Workplace Sexual Harassment

Running head: SOCIOLOGY 1
SOCIOLOGY
WORKPLACE SEXUAL HARASSMENT
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SOCIOLOGY 2
Introduction
Globally, sexual harassment in environment of workplace is gradually understood as a
defilement of rights of women and a form of ferocity that is happening against the women.
Though, the community viewpoint, concept of male person and their privileges in community
are still been used to demonstrate fierceness against women in both private as well as public
sector (del Carmen Herrera, Herrera & Expósito, 2017). Rodkin, Espelage and Hanish (2015)
have highlighted that, sexual harassment is identified as a mirror showing dominance of male
power over women which withstand male-controlled relations. Reviewing sexual harassment
in working environment is essential because numerous undesirable situation is connected
with it. For an example, diverse types of harassment are known to intensify level of stress,
which leads to poor health outcome in accumulation with poorer satisfaction in job (Hersch,
2015). These factors indicate that administrative effectiveness have the propensity to
harmfully impact by the mean of high rate of absenteeism and reduced efficiency.
Rationale
Sexual harassment is known to reflect an example of exploitation of power of men
and their control in an administration where the associates of one gender group is known to
produce high authority than others group, mainly women. Inclusive studies of Herbert (2014)
have said that women contains varied insights which is connected to sexual harassment. For
example, they display more reluctance than men to mark their pattern of behaviour like
sexual harassment. Attitudes related to acts of sexual harassment is known to influence the
notion of marking and the psychosomatic progress of viewing an involvement as sexual
harassment. Galdi, Maass and Cadinu (2014) explained and estimated that people with other

SOCIOLOGY 3
negative behaviour and attitudes related to sexual harassment have more propensity to
classify their undesirable sex-related involvements as sexual harassment. Furthermore, other
measures of marking harassments seemingly have insignificant effect on emotional, health
and mental consequences, it also importantly pose an impact on the process of documenting
the experience they had. Illustrating the significance to all these aspects, Clarke (2014) have
suggested that by marking sexually fierce involvements as sexual harassment, persons had
categorise the atrocious acts as unsuitable, depraved or prohibited, thus they have greater
inclination towards reporting regarding them. Nonetheless, with concern to preclude sexual
harassment, working person must be accustomed with authentic sexual harassment policy and
way to implement it with highest accuracy and also it is important to evaluate about its
usefulness (Harris, McDonald & Sparks, 2018). Also, concerning to its remedy to sexual
harassment, working employers must have suitable measures established for effectively
controlling the criticisms and grievances from working employees who have undergone
incidence of sexual harassment in environment of workplace. Moreover, in many Western
countries, wider sexual anti-harassment legislation which speaks about mental non–sexual
harassment has not yet been presented correctly (Quick & McFadyen, 2017).
Literature Review
Sexual harassment also known to cause and raise harmful concerns for mental
and physical health. McLaughlin, Uggen and Blackstone (2017) in their paper have suggested
longevity to these concern as the most vital mark of harassment. These targets still continues
to document unhelpful indications which frequently lead to lower the satisfaction of job and
victims’ eventual employment experiences. In the intervening time, Kabat-Farr and Cortina
(2014) had distinguished that in order to comprehend acts of sexual harassment in