Sexual harassment at work

Sexual harass handst at work Sexual Harass custodyt In todays society, manpower in the government activity understand how to achieve higher(prenominal) eyeshots than women. Indeed, culturally, character, style and ability between men and women be clearly different. in that respect be several things that cause men to be more superior to women, regardless of physical affairs. For example, men be more rational and realistic, more competitive, more courageous, more initiative, and more aggressive. besides that does not mean women should al ways be less than men. As women who function in the modern era of today, thither should be a street to higher position and achievement in their public lifes. However women sedate lack to be informed of various barriers that whitethorn prevent them from doing so. Nowadays, jobs such as director, manager or even chief executive officer (CEO) position are open to those women capable of filling these subscribeing positions. Now that women d evelop slowly begun to make their way into transcription studies, the rate of issue such as intimate worrying is now becoming more popular, when men and women film in an emotional closeness whitethorn be a dogmatic experience, entirely intimate harassment is not. Sexual harassment is illegal (Samson Daft, 2006). This assigning will further discuss how the issue of knowledgeable harassment has an consequence on womens participation in the workplace.Sexual harassment is any hold of sexual connotation or behaviour that may be nonreversible and unwanted by the person targeted. The result of sexual abuse may lead victims to feel ashamed, angry, humiliated, offended, and disgusted with the perpetrator. Sexual harassment can demote at any and all levels of an organisation.Women who are moving up the unified hierarchy by entering male-dominated industries report a high oftenness of harassment (Samson Daft, 2006). The Equal Employment Opportunity Commission (EEOC) combats sexu al harassment by making illegal the acceptance of harassment as a condition of drill, using compliance or not to affect employment decisions with regard to the individual or creating a hostile working surround which may affect the individual performance. Itzin (1995) conducted a major research bemuse with an aim to improving womens position within a local permit organisation. Itzin describes a five part methodology using a heap, interviews, collection discussions, statistical data and participant observation to explore the socialisation and practices of the organisation and to collect data on the position and experience of women. According to Itzins survey results (1995, p.33), the majority of women in the organisation were breadwinners, they work either to support themselves or their families. Most women said they work because they want to pursue a career and self fulfilment. Therefore by looking at this result, Itzin (1995, p.33) suggested that there may be a little differe nce between the reasons why men and women work and the economic and emotional significance which they attach to their work.Aside from sexual harassment there are various reasons why women are still far behind men. Through this table (1995, p.34) and diagram, Itzin shows the percentage of women had worked for the local authorisation for more than seven years and still yet not make any progression to their career . Reasons for women not applying for or not get another job Reasons % At a disadvantage because of job overlap 5 wish of encouragement 8 Obstruction from supervisors 8 prejudiced Attitudes 8 Racist Attitudes 9 Lack of confidence 24 Lack of interview or job application skills 28 Lack of skills or qualifications necessary for the job 28Promotion is all what it clears for women to achcieve a higher position. Male management restrict womens chances of prmotion by not providing suitable small fry care facilities or flexible school holiday arrangements. Itzin (1995, p.38) s tated that Managers do not encourage women to go for promotion,they said, or administrative staff to scar over into profession. They drew attention to the fact that admin is dominated by women, and men are at the senior level.They thought women were better organizers and lateral pass thinkers than men, but management jobs were less attractive to women because they take you away from relations with people and consequently provide less job satisfication. According to Itzin, Women deport to out performed men to get tally recognition and position and execute to have less power than men in the same position. tear down though sex segregation is not exactly sexual harassment, but it is still discriminates against women in the organisation. Williams (1995) says that sex segregation almost always occurs in every organization and workplace, where males are in higher positions with higher salaries than women. There are various researches that show that sex segregation is a major obstacl e for career women. This manifests as inequality in terms of salary, authority, probability in promotions and career patterned advance. Women are more often placed in a lower position with a smaller salary and without the probability to gain promotion (Hossain Kusakabe, 2005). Glass Ceiling discrimination may leads women to have feelings of low self-esteem, slowing down of interest in their jobs and decreased their motivation. The codswallop detonator effect is a distinct limiter to a womans advancement into the higher level of corporate management and directorship. Ceiling stresses the terminal point of up(a) progress a woman is subjected to and glass refers to the fact that though the limitation is apparently not written in any rule book, it is nevertheless a defeated fact understood by both the sexes. (ayushveda, 2009). In theory, the effect of the glass ceiling can generally be viewed from 2 sides such as the demand side and supply side. On the demand side, from outside of the womans appearance, such as discrimination in the workplace, a culture of office man who is very dominant, work rules, and so forth. The glass ceiling in some cases can usually be overcome by using the supply side it is something that is offered by the woman herself. These aspects include the pickaxe of labour supply, quality of resources, skills possessed, and so forth.Every company toughest challenge that they deprivation to face is to deal with sexual harassment issues. One of the best ways to prevent this situation is to make a sexual harassment policy. Companies essential make a written rule that contains the companys commitment to prevent sexual harassment in the workplace. The content of the policy should include the notion of what constitutes sexual harassment, grievance procedures, and punishments that should be meted out to the perpetrators. It should also have counselling on tap(predicate) to the victims and the assurance that the complaint made is confidential . Ensure all employees, supervisors, managers, directors, clients are aware of the written rules. Hence the human resource people need to take serious action to ensure that rules are obeyed.In conclusion, there are many courses of action that can be taken by companies and individuals in addressing issues such as sexual harassment and sex discrimination in the workplace. One important thing to note is that the right to pursue a career does not solely belong to men but women are also equally entitled. Although awareness in the workplace of womens right is growing, there is still much to be done to truly have equal opportunity without the threat of sexual harassment and discrimination for women.