Example research essay topic: Matter Of Fact Men And Women - 1,285 words

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Sexual Harassment 1. Policy In order to create healthy working environment at workplace, it is crucial that no employee suffers from any form of sexual harassment. Its also important to convince people that there is no threat that allegations of sexual harassment can be applied to them irrationally. In recent times, many employees tend to explain their poor performance by the fact that their supervisors were sexually approaching them. As it appears, there is no effective mechanism to confirm the validity of sexual harassment accusations. This makes it impossible for such accusations to be considered seriously at all times.

As a matter of fact, the proofs of such actions having taken place are very hard to obtain. This issue involves a lot of emotionalism; therefore, accusations of inappropriate sexually oriented behavior cannot remain valid when applied in different cases. Many people simply have positive attitude towards sexual remarks and actions that are directed at them. Many women wear short skirts and excessive make up for no other reason than to be noticed by men that they work with. Very often sexual harassment for women would constitute the fact that men ignore them, as sexual tension is normal mode of existence for majority of women. They also tend to be much more vindictive then men, thats why it wouldnt be too daring to suggest that 50 % of all sexual harassment claims on the part of women, dont have any legitimate grounds.

One of many great aspects of political correctness is emphasizing that men and women are basically genderless. In theory, any man or women can be charged with sexual harassment if him or her simply looks at representative of opposite sex. That, of course, cannot result in normal relations between men and women. In my opinion, any organization has to strive to maintain healthy relations between its employees.

In order to accomplish this, people need to feel protected from any groundless accusations. Yet, there is no doubt that sexual harassment sometimes really does take place. Even though harmful effects of it are largely exaggerated, nevertheless it cant be tolerated when it takes place. What is sexual harassment? There are many definitions of that. Some people even consider such things as sexually oriented jokes, casual kissing, brushing against another person's body and suggestive sounds as something very horrible.

Yet, as statistics show, about 60 % of marriages come as result of interactive socializing. This, in its turn, wouldnt have happened if people didnt interact at their work places for reasons other than purely professional. The only thing that cant have any excuses, in my opinion, is when sexual favors are demanded for continued employment or promotion. These cases are very hard to deal with, since if victim wants to complain, it is usually directed to such persons immediate supervisor. This means that complaint has good chances of getting in hands of actual abuser.

Yet, I dont believe that any higher authority can effectively deal with peoples personal issues. Employees are supposed to be responsible adults and if any sexual approach from their bosses or fellows workers isnt welcomed, this simply needs to be made clear to those who act sexually suggestive. Thats all there is do it. As a matter of fact, the member of organization or company worker is going to be especially valuable if him or her proves to be capable of handling its personal issues on its own, without having to refer to any higher authority. It is important for every employee to understand that if they can be easily distracted from their primary duties by sexual remarks, this means that they probably arent committed enough to their work. If every accusation of sexual harassment is to be thoroughly investigated, itll substantially undermine the effective functioning of organization.

Therefore, it needs to be made clear to the employees that only well grounded complains might be considered. That is, victim would have to provide a legal evidence of sexual harassment, which could be brought to the court if needed. If accusation is not supported by good evidence, it has to be rejected out of hand, with accuser being punished for wasting managers valuable time. 2. Actions I would suggest that following actions are to be taken if manager receives a sexual complaint from employee: 1. Manager will have to be 100 % sure about the validity of such complaint. Therefore, hard evidence needs to be acquired from an employee.

If such doesnt exist, person who made complaint needs to be warned that his irresponsible claims will not be tolerated the next time. 2. If evidence is substantial, manager still has to ask employee to try dealing with sexual harassment on its own. The workplace isnt a kindergarten after all; people need to realize that being responsible adults also includes being able to deal with personal issues without having to resort to supervisors. 3. If it appears that issue cannot be resolved without managers getting involved, a quick and decisive action must be taken. The abuser will have to be warned that his / her behavior is not appropriate and if it continues, itll lead to such person getting fired immediately. 4. In case warning doesnt seem to have any effect, the abuser gets fired without an additional warning.

In order to make sexual harassment prevention policy really effective, managers need to be aware of following: 1. They are required to set an example of appropriate working behavior, so other members of the team can get a good understanding of what is appropriate and what isnt. In our multicultural society people have different ethnic backgrounds, so their understanding of ethics vary greatly. Yet, at workplace, they need to realize that it is whether they conduct themselves in a way accepted in Western societies, or they will be looking for another job. 2. Managers have to make sure that employees have the copy of organizations internal rules of conduct. There can be no excuses for sexual harassment, based on the fact that people simply didnt get a chance to learn about how they suppose to behave.

Any attempts to play dumb must be immediately discharged. 3. Managers are directly responsible for taking corrective actions upon being informed of sexual harassment towards one of companys employees. For this, they need to have executive powers to make decisions right on the spot, without having to report incident to higher supervisors. This will insure that organizations functioning will not be affected by internal harassment investigations. 4.

Supervisor and managers who will take these duties lightly, will also be held responsible if allegations of sexual harassment prevent company from being fully efficient. Such allegations under no circumstances can become something that companys top executives will have to deal with. Whether allegation is justified or not, it has to be dealt with by the department managers. 5. After settling the conflict, manages will also have to follow up with those who report sexual harassment to make sure that there wont be any kind of retaliation taking place on the part of abuser. 6. Managers are also responsible for maintaining confidentiality while dealing with sexual harassment clams. It goes without saying that sexual harassment can greatly reduce workers effectiveness, yet it also needs to be kept in mind that the paranoia over this issue can even be more threatening.

Every company and organization needs to make it look like this issue is non-existent within its employees team, even if its not the fact. Sexual harassment allegations are like a rush: the more it gets scratched the more it itches. Bibliography: ARS Sexual Harassment Policy Statement (2000, July 19). Agricultural Research Center.

United States Department of Agriculture. Retrieved January 3, 2005 from web

Research essay sample on Matter Of Fact Men And Women