To most victims, sexual harassment may prompt them to change their jobs or even feel that people around them do not care about them. There are more other challenges affecting the victims such as depression, anxiety, nightmares, anger, powerlessness, increased blood pressure, withdrawal, traumatic stress and isolation. Strong policies should be instituted both nationally and within organizations to address gender-based violence as well as conducting self-awareness campaigns to combat the challenge (Abdel-hameid & AbdelRhman, 2009).
Sexual harassment has turned out to be a common issue due to its higher increase in different organizations begging from schools where teachers have fallen victims to bigger corporations. Sexual harassment occurs when any worker associated with an institution is found liable for sexually harassing a fellow staff or worker at the institution-sponsored events. Sexual harassment further involves a situation where a senior employee causes a junior worker to believe that unless the junior worker gives in for sexual favors, the employee cannot be allowed to enjoy some school programs or activities. There are also principles laid down by the individual businesses to deal with the sexual harassment matters.
Sexual Harassment against Nurses in Turkey
Çelik and Çelik (2007), identifies the prevalence and sources of sexual harassment against nurses in Turkey. According to their article, it was apparent that physicians were actually the main instigators of sexual harassment and that anger and fear was the reaction against the harassers. According to Çelik and Çelik (2007), most of the sexually harassed nurses do not report the incident to the hospital administration. Sexual harassment is very common in the nursing profession compared to other professions. Also, women are more subjected to sexual harassment compared to men. Nurses with bachelor’s degree in nursing are likely to report sexual incidents and that they are also the dominant group being harassed. Women holding subordinate positions especially in nursing are at risk of being sexually harassed by people in the higher ranks such as physicians. Because of serious effects of sexual harassment, nurses should know their rights and even procedures to follow when sexually harassed. Sexual harassment is prone in professions with more women than men such as nursing. Nursing profession subjects more women to sexual harassment than men. It is also apparent that less educated individuals are likely to be sexually harassed than the more educated individuals. The more educated employees holding superior positions mostly manipulate the less educated employees because of their financial status as well as the seniority of the positions they hold (Celik and Celik, 2007). Moreover, there is a big challenge amongst the sexually harassed individuals of reporting the incidences due to the fear of losing their jobs. Even though they may know the right channel to follow in order to seek justice, they may not make prompt decisions and this largely delays justice and encourages sexual harassment in workplaces. Naming and Claiming Workplace Sexual Harassment in Australia According to Charlesworth, McDonald & Cerise (2011), Australia is another country experiencing a high number of sexual harassment yet the legal aspect of it is never fully understood resulting into few cases being reported. Increase in sexual harassment
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This article evaluates various cases of sexual harassment from various countries and professions that most employees undergo particularly nurses and server. Sexual harassment lowers work performance and brings low self-esteem to the victims. …
The name was often used as a pet name. The other employees in our department then picked up the same and the employee the name was the order of the day. The employee has now brought a claim for sexual harassment under the title VII of the Civil Rights Act of 1964; This paper seeks to look at sexual harassment in the workplace under the above title, and the provisions that cover offensive language that amounts to sexual harassment in workplaces.
The author states that before the late 1970s, the issue of sexual harassment had not been completely explicated within the constitution. Resultantly, most of the ladies were overtly fearful of disclosing their sexual harassment matters and occurrences at their workplaces since they feared being put to blame for being provocative.
The paper also analyses the question of whether women are the main victims of harassment as well as whether sexual harassment is a global issue. The final part of the paper will look into examples of women rights at the work place and ways to eliminate sexual harassment at the work place.
According to the report physical contacts and advances, demand or request for sexual favors, sex related remarks, pornography in front of women workers, or any physical, psychological, verbal or non-verbal conduct of sexual nature can be attributed as the sexual harassment at workplace. Sexual harassment is considered as employment discrimination.
Sexual harassment is gender-neutral, which also implies that the persons, the victim and the offender can be of the same sex. Legal implications related to sexual harassment can be taken as present if the harasser at the workplace belongs to either senior rank, is an agent, outsider or a colleague; the victim can be any one harassed by objectionable conduct; the conduct of the culprit must be worth calling wrong.
Until 1964 and the inclusion of such behavior in the Civil rights Act under Title VII, courts generally avoided the issue as an inappropriate responsibility to “delve into interpretations of human behavior” (Achampong, Preface IX). With the changes instituted by the 1964 Act, courts not only became responsible for interpreting what actions constituted sexual harassment, but found themselves virtually inundated with cases which previously would likely have been swept under the rug.
Sexual harassment is on the rise at work places. Sexual harassment has been defined as sexual advances without consent, sexual favor requests, physical or verbal conduct which is sexual in nature and inclined to creating offensive or hostile working environment (Swisher, 1994).
Sexual harassment is described as any sexual activity that makes the victim feel uncomfortable as a result. It is identified as any uninvited behaviour that is inflicted on other workers based on their gender. Sexual harassment may occur both physically and mentally to the victim.
Some view sexual harassment as a symbol of male dominance, while others perceive it as a typically undisruptive form of interaction (Paludi, 1999). The problem is that the label has been used to such a variety of behavior that its definition and implication has been largely reduced.
According to the Michigan state and federal state law, sexual harassment falls under two categories. The first category is the ‘Quid pro-Quo’, which occurs when the perpetrator places an explicit or implicit condition of submitting to sexual conduct in the workplace.
2 pages (500 words)Research Paper
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