SEXUAL HARASSMENT IN THE WORK PLACE

Sexual Harassment In The Work Place



Sexual harassment in the work place

Annotated Bibliogrphy

Barry M. Goldman (2008), The role of ideology in mediated disputes at work:Volume: 19 Issue: 3 pp: 210-233

Introduction

The purpose of this article is to explore the causes, impact, and resolution of ideological conflicts in the workplace. By integrating research on organizational justice, the paper aims to argue that ideological discord is engendered though the interaction of distributive, procedural, and interaction (un)fairness.

H1. Distributive, procedural, and interaction justice perceptions will interact to predict the degree to which the claiming party perceives his/her dispute to be ideologically-based such that the effect of outcome unfairness is greatest when the procedures are deemed unfair and the interpersonal conduct is perceived to be unfair.

H2. The more strongly claimants believe that their dispute is ideologically based, the less likely they are to be satisfied with the mediation process and its outcome.

Methodology

The largest mediation program in the country is administered by the EEOC. There are three parties to an EEOC-sponsored mediation: the claimant (an aggrieved employee who initiates a complaint, or “claim,” against his/her organization); the respondent (those responsible for responding to claimants' allegations); and the mediator (a third party generally assumed to be neutral and unbiased whose goal is to find, or create, a mutually-satisfying outcome for both claimants and respondents, cf. .

Results

All hypotheses were tested using hierarchical regression analyses, which were performed in either three or four steps. As recommended , when testing for moderation the independent variables were centered on the means. Centering has the effect of reducing multicollinearity between main effects and interaction terms .

Conclusion

Ideological conflict poses a particularly challenge for organizations. It can be destructive and even painful. We have argued that ideological discord is engendered though the interaction of distributive, procedural, and interactional (un)fairness. Once created, these conflicts are especially difficult to resolve. However, it also poses an opportunity. Creatively managed, and with attention to justice, neutral mediators can be used to resolve ideological disputes.

Payne, Brian K.(2004), "workplace violence." Encyclopedia of White-Collar & Corporate Crime.. SAGE Publications. 26 Jun. 2010 Volume: 9 Issue: 5

Introduction:

Workplace Violence has become a common occurrence in workplaces across the world. The types of violence range from simple assaults to violent homicides committed against workers. Estimates from the National Institute for Occupational Safety and Health (NIOSH) suggest that nonfatal assaults cost 876,000 lost workdays and $16 million in lost wages each year.

Methodology:

Most government agencies have developed guidelines that are designed to prevent workplace violence, as well as policies that dictate their response to such incidents. The Occupational Safety and Health Administration (OSHA) have made a number of recommendations to increase the safety of workers. For instance, OSHA recommends that the companies policy on violence must be communicated clearly to clients, consumers, and employees.

Results:

Researchers have also considered the kinds of strategies used to commit the violence in the workplace. A review of workplace homicides between 1980 and 1992 by NIOSH reveals that over three-fourths of the cases involved ...