41). It is hard to say which treatment method is better because the reaction of the victim can be very different and largely depends on how long the harassment has been happening, how frequently it occurs, and whether the victim has made any attempts to stop the harassment.
There are three strategies of dealing with sexual harassment at work: individual, institutional and legal. The initial strategy which is proved to be most often used is to write a letter to the harasser. Some of the tips include: deliver the letter in person or by certified mail, do not sent copies to the press or colleagues, keep at least one copy of the letter and do not discuss the letter with the harasser before sending. The letter should include: the factual account of what has happened, the descriptions of feelings the victim has and the statement about what the writer wants to happen next (Barickman, 1991, p. 41). This strategy is proved to be very effective in comparison with verbal request to stop harassment because the harasser might realize that his/her actions might become the subject of investigation.
Before using institutional strategies, the victim has to find out whether the organization has a policy dealing with sexual harassment and whether the harasser is a...
l the harasser be notified about he charges immediately, and when/how the investigation will take place), the victim should keep the written record of all experiences with harasser and present the witnesses of possible (Barickman, 1991, p. 43). This strategy is the effective if the company has anti-harassment policy introduced. If such policy does not exist (the policy is obligatory for all companies with more than 15 employees), then the written record of all harassment incidents becomes the basis for legal investigation.
Legal intrusion is the final and the most effective strategy to deal with sexual harassment at workplace. Only a small percent of all victims use this strategy - if the previous two strategies did not work about and sexual harassment continues. The victim can sue the harasser (very time consuming and can lead to counter-suit), start criminal suit, or find out whether there is a law about the particular sexual harassment act at workplace (Barickman, 1991, p. 46). This strategy is effective; however, the victims should be ready for rather humiliating process with all intimate details being discussed in public. For this reason victims do not use this strategy in most cases and prefer to stop harassment with the methods discussed above.
The company has the responsibility for developing comprehensive strategies of dealing with sexual harassment at workplace. The most effective strategy should prevent sexual harassment before its occurrence. Sexual harassment guidelines should be the part of the organization's guiding values. Employees first must recognize unacceptable behavior before they can eliminate it. The manager should include specific examples of what is appropriate and inappropriate behavior, and then thoroughly distribute the