Crossover Effects of Sexual Harassment

Running head: SEXUAL HARASSMENT
SEXUAL HARASSMENT
Name of the student:
Name of the University:
Author Note:

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Introduction:
The aim of this report is to discuss the response towards a situation in which the CEO of
a company is accused fora genuine case of sexual harassment. This case is related to the
leadership practicing unethical measures against two different persons in the previous company
that may affect the morality of the employees of present company also. In this particular situation
responding in an effective way is necessary do that the expectations from the leadership is not
marred by misunderstanding or miscommunication. This will be discussing the situation faced by
the company due to the acquisition of unethical practice by one of the topmost leaders of the
company and continuous pressure by the media to review the situation. This paper will also
analyse the theories needed for the situation analysis and make empirically supported
recommendations for the word so that they can make decisions to solve this type of issue without
much time.
Discussion:
Sexual harassment is an unethical practice that may take place in any place and time. This is a
type of harassment technique which implicitly or explicitly detail sexual overtones and include
and welcoming promise of the rewards in exchange for the sexual favours. Sexual harassment
can include a range of actions starting from transpiration to sexual assault. This type of incidents
can take place in the different social settings like at home, School, workplace and many other
places where there is a difference of gender can be found. Among these the sexual harassment
taking place in the workplace is more dangerous because this can in many persons career if not
handled properly (Quick & McFadyen, 2017). Sexual harassment allegation can waste the
leadership competencies gif associated with high level management. This reduces mortality and
ethical policies of the organisations making it insecure and less productive when there is an

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acquisition of sexual harassment taking place against a CEO, then the problem must be serious.
In the present company where the person is working as CEO, need to follow certain norms and
the company policy. As this situation was not revealed before hand therefore he has got the
chance to be placed in the new company. The accusations of practicing illegal initiative can
question the efficacy of the leader and his capacity to motivate employees. It is not clear that the
accusations are right or not there has not been any legal investigation started with it but the
victims have detailed the incidents separately to the media that has become a viral news at
present. This can hamper the reputation of the company presently and the stakeholders feel risk
to invest in the organisation. Similarly the employees May feel confused and question the
company policy to take strict measure against the accused leader. This will break the moral
understanding of the employees and entire organisational culture will be devastated. This is the
reason why perfect response to this situation has to be taken. As a manager the first and foremost
initiative that must be taken is to start investigation as early as possible. This will enable the
present Company to answer the immediate question of the stakeholders and the employees about
the reality of accusation. In addition to this investigation wale enhance safety needs of the
employees in one hand and support organisational culture to be maintained in an ethical path
(Xin et al., 2018). In this respect various sources has to be employed so that the actual reason and
situation can be revealed.
Only investigation will not solve this situation but in response to this threat of losing customer
base and stakeholder support the company needs to establish a culture. The employees in the
organisation we have a false sense that sexual harassment cannot happen in the organisation
because there is no history of this issue previously. This is the reason why the management needs
to take initiative to convey perfect messages to the Employees about the policies of the

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organisation about sexual harassment and the process of punishment when it is proved. The
culture of the organisation needs to have a sense of empowering employees so that they can feel
free to connect to the associated management for team leaders about this type of harassment in
the workplace with proper evidence (Nielsen et al., 2017). In many cases the women employees
do not feel secured and confident enough to point out this problem in their workplace due to
embarrassment or fear of the higher authority. The organisational culture needs to be white
transparent and new policies need to be issued in support of the whistle blower.
A high profile leader if accused of harassment people can easily find them out because they
always remain under the monitoring of their subordinates. This subordinates keep on following
them to gain knowledge about the task as well as behaviour. Now hiding anything from the
employees cannot work positively for the organisation. This creates a feeling of detachment or
frustration in the mind of the employees. Hence they can raise different questions about the
efficiency of their CEO and give feedback requiring the reason and the next steps to be taken
against him. It can be a problematic situation as some of the team members can indulge in
conflict with one another. This is the reason why the management needs to initiate a change in
the policies and detail the current initiatives taken from the part of the company in details to the
employees and the other stakeholders (Fitzgerald & Cortina, 2018). This will be eliminating
confusion among the employees regarding the hierarchy and ensure that organisation practices
ethically.
In order to response this situation the board members need to set three priorities that
include managing the reputation of the group maintaining communication with the stakeholders
and keep the employees up to speed on latest development. All of the members need to be
coordinated so that the organisation do not face question from media for from other resources.

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Strengthening the employee Bond with the organisation can create a feeling of Unity which will
help in facing the pressure from media and customers. The question of unethical practice
associated with the current CEO of the company has to be detailed in a proper way so that the
media does not think the board members avoiding the situation.
In some cases the demand of the CEO resignation can arise but without getting proper
result of the investigation from the part of the board members, taking initiative against the person
will be unethical. This may lead to end his career or for that matter his life. Finally the
organisation needs to have proper connection and network with the media professional before the
scandal hits the entire customer best of this company (McLaughlin, Uggen & Blackstone, 2017).
The board members need to use all the opportunities for developing a rapport with the journalist
when it is indirectly connected with this scandal. This particular incident has taken place in that
organisation where the present CEO of this company was working as COO. As the person has
changed the workplace it is unlikely to have any connection with the previous incident however
in the board members to not have proper connection or fail to build rapport adequately with the
journalist then the media will be connecting this situation with the present company also as the
person is currently working in this company (Morral, 2018). Negative media report can
manipulate the customer base and increase employee turnover from the company therefore along
with communicating with the employees and other stakeholders like customers and shareholders
the company needs to have proper communication with the media and the government so that
proper initiative can be taken for establishing ethical decision in the organisation.
To the end, in response to the situation the board member needs to find another person
for this position because in case the situation goes against the present CEO then the hierarchy of
the organisation will fail. They were preparing for the future without this personality will be a

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perfect decision (Bates et al., 2018). Before any hint of scandal the reputation of the company as
the company is well established in the market and in to expand its business in the other region
the scandal can prevent its growth and the employees will not feel comfortable to abide by the
instruction of this person therefore preparing for the future without this personality is needed for
the sustainability of this organization.
Conclusion:
Therefore it can be concluded that sexual harassment can connect the person associated
with it as well as the Reproduction of the company. though there is no evidence that the person
accused is actually a criminal but it is the responsibility of the board members to prepare the
organisation for facing a pressure this is the reason why the board members need to motivate the
employees in such a way that they do not feel demotivated or detached with the organisation but
have faith on its ethical decision making. The response will be relevant and immediate to prevent
the problem to be spread in the future.

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References:
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(2018). It is time for zero tolerance for sexual harassment in academic
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from the 21st century.
McLaughlin, H., Uggen, C., & Blackstone, A. (2017). The economic and career effects of sexual
harassment on working women. Gender & Society, 31(3), 333-358.
Morral, A. R., Schell, T. L., Cefalu, M., Hwang, J., & Gelman, A. (2018). Sexual assault and
sexual harassment in the US Military: Volume 5. Estimates for installation-and
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