. Review of Public Personal Administration, September 10, 2003, Vol 23, No. 3, pp175-191. McCabe, Marita, Hardman, Lisa. Attitudes and Perceptions of Workers to Sexual Harassment. The Journal of Social Psychology, December 2005, Vol 145, No 6, pp719-740.
- What are the consequences of the behavior for the victims, the organization, and society? Consequences Victims- Victims of sexual harassment often experience a sense of isolation, loss of self esteem, and depression. They often report similar health issues as victims of physical abuse. Organization- On an organizational front the cost to the company can be great. The immediate consequence a loss of employee performance not only from the victim, but often their fellow employees as well. While on another level the company may experience a loss of a monetary nature. This is most often the result in lawsuits from victims. In some cases it will also result in a loss of revenue, and a tarnished public image. Society- On a societal level our perception of sexual harassment is often effected by the main stream reporting on some cases. This can result in a mass of misinformation to society as a whole. Explore the remedies that companies can take to prevent bullying from occurring inside corporate walls. Remedies Clear Policy Guidelines- Companies should have a clear policy that is available to all employees. The policy should include a series of procedural guides and checks and balances. A good policy is a codified policy. Codified polices contain a specific time limit for issuing, completing and reporting incidents of sexual harassment. This type of policy also requires an evaluation of supervisors to ensure proper handling of all complaints. Awareness- Awareness of what constitute sexual harassment and its consequence is an essential part of training. All employees should receive training on the company’s policy and what is considered sexual harassment. Commitment- Commitment is the key to any policy a company can in enact. A strong commitment to training is an essential part in not only preventing and addressing sexual harassment, but also increasing awareness. Works Cited Reese, Laura A., Lindenberg, Karen E. The Importance of Training on Sexual Harassment Policy Outcomes. Review of Public Personal Administration, September 10, 2003, Vol 23, No. 3, pp175-191. McCabe, Marita, Hardman, Lisa. Attitudes and Perceptions of Workers to Sexual Harassment. The Journal of Social Psychology, December 2005, Vol 145, No 6, pp719-740.
- What are the consequences of the behavior for the victims, the organization, and society? Consequences Victims- Victims of sexual harassment often experience a sense of isolation, loss of self esteem, and depression. They often report similar health issues as victims of physical abuse. Organization- On an organizational front the cost to the company can be great. The immediate consequence a loss of employee performance not only from the victim, but often their fellow employees as well. While on another level the company may experience a loss of a monetary nature. This is most often the result in lawsuits from victims. In some cases it will also result in a loss of revenue, and a tarnished public image. Society- On a societal level our perception of sexual harassment is often effected by the main stream reporting on some cases. This can result in a mass of misinformation to society as a whole. Explore the remedies that companies can take to prevent bullying from occurring inside corporate walls. Remedies Clear Policy Guidelines- Companies should have a clear policy that is available to all employees. The policy should include a series of procedural guides and checks and balances. A good policy is a codified policy. Codified polices contain a specific time limit for issuing, completing and reporting incidents of sexual harassment. This type of policy also requires an evaluation of supervisors to ensure proper handling of all complaints. Awareness- Awareness of what constitute sexual harassment and its consequence is an essential part of training. All employees should receive training on the company’s policy and what is considered sexual harassment. Commitment- Commitment is the key to any policy a company can in enact. A strong commitment to training is an essential part in not only preventing and addressing sexual harassment, but also increasing awareness. Works Cited Reese, Laura A., Lindenberg, Karen E. The Importance of Training on Sexual Harassment Policy Outcomes. Review of Public Personal Administration, September 10, 2003, Vol 23, No. 3, pp175-191. McCabe, Marita, Hardman, Lisa. Attitudes and Perceptions of Workers to Sexual Harassment. The Journal of Social Psychology, December 2005, Vol 145, No 6, pp719-740.
- What are the consequences of the behavior for the victims, the organization, and society? Consequences Victims- Victims of sexual harassment often experience a sense of isolation, loss of self esteem, and depression. They often report similar health issues as victims of physical abuse. Organization- On an organizational front the cost to the company can be great. The immediate consequence a loss of employee performance not only from the victim, but often their fellow employees as well. While on another level the company may experience a loss of a monetary nature. This is most often the result in lawsuits from victims. In some cases it will also result in a loss of revenue, and a tarnished public image. Society- On a societal level our perception of sexual harassment is often effected by the main stream reporting on some cases. This can result in a mass of misinformation to society as a whole. Explore the remedies that companies can take to prevent bullying from occurring inside corporate walls. Remedies Clear Policy Guidelines- Companies should have a clear policy that is available to all employees. The policy should include a series of procedural guides and checks and balances. A good policy is a codified policy. Codified polices contain a specific time limit for issuing, completing and reporting incidents of sexual harassment. This type of policy also requires an evaluation of supervisors to ensure proper handling of all complaints. Awareness- Awareness of what constitute sexual harassment and its consequence is an essential part of training. All employees should receive training on the company’s policy and what is considered sexual harassment. Commitment- Commitment is the key to any policy a company can in enact. A strong commitment to training is an essential part in not only preventing and addressing sexual harassment, but also increasing awareness. Works Cited Reese, Laura A., Lindenberg, Karen E. The Importance of Training on Sexual Harassment Policy Outcomes. Review of Public Personal Administration, September 10, 2003, Vol 23, No. 3, pp175-191. McCabe, Marita, Hardman, Lisa. Attitudes and Perceptions of Workers to Sexual Harassment. The Journal of Social Psychology, December 2005, Vol 145, No 6, pp719-740.
- What are the consequences of the behavior for the victims, the organization, and society? Consequences Victims- Victims of sexual harassment often experience a sense of isolation, loss of self esteem, and depression. They often report similar health issues as victims of physical abuse. Organization- On an organizational front the cost to the company can be great. The immediate consequence a loss of employee performance not only from the victim, but often their fellow employees as well. While on another level the company may experience a loss of a monetary nature. This is most often the result in lawsuits from victims. In some cases it will also result in a loss of revenue, and a tarnished public image. Society- On a societal level our perception of sexual harassment is often effected by the main stream reporting on some cases. This can result in a mass of misinformation to society as a whole. Explore the remedies that companies can take to prevent bullying from occurring inside corporate walls. Remedies Clear Policy Guidelines- Companies should have a clear policy that is available to all employees. The policy should include a series of procedural guides and checks and balances. A good policy is a codified policy. Codified polices contain a specific time limit for issuing, completing and reporting incidents of sexual harassment. This type of policy also requires an evaluation of supervisors to ensure proper handling of all complaints. Awareness- Awareness of what constitute sexual harassment and its consequence is an essential part of training. All employees should receive training on the company’s policy and what is considered sexual harassment. Commitment- Commitment is the key to any policy a company can in enact. A strong commitment to training is an essential part in not only preventing and addressing sexual harassment, but also increasing awareness. Works Cited Reese, Laura A., Lindenberg, Karen E. The Importance of Training on Sexual Harassment Policy Outcomes. Review of Public Personal Administration, September 10, 2003, Vol 23, No. 3, pp175-191. McCabe, Marita, Hardman, Lisa. Attitudes and Perceptions of Workers to Sexual Harassment. The Journal of Social Psychology, December 2005, Vol 145, No 6, pp719-740.
- Explore the remedies that companies can take to prevent bullying from occurring inside corporate walls. Remedies Clear Policy Guidelines- Companies should have a clear policy that is available to all employees. The policy should include a series of procedural guides and checks and balances. A good policy is a codified policy. Codified polices contain a specific time limit for issuing, completing and reporting incidents of sexual harassment. This type of policy also requires an evaluation of supervisors to ensure proper handling of all complaints. Awareness- Awareness of what constitute sexual harassment and its consequence is an essential part of training. All employees should receive training on the company’s policy and what is considered sexual harassment. Commitment- Commitment is the key to any policy a company can in enact. A strong commitment to training is an essential part in not only preventing and addressing sexual harassment, but also increasing awareness. A sample sexual harassment training video: http://www.youtube.com/watch?v=lMiU-BnWVBQ&feature=PlayList&p=3EB269F26A51931E&index=7 Works Cited Reese, Laura A., Lindenberg, Karen E. The Importance of Training on Sexual Harassment Policy Outcomes. Review of Public Personal Administration, September 10, 2003, Vol 23, No. 3, pp175-191. McCabe, Marita, Hardman, Lisa. Attitudes and Perceptions of Workers to Sexual Harassment. The Journal of Social Psychology, December 2005, Vol 145, No 6, pp719-740.
- Explore the remedies that companies can take to prevent bullying from occurring inside corporate walls. Remedies Clear Policy Guidelines- Companies should have a clear policy that is available to all employees. The policy should include a series of procedural guides and checks and balances. A good policy is a codified policy. Codified polices contain a specific time limit for issuing, completing and reporting incidents of sexual harassment. This type of policy also requires an evaluation of supervisors to ensure proper handling of all complaints. Awareness- Awareness of what constitute sexual harassment and its consequence is an essential part of training. All employees should receive training on the company’s policy and what is considered sexual harassment. Commitment- Commitment is the key to any policy a company can in enact. A strong commitment to training is an essential part in not only preventing and addressing sexual harassment, but also increasing awareness. A sample sexual harassment training video: http://www.youtube.com/watch?v=lMiU-BnWVBQ&feature=PlayList&p=3EB269F26A51931E&index=7 Works Cited Reese, Laura A., Lindenberg, Karen E. The Importance of Training on Sexual Harassment Policy Outcomes. Review of Public Personal Administration, September 10, 2003, Vol 23, No. 3, pp175-191. McCabe, Marita, Hardman, Lisa. Attitudes and Perceptions of Workers to Sexual Harassment. The Journal of Social Psychology, December 2005, Vol 145, No 6, pp719-740.
- Explore the remedies that companies can take to prevent bullying from occurring inside corporate walls. Remedies Clear Policy Guidelines- Companies should have a clear policy that is available to all employees. The policy should include a series of procedural guides and checks and balances. A good policy is a codified policy. Codified polices contain a specific time limit for issuing, completing and reporting incidents of sexual harassment. This type of policy also requires an evaluation of supervisors to ensure proper handling of all complaints. Awareness- Awareness of what constitute sexual harassment and its consequence is an essential part of training. All employees should receive training on the company’s policy and what is considered sexual harassment. Commitment- Commitment is the key to any policy a company can in enact. A strong commitment to training is an essential part in not only preventing and addressing sexual harassment, but also increasing awareness. A sample sexual harassment training video: http://www.youtube.com/watch?v=lMiU-BnWVBQ&feature=PlayList&p=3EB269F26A51931E&index=7 Works Cited Reese, Laura A., Lindenberg, Karen E. The Importance of Training on Sexual Harassment Policy Outcomes. Review of Public Personal Administration, September 10, 2003, Vol 23, No. 3, pp175-191. McCabe, Marita, Hardman, Lisa. Attitudes and Perceptions of Workers to Sexual Harassment. The Journal of Social Psychology, December 2005, Vol 145, No 6, pp719-740.
- Explore the remedies that companies can take to prevent bullying from occurring inside corporate walls. Remedies Clear Policy Guidelines- Companies should have a clear policy that is available to all employees. The policy should include a series of procedural guides and checks and balances. A good policy is a codified policy. Codified polices contain a specific time limit for issuing, completing and reporting incidents of sexual harassment. This type of policy also requires an evaluation of supervisors to ensure proper handling of all complaints. Awareness- Awareness of what constitute sexual harassment and its consequence is an essential part of training. All employees should receive training on the company’s policy and what is considered sexual harassment. Commitment- Commitment is the key to any policy a company can in enact. A strong commitment to training is an essential part in not only preventing and addressing sexual harassment, but also increasing awareness. A sample sexual harassment training video: http://www.youtube.com/watch?v=lMiU-BnWVBQ&feature=PlayList&p=3EB269F26A51931E&index=7 Works Cited Reese, Laura A., Lindenberg, Karen E. The Importance of Training on Sexual Harassment Policy Outcomes. Review of Public Personal Administration, September 10, 2003, Vol 23, No. 3, pp175-191. McCabe, Marita, Hardman, Lisa. Attitudes and Perceptions of Workers to Sexual Harassment. The Journal of Social Psychology, December 2005, Vol 145, No 6, pp719-740.
- Explore the remedies that companies can take to prevent bullying from occurring inside corporate walls. Remedies Clear Policy Guidelines- Companies should have a clear policy that is available to all employees. The policy should include a series of procedural guides and checks and balances. A good policy is a codified policy. Codified polices contain a specific time limit for issuing, completing and reporting incidents of sexual harassment. This type of policy also requires an evaluation of supervisors to ensure proper handling of all complaints. Awareness- Awareness of what constitute sexual harassment and its consequence is an essential part of training. All employees should receive training on the company’s policy and what is considered sexual harassment. Commitment- Commitment is the key to any policy a company can in enact. A strong commitment to training is an essential part in not only preventing and addressing sexual harassment, but also increasing awareness. A sample sexual harassment training video: http://www.youtube.com/watch?v=lMiU-BnWVBQ&feature=PlayList&p=3EB269F26A51931E&index=7 Works Cited Reese, Laura A., Lindenberg, Karen E. The Importance of Training on Sexual Harassment Policy Outcomes. Review of Public Personal Administration, September 10, 2003, Vol 23, No. 3, pp175-191. McCabe, Marita, Hardman, Lisa. Attitudes and Perceptions of Workers to Sexual Harassment. The Journal of Social Psychology, December 2005, Vol 145, No 6, pp719-740.