An Accusation of Sexual Harassment in Pro Sports
An Accusation of Sexual Harassment in Pro Sports
Over the years sexual harassment has been revered on a higher level of unacceptability than ever before. Companies are setting high standards for employees concerning sexual harassment. Usually, they implement a code of ethics to encourage an ethical decision making process in the minds of their employees. People inside an organization need to know what is considered to be illicit behavior. With sexual harassment, the scale is very narrow. It can range from petitioning sexual favors, vulgar language, or any type of inappropriate touching. In the case study, “An accusation of Sexual harassment in Pro Sports,” the employers were dealing with being accused of verbally abusing and sexually harassing Ms. Brown Sanders over a two year period and once she blew the whistle to top management, she was fired a month later.
In my opinion, what is known as sexual harassment was not as popular a decade ago. Today, I feel that the line of intended hospitality and sexual harassment is extremely thin. People must filter what they say, how they say things, and how they may innocently touch the shoulder of their fellow employees, rather male or female. Based on the facts in the Sander’s verses Madison Square Garden (MSG) case, I believe that MSG could not have prevented themselves from liability, according to the Employers Liability for Employee’s Act which states, “employers are liable for the criminal conduct of their employee’s” (smallbusiness.findlaw.com). According to Principles of Management, the author insists, “top managers are responsible for monitoring their business environment” (Williams 8). It does not even matter if top management does not know what is going on, they will still be held responsible for their employee’s conduct.
If I was a part of Madison Square Garden’s top management, I would make sure that I had a well established code of ethics and I would let it be known that anyone who violates the discretionary
Over the years sexual harassment has been revered on a higher level of unacceptability than ever before. Companies are setting high standards for employees concerning sexual harassment. Usually, they implement a code of ethics to encourage an ethical decision making process in the minds of their employees. People inside an organization need to know what is considered to be illicit behavior. With sexual harassment, the scale is very narrow. It can range from petitioning sexual favors, vulgar language, or any type of inappropriate touching. In the case study, “An accusation of Sexual harassment in Pro Sports,” the employers were dealing with being accused of verbally abusing and sexually harassing Ms. Brown Sanders over a two year period and once she blew the whistle to top management, she was fired a month later.
In my opinion, what is known as sexual harassment was not as popular a decade ago. Today, I feel that the line of intended hospitality and sexual harassment is extremely thin. People must filter what they say, how they say things, and how they may innocently touch the shoulder of their fellow employees, rather male or female. Based on the facts in the Sander’s verses Madison Square Garden (MSG) case, I believe that MSG could not have prevented themselves from liability, according to the Employers Liability for Employee’s Act which states, “employers are liable for the criminal conduct of their employee’s” (smallbusiness.findlaw.com). According to Principles of Management, the author insists, “top managers are responsible for monitoring their business environment” (Williams 8). It does not even matter if top management does not know what is going on, they will still be held responsible for their employee’s conduct.
If I was a part of Madison Square Garden’s top management, I would make sure that I had a well established code of ethics and I would let it be known that anyone who violates the discretionary