University Name - MGT 811: Analyzing CEO Sexual Harassment Case

This report addresses a critical incident involving a CEO accused of sexual harassment, analyzing the situation within the framework of contemporary management capabilities. It begins with an executive summary and a detailed introduction, followed by a discussion of the incident, exploring t...Read More

Running Head: CONTEMPORARY MANAGEMENT CAPABILITIES
CONTEMPORARY MANAGEMENT CAPABILITIES
Name of the Student
Name of the University
Author Note:

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EXECUTIVE SUMMARY
The paper aims to describe the concept of sexual harassment considering the scenario of the
current position of the CEO. It demonstrated the concept with related theories and approaches
of workplace harassments and inequality. Additionally, the paper also mentioned some
recommendation to resolve any situation related to the negative concept of sexual harassment
at workplace.

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TABLE OF CONTENTS
Introduction................................................................................................................................3
Discussion..................................................................................................................................3
The Epidemiology..................................................................................................................4
Inequality theory....................................................................................................................4
Disparate treatment theory.....................................................................................................5
Opposite-sex harassment........................................................................................................5
Recommendation....................................................................................................................6
Conclusion..................................................................................................................................7
References..................................................................................................................................8

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Introduction
Workplace is observed with various conflicts and sexual harassment is one of the
crucial among all. However, this practice is considered as common attribute of workplace
characteristics in the domain of organisational tolerance. Cohn, (2019) mentioned that sexual
harassment can occur in organisation in case of existence of an asymmetry of incentives
among the supervisors and the common workers. On the other hand, Monk, (2015) mentioned
that there are some negative characterised supervisors take advantage of sexual favour to
ensure positive performance appraisal or bonus linked with production. However, there are
laws that ensure workplace safety for all the employees irrespective age and gender. The laws
and regulations can treat the act of sexual harassment as a consequence of discrimination
depended on sex, which is an offense against one’s dignity or challenge regarding the
workplace health and safety. Hence, the aim of the study is to investigate about the concept of
workplace harassment with due regards to various theories and framework. The study will
provide the scope to analyze the given scenario about the present CEO with the theoretical
framework. It will not cover the generalized concept of sexual harassment and its
consequences. The following section will help to consider the present scenario with the help
of academic theories related to harassment. Additionally, the paper will mention some
recommendation for the HR department of the organization to any kind of issues regarding
harassments within the organization.
Discussion
The present scenario is a crucial one as it is related to the behavioral issues with the
present scenario. The stories of harassing incidents in the previous office is also getting viral
in the media. However, the CEO is consistently denying the incidents and the ex-employees
also providing unique details about the incidents (Ford, 2014). Hence, as a leader it is

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important to investigate properly about the incident with theoretical concept and provide
relatable solution for the situation.
The Epidemiology
The concept of sexual harassment is affecting wide range of employees covering the
entire world. Harnois, (2014) mentioned that the consequences of sexual harassment is very
much prevalent in the western world considering the majority of the women employees. The
epidemiology considers on the sociodemographic characteristics of perpetrators. To
understand this concept clearly, it is worth to mention the theories related to sexual
harassments and workplace. These theories also will be able to measure the position of the
CEO mentioned in the scenario.
Inequality theory
The inequality theory is based on the approach that consideration that consider the act
of sexual harassment as an outcome of sexual discrimination. It comprised of a subordinating
nature that particularly focuses on women exploitation at the workplace. Kahn & Martin,
(2016) mentioned in this theory that women posses some characteristics that raises structural
issues of enforced inferiority that required to be radically altered. The difference in gender is
not differentiated socially however there is a sort of unevenness in the society itself. Hence,
the theory mentioned that sexual harassment is a group injury considering the context of the
social status of womanhood.
The approach is grounded on the notion of discrimination that is a systematic
disadvantage of some particular social groups. The core practice of this theory is
discrimination considering the difference between sex or gender. The unfairness lies in the
concept of deprivation causing gender that refers to the communal context of dominance over
the lower position by the authoritative position. Settlage, (2015) mentioned that the women

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are occupying the inferior positions in most of the organizational structure covering the entire
world. In this regard, Bendixen & Kennair, (2017) mentioned the disparate treatment theory
that requires ‘likes be treated alike’ is not mainly curated for addressing the substance of all
the scenario of sexual inequality.
Disparate treatment theory
It is the theory that demonstrate that equality can be created by treating every
individual with similar attitude. Kabat-Farr & Cortina (2014) mentioned that, this theory
considers the act of sexual harassment is caused discrimination as a man in a woman’s
position is not treated with equal process and vice versa in some cases. It has been appearing
as a social practice where women are being singled out in a way that negatively affects and
burdens the position in any organization or society. Holland & Cortina (2016) commented
that Sexual harassment is somehow limits the women that is absent in considering the men.
The activities of sexual harassment gives birth to arbitrary differentiation among men and
women in the workplace and the activities are the way to violate the equal treatment.
Opposite-sex harassment
These group of theorists believe that majority of the cases of sexual harassment
include the claims by women conducting allegation against men for harassments. Harnois
(2014) mentioned that, when a rule, policy, regulation or practice is implemented on the
ground of gender, it is only sufficient for becoming the root cause of sexual discrimination.
The researchers mentioned that it is the sexual desire of the harasser for the victim that
provide the evidence the activity was driven by sex. Nauman & Abbasi (2014) regarded the
conduct of sexual harassment is a form of discrimination of sex as the harasser would not
have conducted the activity for the victim to understand about the harasser to be primarily
engaged with similar activities. This theory of anti-male and anti-female environment is also
closely linked with the theory of inequality as mentioned in the previous section. Mushtaq,

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Sultana & Imtiaz (2015) mentioned that the understanding the reasons and consequences is
important to develop program of deterrence. The psychology behind the organization should
focus on the organizational awareness considering all the gender and the context of the job.
Clarke, (2014) also compares this treatment of social psychology that directs the
organizational attention to particular norms, opportunity, and power of the asymmetries.
Recommendation
Combining all the theories mentioned above, it should be acknowledged that women
are situated at a sensitive position considering the concept of sexual harassment. The scenario
depicts that the ex-employees have already made the conspiracies about the CEO viral on the
social media. Hence, majority of the employees of the current organization already
possessing a negative attitude for the CEO that can affect the organizational environment.
However, to manage the situation both the employees and the CEO will be provided some
regulations related to behavioral issues within the organization and related consequences.
Firstly, the HR manager needs to keep the CEO on strict observation. The other regulation
considering the behavioral aspects are mentioned as follows.
 The most efficient weapon against sexual harassment at workplace is the prevention
methodology. The burden is always posed on the shoulder of the employer to take
preventive measures to avoid certain consequences. Firstly, the employer needs to
clearly state the policy against sexual harassments that can include – proper
definition of the term sexual harassment.
 The HR department will clearly state that in any circumstances the company will not
tolerate the activities related to sexual harassments.
 The managers need to clearly state the procedure of filing the complaints against
sexual harassments.

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 For this case particularly, all the employees should be informed that a defined
investigation will be conducted prior to taking action against the harasser.
 The HR manager will also communicate that no retaliation against any employee will
be entertained within the organization.
 Training related to defining the term sexual harassment and the types of activities to
be considered as sexual harassment will provided to the employees.
 The supervisors and managers are also will be part of this training program
inclusively or exclusively to support the concept of inequality among the
organization.
 All the policies and the definitions should be properly documented and presented to
all the employees of the organization containing all the departments of the hierarchy.
 Particularly the employers or the HR managers are considered to be responsible for
the activity of proper monitoring of all the happenings within the workplace.
 The HR practitioners are responsible to take all the complaints with equal
seriousness.
 Finally, this practice should be included in the organizational culture to make it an
effective one for all the employees of the organization.
Conclusion
In conclusion, it can be said that, the situation is already belonging against the CEO of
the organization. The comments related to sexual harassments by the ex-employees are
already became viral on the platforms of social media. It will take no time for the employees
to gain awareness about the past consequences. It will already create a negative impact for the
character of the CEO. It will be a critical job for the manager to handle the situation of the
organization. As it is related to the concept of inequality. Almost all the studies possess
sympathetic attitude for the women employees of the organization. Hence, as per the

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recommendation, it will be beneficial for the HR manager to strictly monitor the performance
of the employees especially of the CEO. This regular monitoring will help the HR manager to
understand the characteristic traits of the CEO and take effective measures for or against him.

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References
Bendixen, M., & Kennair, L. E. O. (2017). Advances in the understanding of same-sex and
opposite-sex sexual harassment. Evolution and Human Behavior, 38(5), 583-591.
Clarke, H. M. (2014). Predicting the Decision to Report Sexual Harassment: Organizational
Influences and the Theory of Planned Behavior. Journal of Organizational
Psychology, 14(2).
Cohn, S. (2019). Race, gender, and discrimination at work. Routledge.
Ford, D. Y. (2014). Segregation and the underrepresentation of Blacks and Hispanics in
gifted education: Social inequality and deficit paradigms. Roeper Review, 36(3), 143-
154.
Harnois, C. E. (2014). Are perceptions of discrimination unidimensional, oppositional, or
intersectional? Examining the relationship among perceived racial–ethnic-, gender-,
and age-based discrimination. Sociological Perspectives, 57(4), 470-487.
Holland, K. J., & Cortina, L. M. (2016). Sexual harassment: Undermining the wellbeing of
working women. In Handbook on well-being of working women (pp. 83-101).
Springer, Dordrecht.
Kabat-Farr, D., & Cortina, L. M. (2014). Sex-based harassment in employment: New insights
into gender and context. Law and Human Behavior, 38(1), 58.
Kahn, K. B., & Martin, K. D. (2016). Policing and race: Disparate treatment, perceptions, and
policy responses. Social Issues and Policy Review, 10(1), 82-121.
Monk Jr, E. P. (2015). The cost of color: Skin color, discrimination, and health among
African-Americans. American Journal of Sociology, 121(2), 396-444.

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Mushtaq, M., Sultana, S., & Imtiaz, I. (2015). The trauma of sexual harassment and its mental
health consequences among nurses. Journal of the College of Physicians and Surgeons
Pakistan, 25(9), 675-679.
Nauman, B., & Abbasi, A. S. (2014). Sexual harassment at workplace… A case of banking
sector in Lahore. Middle-East Journal of Scientific Research, 20(5), 558-566.
Settlage, R. G. (2015). Uniquely Unhelpful: The U Visa's Disparate Treatment of Immigrant
Victims of Domestic Violence. Rutgers UL Rev., 68, 1747.