Motivation, Stress, and Communication

This paper will analyze the concerns of workplace relationships and romance. In order for any organization to work effectively there must be guidelines and policy in place. Within my current work environment at The Walt Disney Company, we have established a consensual relationship agreement. These consensual relationship policies address the concerns of any sexual, unwanted, or harassments towards any employee. Within this text there will also be an example of why my current work place implemented a consensual relationship agreement. The agreement supports the ethical policy which addresses the unaccepted behavior like discrimination, favoritism, sexual harassments, stealing of company’s property and many more. CRAs clarify the ambiguous and most discussed aspect of sexual harassment. The agreement helps protect the company as well as the employees who are romantically involved, especially when one is a manager, and the other is a subordinate. Hellriegel and Slocum (2011) have four reasons they expect employees to sign a CRAs. Primarily, it decreases the risk of sexual harassment litigation; if the relationship ends, the employees may claim they were pressured into the relationship. The CRA states that their relationship is voluntary and consensual. In addition, it will reduce other employees from speculating favoritism; the CRA plainly states they are not to show favoritism, especially when one of them is in a management or supervisory position. It will promote a forum to talk about professional workplace behavior. This will allow employees to be reminded of avoiding public displays of affection, or discussing their private relationship on the job. Lastly it will help the employees to know they have no privacy in the workplace. Dating employees should not use company email or instant message systems to discuss their relationship, or any plans they may have outside the workplace. Between 2008 and 2011, the state of New York has paid more than $5

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