Ethical Issues in Management; Harassment or Flirting
Ethical Issues in Management; Harassment or Flirting
An ethical workplace has never been more important in today’s business world; one must be very careful and sometimes to a degree think as if paranoid when dealing with allegations of harassment to protect one’s self, especially now that more organizations are going global. Harassment in the workplace, especially of a sexual nature, can cost anyone his or her job if interpreted as sexual harassment instead of a pure intention of simply giving a compliment. According to the American Dictionary (2009), harassment is to irritate or torment persistently. The following paragraphs will attempt to explain a scenario in which a male employee of an organization made up of 95% women continually flirted with his female co-workers. According to a PowerPoint presentation in the MTG 216 class (2010), bias affects how we communicate in words and by paralanguage (body language). With this in mind eventually, the employee went too far and was reprimanded by his supervisor to prevent the alleged sexual harassment turning into a legal court suit. This is not a case of quid pro quo harassment but a case of hostile environment harassment. According to Keyton and Rhodes (1997), “Quid pro quo harassment is created when an employee is forced to choose between giving into a superior's sexual demands”. This is a case of hostile environment harassment, defined as an employee’s sexual conduct unreasonably interferes with a coworkers work performance or creates an intimidating, hostile, or offensive working environment. Moral and ethical issues faced by managers may include a subordinate that has crossed the ethical line of complementing a female or male co-worker in the workplace. The manager must therefore communicate to his or her employee the seriousness of the alleged sexual harassment. Employees are protected under both federal and state laws against workplace harassment with the civil rights act of 1964. The civil rights act
An ethical workplace has never been more important in today’s business world; one must be very careful and sometimes to a degree think as if paranoid when dealing with allegations of harassment to protect one’s self, especially now that more organizations are going global. Harassment in the workplace, especially of a sexual nature, can cost anyone his or her job if interpreted as sexual harassment instead of a pure intention of simply giving a compliment. According to the American Dictionary (2009), harassment is to irritate or torment persistently. The following paragraphs will attempt to explain a scenario in which a male employee of an organization made up of 95% women continually flirted with his female co-workers. According to a PowerPoint presentation in the MTG 216 class (2010), bias affects how we communicate in words and by paralanguage (body language). With this in mind eventually, the employee went too far and was reprimanded by his supervisor to prevent the alleged sexual harassment turning into a legal court suit. This is not a case of quid pro quo harassment but a case of hostile environment harassment. According to Keyton and Rhodes (1997), “Quid pro quo harassment is created when an employee is forced to choose between giving into a superior's sexual demands”. This is a case of hostile environment harassment, defined as an employee’s sexual conduct unreasonably interferes with a coworkers work performance or creates an intimidating, hostile, or offensive working environment. Moral and ethical issues faced by managers may include a subordinate that has crossed the ethical line of complementing a female or male co-worker in the workplace. The manager must therefore communicate to his or her employee the seriousness of the alleged sexual harassment. Employees are protected under both federal and state laws against workplace harassment with the civil rights act of 1964. The civil rights act