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Sexual Harassment, 2006.
A detailed review of sexual harassment in the United States.
4,040 words (approx. 16.2 pages), 10 sources, MLA, £ 69.95
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Abstract
This paper examines current trends of sexual harassment in the workplace. The paper begins by exploring the different categories of harassment, the reasons for its perpetuation and the methods by which companies strive to prevent it. Also investigated is the various tools employees have to combat sexual harassment. The paper concludes by underscoring the progress that American society has made in this arena, specifically in the last two decades, in recognizing and discouraging inappropriate conduct.
Table of Contents
Executive Summary
Introduction
Workplace Sexual Harassment
History and Definition of Sexual Harassment
Types of Sexual Harassment
Why does Sexual Harassment Occur
The Effects of Sexual Harassment
Employer Responsibility: Preventing Sexual Harassment
Why Should Employers Prevent Sexual Harassment
Preventative Training
Sexual Harassment Policy Statement
Formal Investigatory Procedure
Disciplinary Action
Employee Options: Confronting Sexual Harassment
Informal Complaint Procedure
Litigation
Conclusion
Works Cited
Bibliography
Appendix A
Appendix B
From the Paper
"Sexual harassment was first defined, albeit vaguely, in Title 7 of the American Civil Rights Act of 1967 which prevents discrimination on the basis of race, colour, religion, national origin and sex (Cooper, p.24). However, the Act left a legal void which the courts had to fill so as to eliminate confusion. For example, between 1964 and 1980 the courts still treated sexual harassment as a personal matter between the harasser and the complainant (Paludi, p.34). Gradually, a working legal definition of sexual harassment evolved through guidelines established by the Equal Employment Opportunities Commission (EEOC). In 1981, the EEOC set the primary standard for implementing the provisions of Title 7 when it stated that sexual harassment was "unwelcome sexual advances, requests for sexual favours and other verbal or physical conduct of a sexual nature when any one of the following criteria is met (Paludi, p.2)."
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Sexual Harassment, 2007.
A research proposal on sexual harassment, and whether women report incidents of harassment more than men.
3,635 words (approx. 14.5 pages), 12 sources, MLA, £ 64.95
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Abstract
The paper investigates the differences between men and women as it relates to sexual harassment. The literature indicates that there are definite differences related to the reporting of sexual harassment as it relates to men and women. The literature suggests that the perceptions of gender roles play a major part in determining whether or not victims (male or female) report sexual harassment. The paper examines how women who report harassment are often viewed as troublemakers and men who report harassment are viewed as effeminate.
Outline:
Chapter I: Introduction
Statement of the Problem
Purpose of the Study
Research Questions
Hypothesis
Significance of the Study
Uniqueness of Study
Delimitations of the study
Chapter II: Literature Review
History and Definition of Sexual Harassment
Reporting Sexual Harassment
Differences In Men And Women Reporting Sexual Harassment
Chapter III: Theoretical Framework
Chapter IV: Methodology
Chapter V: Summary, Conclusions, and Recommendations
References
From the Paper
"Sexual Harassment has long been associated with poor work performance and poor academic performance. The impact that sexual harassment has on its victims can be monumental. This is why reporting sexual harassment is so important. Over the years there has been a great deal of research conducted related to the factors that influence a person's decision to report sexual harassment. Most of this existing literature is related specifically to the factors that influence a women's decision to report sexual harassment. However in recent years there has been an increase in the number of men that report sexual harassment."
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Same-Sex Sexual Harassment, 2004.
This paper discusses the increasing occurrence of same-sex sexual harassment.
2,400 words (approx. 9.6 pages), 6 sources, APA, £ 46.95
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Abstract
This paper explains that, before the decision was made in the Oncale vs. Sundowner Offshore Services, Inc. case, there was no clear way to deal with same-sex harassment. The author points out that, in this case, a hostile environment was defined as a derivative of physical and verbal harassment suffered by the plaintiff and perpetrated by coworkers. The paper states that studies on same-gender sexual harassment suggest male-male sexual harassment has a more severe impact upon psychological and job-related outcomes than other forms of sexual harassment.
Table of Contents
Introduction
Definition of Sexual Harassment
Same-Sex Sexual Harassment
Studies Conducted Concerning Same-Sex Harassment
Conclusion
From the Paper
"The quid pro quo type of sexual harassment involves sexual advances that are unwelcome, physical or verbal conduct of a sexual nature, or requests for sexual favors. These actions are seen as quid pro quo harassment when (1) submission to these actions are made either explicitly or implicitly a condition of a person?s employment, or (2) submission to or denial of these actions by an individual is used as the basis for employment decisions affecting the individual. Hostile environment sexual harassment involves ?unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute "hostile environment" sexual harassment when such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.? "
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Sexual Harassment on Television, 2008.
This paper discusses the issue of sexual harassment and focuses on NBC's television show "The Office".
1,544 words (approx. 6.2 pages), 4 sources, MLA, £ 31.95
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Abstract
In this paper, the writer notes that in 2005 the NBC series "The Office" based an entire episode around the subject of sexual harassment. The writer discusses that although quite funny, the episode entitled "Sexual Harassment" was a glaring example of what is unacceptable behavior in the workplace. The writer then points out that Title VII of the Civil Rights Act of 1964 made sexual harassment a form of sex discrimination that applies to employers with 15 or more employees. The wriiter also points out that the show is blatantly politically incorrect and was intentionally so in the episode entitled "Sexual Harassment. The writer concludes that the hope is that the incidence of such behavior will be less and less as supervisors and managers are educated on the subject, and as programs are implemented in the workplace to train all employees on the unacceptable practice of sexual harassment.
Outline:
Introduction
Sexual Harassment
"The Office" and "Sexual Harassment"
Dealing with Sexual Harassment in the Workplace
Conclusion
From the Paper
"Stanley looks at Michael in disgust indicating the picture is of his daughter who goes to a catholic girl's school. Because Michael made this sexually oriented statement in front of other employees, this would constitute another form of verbal sexual harassment.
"Even the meeting on sexual harassment does not escape becoming sexual in nature. Darryl, an employee at the meeting points at the monitor where a training video is being shown and indicates he "banged" the girl in the video. Darryl is guilty of telling rumors about a person's personal sexual life and therefore has committed verbal sexual harassment."
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Sexual Harassment in the Workplace, 2008.
An analysis of the possible solutions to sexual harassment in the Canadian workforce, according to Michael Kaufman's article, "Effective Ways to Protect Against Sexual Harassment."
1,168 words (approx. 4.7 pages), 2 sources, MLA, £ 25.95
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Abstract
This paper discusses sexual harassment in the Canadian workplace and possible solutions to the problem. More specifically, the paper discusses an article written by Michael Kaufman in the 27 March 2006 edition of the "Toronto Star," entitled "Effective Ways to Protect Against Sexual Harassment" and examines how Kaufman sets forth a series of practical suggestions in regards to how best to address the problem of sexual harassment in the workplace. The paper also discusses the legal case, "Curling v. Torimiro" and how it relates to this issue.
From the Paper
"The summary notes that in the final decision of the Board, released 22 December 1999, defendant Alexander Torimiro was found to be responsible for conduct qualifying as sexual harassment against the complainant, Ms. Curling. Such conduct was found to be discriminatory on the basis of the complainant's gender, and it was also found that Mr. Torimiro engaged in retaliatory response against the complainant when the initial suggestions were rebuffed. The summary also notes that the Board of Inquiry found that Mr. Torimiro, in his commencement of legal action against the complainant, had in addition violated Ms. Curling's statutory right to claim Code protection without fear of threat of retaliation."
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Sexual Harassment, 2005.
An analysis of what constitutes sexual harassment in the workplace through the examination of a particular sexual harassment case.
2,852 words (approx. 11.4 pages), 3 sources, MLA, £ 53.95
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Abstract
This paper describes and analyzes the sexual harassment case involving a female employee who served as an ocean lifeguard for the Marine Safety Section of the Parks and Recreation Department. In the case described by the paper, the victim of the sexual harassment filed a petition against the city of Boca Raton, accusing her immediate supervisors of building a sexually hostile environment at the workplace because they subjected her and other female lifeguards to uninvited and offensive touching, as well as vulgar remarks and offensive language. The paper explains why the particular situation described aptly falls under the category of sexual harassment.
From the Paper
"It has been observed that sexual harassment is not specific to any gender and not all the time unambiguous. Its incidence, nevertheless, is observed right across the total labor force. In order to find out if a particular behavior amounts to harassment, several issues might be thought of i.e. if the behavior was undesirable, un-called for, or insulting; if the behavior was recurring, especially it was done again in spite a caution that it was unsolicited or insulting; if the conduct entailed a rapport of a boss and junior wherein one of them had "influence" over the other, the content and sternness of the behavior: spoken, bodily, antagonistic, damaging, incessant, persistent, or annoying; if specialized dealing with persons in offices, on the basis of their sexual conduct, had a depressing influence on other people in the job atmosphere; if a "rational individual" would be significantly unenthusiastically impacted by identical conditions. In spite of the entire legal, writings, and deliberation on this matter, even a lot of respectable individuals stay perplexed and anxious regarding what actually amounts to sexual harassment. (Committee on Pediatric Workforce -- Subcommittee on Women in Pediatrics, 2000) Studies have also corroborated a linkage among the intensity of workplace harassment and changes at the structural level in firms, especially where a lot of causes are existent. These comprise a new managing employee, a restructuring of the enterprise or the launching of a novel technology. (Fitzgerald; Hulin; Drasgow, 1995)"
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Sexual Harassment, 2001.
This paper discusses the controversial issue of sexual harassment in the workplace.
1,500 words (approx. 6.0 pages), 6 sources, £ 31.95
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Abstract
This paper looks at the taboo subject of sexual harassment in the work place. It discusses laws and legislation which were made in order to define what exactly sexual harassment is, but at the same time shows the difficulty which is often accounted in telling the difference between "friendliness" and harassment.
From the paper:
"For anyone who has ever been the victim of it, sexual harassment is pretty simple to understand, and when unwanted sexual contact (whether verbal or physical) occurs in the workplace, it is especially unwelcoming because it threatens a person?s ability to earn a living without being subjected to deeply personal invasions.Sexual harassment can end a career, ruin a family beyond repair and force victims into extensive psychotherapy and medication. It is entirely unacceptable in a nation whose public policy emphasizes equal employment opportunities for women and men. Sexual harassment in the workplaces compromises the victim?s ability to function as a economic agent and so threatens (usually) her ability to live as an independent, autonomous member of society. When harassment is widespread in the workplace, a worker has no way to escape from its painful consequences except to drop out of the arena of paid work."
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Sexual Harassment Research, 2003.
Assesses research literature on sexual harassment. Includes methodological problems identified in the research literature and recommendations for advancing knowledge in sexual harassment.
9,366 words (approx. 37.5 pages), 37 sources, APA, £ 121.95
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Abstract
Despite numerous court cases and over 10 years of research attention, what we don't know about sexual harassment far exceeds what we do know. This paper critically assesses the research literature on sexual harassment, identifies methodological problems and proposes recommendations for advancing our knowledge of this important construct. Seven major methodological problems were found to be prevalent in the research: (a) a disturbing lack of attention to construct validity issues, (b) a weak theoretical development, (c) an overuse of cross-sectional or static approaches for studying a dynamic phenomenon, (d) an almost complete reliance on convenience samples for survey research and college student samples for experimental research, (e) an almost complete reliance on "paper people" or descriptive stimuli, (f) little or no attention paid to the potential reactivity of measures and methods used, and (g) mono-method bias (using the same instruments for measuring both independent and dependent variables).
From the Paper
"Sexual harassment is an important problem in the workplace (Tinsley & Stockdale, 1993). Not only is it a problem that has an impact on individuals, it is also a problem that can affect organizations both directly and indirectly (Fitzgerald & Shullman, 1993). Legal costs incurred can be large when sexual harassment is not dealt with effectively (Bennet-Alexander & Pincus, 1995). Furthermore, unwanted publicity may accompany sexual harassment charges, having an immeasurable impact on an organization's ability to attract and retain valued employees. Other indirect costs may include lower productivity, lower quality, increased absenteeism, and increased sick leave costs (Gutek & Koss, 1993; Lach & Gwartney-Gibbs, 1993)."
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Sexual Harassment in the Workplace, 2005.
An analysis of sexual harassment policies in the workplace and how they compare to the Anti Harassment Policies as published by the Canadian Human Right Commission.
1,350 words (approx. 5.4 pages), 6 sources, £ 33.95
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Abstract
This paper discusses the published sexual harassment policies of four federally regulated Canadian organizations. It compares these policies to the Anti Harassment Policies as published by the Canadian Human Right Commission that govern federally regulated workplaces, to determine how closely they follow or diverge from the commission's stated national policies.
From the Paper
"Sexual Harassment in the Workplace: Policy and Research Sexual Harassment in the workplace is defined as unwanted behaviour that demeans, humiliates, or embarrasses; unwanted sexual behaviour; and abuse of authority according to the Canadian Human Rights Commission's publication "Anti-Harassment Policies For The Workplace: An Employer's Guide. (2005)" This definition is a starting point for a complex workplace stressor. To illustrate this stressor, the published sexual harassment policies of four federally regulated Canadian organizations will be discussed. These policies will be compared to the "Anti Harassment Policies" as published by the Canadian Human Right Commission that govern federally regulated workplaces, to determine how closely they follow or diverge from the commission's stated national policies."
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Sexual Harassment in the Workplace, 2006.
An assessment of the current laws regarding sexual harassment and how it differs from basic workplace bullying or harassment.
1,697 words (approx. 6.8 pages), 15 sources, MLA, £ 34.95
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Abstract
This paper assesses the current laws regarding sexual harassment in the workplace, focusing specifically on the Supreme Court case Mack v. Otis Elevator in determining current legal standards regarding sexual harassment. This paper also examines the concepts and laws that are being implemented by employers in the corporate world today.
From the Paper
"In Faragher, the City claimed that it was not responsible for the plaintiff's sexual harassment because it was "unaware" that it existed in the workplace; however, the Court ruled that this was not an acceptable rationale (118 S. Ct. 438). Instead, the Court established that higher-ups in the workplace ought to monitor and control the work environment, and that "reasonable care" ought to be exercised with regard to eliminating a hostile work environment (ibid.). However, these two cases also established that a "tangible employment action" had to occur as a result of the harassment, a decision which was later reiterated in Pennsylvania State Police v. Suders (No. 03-95, 2004). In Suders, the plaintiff asserted that the work environment was so hostile she eventually resigned as a result, and the Court utilized the upholding of her assertion to note that such a change of employment status was requisite for actionable suit aimed at an employer (Heller 2004).
This policy, however, is not to be understood as making an employer responsible for all conduct of employees under the aegis of the organization. Two early cases established that employers could not be held responsible for certain behaviors by employees; Corn v. Bausch and Lomb, Inc. established soon after the implementation of Title VII that the employer could not be held directly responsible for the personal actions of one employee (390 F. Supp 161). Likewise, Tompiks v. Public Service Electric and Gas Company noted that certain behaviors, specifically those that were "an unfortunate consequence of an inharmonious personal relationship," could not be construed as sexual harassment (422 F. Supp. 553)."
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Sexual Harassment, 2006.
An in-depth look at sexual harassment and the development of prevention programs.
8,859 words (approx. 35.4 pages), 34 sources, MLA, £ 117.95
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Abstract
This paper examines a method for exploring the topic of sexual harassment in relationship to demographics. The paper explores many factors that characterize both the harasser and the one being harassed. The paper seeks to define the topic further for the purpose of improving education on sexual harassment and developing programs targeted toward stopping it.
Table of Contents:
Abstract
Chapter 1 - Introduction
Research Questions and Hypotheses
Rationale
Chapter 2 - Literature Review
History and Definition
Reporting Sexual Harassment
Sociological Theories
Effects of Sexual Harassment
Chapter 3 - Methodology
Sample Population
Data Collection Procedures
Survey Instrument
Data analysis
Chapter 4 - Conclusion
Discussion
Recommendations
Works Cited
Appendix 1 - The Survey Instrument
From the Paper
"Studies have shown that women with more conservative beliefs about gender roles are not as likely to report sexual harassment, than women who are more liberal concerning gender roles (Guadagno & Marin 1999; Samolouk & Pretty, 1994). It is believed that this is the case because conservative women have a greater sensitivity to gender-role expectations and violations (Guadagno & Marin 1999). In addition the authors assert that females that report and label are often perceived as violating the good employee expectancy (Guadagno & Marin 1999). As a result "Success in these roles may involve conforming to social rules and norms while avoiding conflicts. Women who report and label harassment may be viewed as troublemakers and subsequently may not be selected for promotions or other career opportunities. Consistent with this idea is women's fear that they will be accused of provocation if they report sexual harassment (Adams et al., 1983; Guadagno & Marin 1999 )."As it relates to men and the reporting of sexual harassment, there has been a marked increase in the number of men reporting sexual misconduct. "
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Sexual Harassment, 2007.
An analysis of legislation associated with the prevention of sexual harassment in the workplace and institutions of education.
1,981 words (approx. 7.9 pages), 5 sources, MLA, £ 39.95
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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."
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Sexual Harassment, 2005.
This paper discusses the problem of sexual harassment in business and makes recommendations for its prevention.
1,965 words (approx. 7.9 pages), 10 sources, MLA, £ 39.95
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Abstract
This paper relates that sexual harassment, not a new explosive phenomenon, has brought many court cases and problems of liability to employers; therefore, human resources departments need to establish standards of behavior of which that all employers are cognizant. The author points out that "hostile environment harassment" is a situation in which the employer, a supervisor or co-worker, including both male-female and same-sex persons, does or says things, which makes the victim uncomfortable because of his or her sex. The paper stress that the first step an HR department must take is to create a written harassment policy, which is distributed and understood by every current employee, on every level including the CEO, and by every new hire before the hiring is finalized; this policy is then signed and retained in that employee's file.
Table of Contents
Overview
What Sexual Harassment Is and Is Not?
The Mine Field Employers Must Navigate
Some Harassment Statistics
Establishing a Harassment Policy
Handling Complaints
Training
Quick Action
A Persistent Problem
Conclusion
From the Paper
"Sexual harassment, therefore, seems to be a "growth industry" for some lawyers anxious to prosecute on the flimsiest provocation. It is, at the same time, a growing risk factor in the relationships within a work force. If a worker, especially a new one, comes to the workplace already fearful, the task she or he is hired to perform suffer because the team-work aspect of the job may fall below acceptable norms. Sexual harassment in the work place is like a virus that, unchecked and undetected, infects a total system. Steps must be taken, monitored and upgraded, so that there is no opportunity for anyone in the workforce to "get away with it"."
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Sexual Harassment - Pros and Cons, 2002.
Analyzes articles by Kati Marton and Frederic Hayword to illustrate the two sides of the sexual harassment argument.
650 words (approx. 2.6 pages), 3 sources, £ 16.95
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Abstract
Men and women have different views when it comes to the subject of sexual harassment. Kati Marton's article reveals her secret of sexual harassment after receiving her George Foster Peabody Award. Frederic Hayward 's article discusses his viewpoint of sexual harassment. In viewing these articles, it is helpful to know the definition of sexual harassment and the legal points of sexual harassment. This paper will discuss the articles of Hayward and Marton as well as discussing the definition of sexual harassment and the pros versus cons of the subject.
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