Report about What are Management?

Running Head: MANAGEMENT 0
INTRODUCTION TO MANAGEMENT

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Table of Contents
Abstract......................................................................................................................................2
Introduction................................................................................................................................2
Discussion..................................................................................................................................2
Results and Conclusion..............................................................................................................3
Proposed solutions and recommendations.................................................................................4
References..................................................................................................................................5

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Abstract
This research report is intended to identify the different ways to manage harassment
in workplace. Managers, victims and people associated to the organisation must be aware of
the process and policies that require to be noted at the time of workplace harassment. The
report also outlines different types of workplace harassment and the legal and ethical
responsibility of management to diffuse such things. At the end, there are proposed solutions
and recommendations to the management for effectively managing workplace harassment
prior to the incident and after the practices.
Introduction
According to Leo et al (2014), workplace harassment is unwelcome behaviour or
practice from a co-worker, superior, manager, vendor, peers, or customers whose
communications, actions or conduct put downs and belittles an employee. Workplace
harassment can ruin an organisation workplace environment and can cause a negative impact
on the brand goodwill. As per to a 2017 ABC Washington Post poll, 64 % Americans stated
that sexual harassment in the workplace was a severe challenge while 54 % of women had
confronted unwelcome advances from peers or managers (Rizvi, 2019). To successfully
manage harassment in workplace, it is very necessary to differentiate between the types of
harassment and to recognise the ethical and legal responsibility of management. In addition,
management at all levels must take the responsibility to eliminate workplace harassment in
the best possible way.
Discussion
There are different types of workplace harassment that contributes to a hostile work
environment while causing an employee feeling threatened and uncomfortable. Some of the
most general workplace harassment includes physical harassment, personal harassment,
discriminatory harassment, psychological harassment, cyberbullying and sexual harassment
(Henning et al, 2017). However, it is also the fault of a victim when he/she ignore the

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harassment or does not take any sort of action. There are many actions and practices that a
victim must comply. The first thing that can be done by a victim is to report the conduct to
the senior employer or manager after gathering the necessary proofs. In addition, he/she also
should cooperate in the employer investigation when the problem comes into notice. The
victim can also consult and check with the employee policies and manuals that have been
distributed or published by the senior manager and on the base of those policies and type of
workplace harassment, the victim can request authorities to take appropriate actions.
The victim can also familiarize him/herself with state, federal and local laws like in
case of discriminatory and harassing behaviour, one can retaliate to demotion, termination,
and other adverse actions impacting the employment conditions. However, before taking any
actions or practice towards workplace harassment, it is also the duty and necessity to
document everything as a record so that no one can take advantage of system or procedures.
On the other hand, management also must uphold a high standard of ethical behaviour
towards managing workplace harassment. In terms of ethical responsibility, the management
must show un-bias attitude towards each and every employee and therefore, undertake
harassment concerns positively. In case of legal responsibility, it is the duty of management
to punish the person guilty for harassment as per the mentioned federal and state laws. For
instance, UAE amended in 2019 its federal law toughening the punishment for sexual
harassment to up to a year in prison and/or a fine of no less than Dh 10,000 (Rizvi, 2019). It
must be adhered by management at each level.
Results and Conclusion
In the limelight of above discussion, it is necessary for companies as needed by law to
have right policies in position for informing employees on workplace harassment. In addition,
it is also the responsibility of victims to protect themselves with proper process with handling
an occurrence. To be not part of the workplace harassment, the safest thing to do is always
remain professional as possible and the managers should also put efforts to diffuse any such
situation before the problem becomes bigger. Having disciplinary procedure in place should
help the business firm or organisation to dealt workplace harassment positively.

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Proposed solutions and recommendations
At this stage, there are many ways in which workplace harassment can be managed
effectively and at the time when any victim reported the case of harassment, employer should
review the company bullying and harassment policy and ensure that it follows effectively by
all the parties. Quarterly or yearly, the management should also conduct various sessions for
all the employees at work and make them communicate the necessary policies and procedures
so as to prevent any potential behaviour in future. Today, the period is all about technology
and digitization and Organisations can also use such technology such as AI to tackle
workplace harassment and discrimination. The management must also enforce and
communicate zero tolerance policies to the employees which include ‘what is’ and ‘what is
not’ acceptable conduct and behaviour in the workplace and the possible costs.

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References
Henning, M. A., Zhou, C., Adams, P., Moir, F., Hobson, J., Hallett, C., & Webster, C. S.
(2017). Workplace harassment among staff in higher education: a systematic
review. Asia Pacific Education Review, 18(4), 521-539.
Leo, L., Reid, R., Geldenhuys, M., & Gobind, J. (2014). The inferences of gender in
workplace bullying: A conceptual analysis. Gender and Behaviour, 12(1), 6059-6069.
Rizvi, A. (2019). UAE workplace 'culture shift needed' to protect staff reporting harassment.
Retrieved from https://www.thenational.ae/uae/uae-workplace-culture-shift-needed-
to-protect-staff-reporting-harassment-1.948351