SEXUAL HARASSMENT IN THE WORKPLACE The meaning of harassment is - “conduct as unwanted or unwelcome, and which has the purpose or effect of being intimidating, hostile, degrading, humiliating or offensive.” (Quick & McFadyen, 2017, pg. 286) Harassment can show itself in many different instances. It can be a verbal or physical offensive action against race, sex, age nationality or disability. When applying the utilitarian view, harassment would not be acceptable. Harassment in the workplace not only causes a person to be uncomfortable, but it also creates distrust within a working group.
Employees must make sure that the employer is aware of the problem. On the employer’s side, investigation is a multi-step process that needs to be done thoroughly in addressing the needs of the employee being investigated; in ensuring the safety of the employee and making sure any discipline is warranted, avoiding any potential claims as a result of an investigation not conducted properly. Overall, the findings are held as an indicative of tendency for victims of bullying to be at risk in workplace and the knowledge on how individuals and organization may suffer as a result of
Reacting with irregular emotions can be detrimental to overall culture, attitudes and positive feelings toward the company and the duty. Good leaders must be self-aware and understand how their verbal and non-verbal communication can affect the team (Martinez-Pons,
Wrong and unethical acts of workers within the organization are matter of concern as this disturbs organizational harmony. Companies have to take appropriate approach by educating staffs about need of safety practices for maintaining sound and safe working
Besides sexual harassment, bullying in the workplace is also a serious issue which must be concern. Bullying can be verbal and non verbal which force someone to do something unwanted by using personal superior strength. Bullying could isolate and hurt a person mentally. Bullying occurs when someone repeated a pattern of behavior which is intended to abusive, violence or even harms a particular person or a group of people. Approximately 54 millions of workers, or 35 percent of U.S. employees, are targeted by a bully at their workplace, according to the Workplace Bullying Institute.
On the other hand, they might be exceptionally that as it may, this sort of personality can be lethal to the work support for their swelled self-view playing little heed to how it might harm everyone around them or their connections. • The Psychopath – this is rare but very harmful to the workplace. They might assume the acknowledgement for work done by others at their organization, deliberately cheat others keeping in mind the end goal to “win” regardless of the possibility that they’re activities are extremely harming, deceptive, or even illicit, or act in different neglectful and ruthless ways like from the organization or the organization’s
The application of this framework on a given mobile agent is expected to reveal the controversial behaviours that can be classified as ethical issues like, interferences, spying snoop around, stealing of information and harming other mobile agent in the agency. Most of the behaviours or acts are dishonest, unjust, and irresponsible, which does not support the principles of ethics – fairness Hence this ethical framework will enhance the level of ethics and security of a mobile agent system
Consequences of non-compliance tribunal An employer who, fails to record a material fact, such as, correct or exact reason for a dismissal, might be find that a tribunal will considers this an unreasonable failure to follow the code. The reason is, if important information is wrong, succeeding processes that are based on it can be incorrect. Hinder organisation’s reputation A company's reputation is one of its biggest and most important assets in business and for organisation. After public relations disaster, the reputation of an organisation has worked carefully to build so all of it can easily be destroyed. 2.2 Explain how contracts of employment are established Contract of Employment • Contracts are formed through an offer and acceptance.
Whistleblower also worried as they normally viewed themselves as “blackballed” where they may be facing difficulty to engage new employment. “Whistleblowers have a strong sense of injustice” as cited by Fincher (2009). Despite the benefits, the act of exposing wrongdoing within an organization is no easy task, and whistleblowers are often exposed to negative consequences, such as demotion, dismissal, and blacklisting (Cassematis & Wortley, 2013; Chang et al.,
They are external and internal. In internal whistleblowing, a person that is whistleblower notifies or reports about the unethical or corrupt practices of a person or a group to his/her supervisor or department head or the Board. While in external whistle blowing, a person reports the wrongdoing to external organizations, institutions, Media and regulators. Often, employee is in dilemma whether to report the suspicious activities internally in the organization or to external bodies. In most of the cases, internal whistleblowing is better than external whistle blowing as this gives a company to rectify itself and monitor better while external whistleblowing hampers the organization’s reputation and the loyalty of the employer is questioned and the employee’s environment might become unfriendly in the organization.