Addressing Sexual Harassment and Workplace Bullying in Organizations

This report addresses the critical issues of sexual harassment and workplace bullying in modern organizations, emphasizing their detrimental impact on productivity and business efficiency. It analyzes specific cases where these issues have arisen, discusses how they affect employees and the organization's turnover rates, and suggests strategic approaches for management to handle such situations effectively. The findings underscore the importance of a positive organizational culture and robust ethical guidelines to mitigate these challenges, ultimately promoting an inclusive and productive work environment.

RUNNING HEAD: Sexual harassment and workplace harassment
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Name of the student-
Topic – Sexual harassment and workplace harassment
University name-

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Table of Contents
Introduction........................................................................................................................3
Cases related to sexual harassment and workplace bully cases in an organization...........3
Employees aggrieved by sexual harassment and workplace bully cases in organization...5
How to deal with these sexual harassment and workplace bully cases in an organization5
Conclusion......................................................................................................................... 6
References......................................................................................................................... 7

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Introduction
With the increasing ramified economic changes and complex business structure, each and
every organization is running its business is gaining momentum throughout the time. This report
reflects key problems which employees and other stakeholders are facing in value chain
activities. This report has shown the key understanding on how Sexual harassment and bullying
in workplace reduce the productivity and business efficiency of organization. In the end of this
report, proper recommendation and conclusion have been drawn for the betterment of the
organization and reducing the impact of Sexual harassment and workplace bully in organization
(Spector, Zhou, & Che, 2014).
Cases related to sexual harassment and workplace bully cases in an
organization
There are several organizations which have faced the problems of Sexual harassment and
workplace bully in their business. The main problem of the organization is related to how
organization is managing organizational culture. It is evaluated that if organization maintains
positive organization culture then it will not only increase the efficiency of the business but also
the brand image in the market. Sexual harassment and workplace bully in organization is the
serious concern which shows the negative impact on the employee turnover. Recently, matter of
the Sexual harassment and workplace bully in organization has gained momentum among
various big organizations. Ideally stress in employees is associated with aggressive behavior at
the workplace (Branch, Ramsay & Barker, 2013). However, government of various countries
has issued various rules and regulations to curb Sexual harassment and workplace bully in

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organization. In addition to this, GE capital has faced the recent case of workplace bully in which
some of the employees were indulged in bullying their subordinates to get the work done in strict
manner. However, that case was raised and handled by management department in easy and
determined approach. Under occupational health and safety laws around the world, workplace
harassment and workplace bullying are identified as being main core psychosocial hazardous.
This level of functioning has promoted organization to reduce the negative impact of Sexual
harassment and workplace bully in organization with a view to promote ethical and efficient
value chain activities program (Valentine, Fleischman & Godkin, 2015).
In organization when employees are caught in Sexual harassment and workplace bully in
organization then they could raise their concern in grievances portal. This portal is mandatory
developed in each and every organization to promote the concern of employees and resolve their
queries in best efficient manner. Sexual harassment and workplace bully in organization could
be different types such as forcing employees to do particular job, yelling and molesting,
deliberatively ask them to perform unethical work. These levels of functions are considered in
Sexual harassment and bully cases in organization. However, organization could curb these
Sexual harassment and workplace bully cases by implementing proper level of strategic plans
and grievances portal in organization. This will not only increase the overall outcomes of the
company but also promote employees to perform their activities in ethical manner. There are
several organizations such as Tesco, Wesfarmers and Rio Tinto that have established proper
level of code of conduct and organizational culture to promote the ethical working in
organization (Hsieh, et al, 2017). The main concern of implementing this code of conduct and
organizational culture in organization is to develop an effective grievances portal and positive
organization culture in which employee could feel free to deliver their best level of services in

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organization. As per the workmen compensation and employers responsibilities act, it is
evaluated that management department has whole sole responsibilities to take care of the
responsibilities and well-being of the employees. However, in case of if employee threatens
another employee then as per the vicarious liability, it becomes ultimate responsibilities of the
management department to rectify the wrong doing of the employees (Esfahani & Shahbazi,
2014).
Employees aggrieved by sexual harassment and workplace bully
cases in organization
In case of employees aggrieved by sexual harassment and workplace bully cases in
organization could easily approach the higher authority to compensate their damage. However,
this problems and issues raised by employees will be treated by managerial persons like other
injury and will be taken care at the top most priority. There are several companies who have
installed grievances portal in business to promote the employees oriented program and resolving
their queries in effective manner. This portal is developed to promote the ethical business
functioning in organization (Leon-Perez, et al, 2014).
How to deal with these sexual harassment and workplace bully
cases in an organization
It is evaluated that in order to deal with the cases of sexual harassment and workplace
bully cases in an organization, management department could mandatory follow the strict rules
and regulations such as firing the concerned employees, imposing the penalties and decrease the

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quality set of the employees and deduct the amount of salary for the particular concern
(McDaniel, Ngala & Leonard, 2015). However, in order to impose these following acts on the
concerned employees, management department of the organization needs to collect the proof of
the cases and actions taken by employees.
Conclusion
After evaluating the cases and required details of the given study, it is considered that
sexual harassment and workplace bully cases in an organization is not at all acceptable if
organization is following ethical business functioning. It is considered that, company needs to
maintain proper employee oriented organizational culture to promote the positive working
environment. It is considered that following proper level of rules and regulations will also
promote organization to penalize the employees who indulged in sexual harassment and
workplace bully cases in an organization.

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References
Branch, S., Ramsay, S., & Barker, M. (2013). Workplace bullying, mobbing and general
harassment: A review. International Journal of Management Reviews, 15(3), 280-299.
Esfahani, A. N., & Shahbazi, G. (2014). Workplace bullying in nursing: The case of Azerbaijan
province, Iran. Iranian journal of nursing and midwifery research, 19(4), 409.
Hsieh, Y. C. J., Sönmez, S., Apostolopoulos, Y., & Lemke, M. K. (2017). Perceived workplace
mistreatment: Case of Latina hotel housekeepers. Work, 56(1), 55-65.
Leon-Perez, J. M., Notelaers, G., Arenas, A., Munduate, L., & Medina, F. J. (2014). Identifying
victims of workplace bullying by integrating traditional estimation approaches into a
latent class cluster model. Journal of Interpersonal Violence, 29(7), 1155-1177.
McDaniel, K. R., Ngala, F., & Leonard, K. M. (2015). Does competency matter? Competency as
a factor in workplace bullying. Journal of Managerial Psychology, 30(5), 597-609
Spector, P. E., Zhou, Z. E., & Che, X. X. (2014). Nurse exposure to physical and nonphysical
violence, bullying, and sexual harassment: A quantitative review. International Journal
of Nursing Studies, 51(1), 72-84.
Valentine, S., Fleischman, G., & Godkin, L. (2015). Rogues in the ranks of selling organizations:
Using corporate ethics to manage workplace bullying and job satisfaction. Journal of
Personal Selling & Sales Management, 35(2), 143-163.

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