Sexual Harassment
The study proposal shall discuss conceptualization of sexual harassment Method which includes Participants and design, Measures and Results and Discussion. In addition, the paper shall in detail analyze and present well coordinated literature review of the past conducted studies on the sexual harassment in work places.
Sexual Harassment in workplaces with the focus on the authority roles of gender and authority roles
A Research Proposal
Background
In general, our society today view sexual harassment as that involving sexual acts involuntarily, yet little is known about suggestive physical, verbal, and behavioral sexual abuses. As a matter of fact, most cultures tend to consider sexual harassment in work place is expressed in terms of physical sexual assault, verbal sexual abuse or rape in worst cases. In this regard, (Richard and Juanita, 2007 Rowe Corinne, 2002) reveals that sexual harassment in most cases though unnoticeable is expressed through words or verbal behaviors that humiliate, degrade, or display disrespect to individuals or groups regarding their sexual orientation or gender roles. Richard and Juanita (2007) defines workplace sexual harassment as where workers are sexually abused, threatened to have sex, or assaulted in circumstances related to their work which involves an implicit or explicit challenge to their safety, health or well-being.
However, for the study purposes, a new meaning and conceptualization of sexual harassment need to be employed that gives more insight and deeper understanding of the term. In this regard, sexual harassment can be clearly seen as the subjective experience of the person who is targeted by the behavior and by the degree to which the behavior was not only unwanted or unwished for, but also the behavior is unwelcome by that person (Lisa, et al., 1995 Laura, 1997 Margaret, 1996). Moreover, sexual harassment in present days study covers a broad spectrum of sexual violations and its usage may vary in accordance to present recognition by many world wide laws to exclude or include forms of violence such as battery and rape.
The common reasons cited for facilitating sexual harassment in work place environment has been majorly the persons who use their power or position to influence, control and intimidate those of lower hierarchy or status to their sexual gratification advantage. Currently, most countries US included are status-oriented societies in which people are classified by position, birth, wealth, age and education (Richard and Juanita, 2007). Sexual harassment due to differences in socio-economic classes has been reported as a prevalent practice among the general population, whereas racial sexual harassment still happens to the minority groups and immigrants who seek favors from hosts.
As a result of detrimental effects of sexual harassment in work places, there have been various programs within various organizations that embarked on. First, employees are sensitized about sexual harassment and are equipped with skills necessary for reducing and eradicating sexual harassment. Second, workers are educated about the negative effects of sexual harassment within organizations context. Third, firms have been motivated to conduct research, training and teaching regarding sexual harassment. Fourth, staff management has been better equipped to handle issues on sexual harassment. Fifth, staff has been empowered to resist report and facilitate the sanctioning of staff that is responsible for sexual harassment. And sixth, there has been incorporating of sexual harassment issues of into organizational gender programs and policies (Richard and Juanita, 2007 Rowe Corinne, 2002).
In order to derive valid data upon which informed decision shall be influenced and be made, this research proposal part shall present research methodology. Importantly, from this study of sexual harassment presented in this paper, there is hope that more adaptive methods of minizing and eradicating sexual harassment in work places shall be realized.
Methodology
Research methodology as essential part of the research proposal, shall discus in details the following topics research design, research tools, population and sample, limitations of the study, data collection, data analysis, results and protection of human subjects.
Research Design
The research design entails the approach to study parameters to achieve overall study goal. In this regard, the research design shall involve survey study that is conducted with aim to illustrate the incidence of all forms of sexual harassment in workplace in manufacturing and processing industrial sector, as well as contributing factors, impacts, and responses at individual and organizational levels. Moreover, Quantitative data shall be conducted by use of questionnaires. While on the other hand, use of focus group interviews and Individual interviews shall be conducted to obtain qualitative data.
Population and Sample
The research setting in this study is within manufacturing industrial sector. In manufacturing industrial sector, there is a wide variety of production services, comes with diversity and workers stratification that is necessary to provide meaningful data to evaluate study hypotheses.
The first qualitative part that seeks to verify the definition of workplace sexual harassment, the following groups of persons constitutes target groups. They are as follows
(1) Representative organizations
(2) Private owners of manufacturing sector
(3) Health sector personnel
(4) Manufacturing authorities
(5) Management
(6) Sexual and gender advocacy groups
(7) Lawyers who have
Data from the above target groups within manufacturing sector personnel shall be obtained by use of 15 focus group interviews that consist of 90 personnel selected according to availability. On the other hand, quantitative part, the questionnaires shall include all major manufacturing and its related settings available within us. Moreover, the questionnaire covers the settings in all geographic levels, rural, suburban, and urban areas, and also from non-government and government sectors.
Limitations of the Study
The major limitation in this study shall be in terms of lack of exact data on the professional and various employees within the manufacturing industry to base sampling on. As a result, the professional and workers in these category shall be estimated may compromise the quality, reliability and validity of data obtained. Moreover, some professional settings such as subordinates and supervisors might be recruitment. As a result, these groups might give low return-rate.
Furthermore, study shall be limited from respondents perspective in the sense that some feedback given by respondents may have indication that the questionnaires administered are long due to sensitivity nature of study subject. As a result, some of the questions in the final parts might not be answered, which hampers study outcome and results computation.
Moreover, the participants may withdraw when sufficient parameters to assure them of confidentiality and benefits and possible risks. Therefore, researcher must ensure that the responses given are discussed among the researcher and assistants only and this should be communicated and understood by respondents. There is a likelihood of over expenditure in the allocated research budget in contacting participants, writing materials, meals and water, and any reimbursement for the participants involved in focus group interviews.
Hypotheses
The study hypotheses as follows,
Alternative hypotheses
H1 There is relationship between sexual harassment and organization culture exhibited in workplace.
H2 There is relationship between workers administrative level and likelihood of being sexually harassed.
H3 Most workers are sexually harassed in a poor workplace environment that facilitate the vice such as dark corridors, inadequate light pavements and congested offices within manufacturing industries.
Null Hypotheses
H1o There is no relationship between sexual harassment and organization culture exhibited in workplace
H2o There is no relationship between workers administrative level and likelihood of being sexually harassed.
H3o Most workers are not sexually harassed in a poor workplace environment that facilitate the vice such as dark corridors, inadequate light pavements and congested offices within manufacturing industries.
Data Collection
Time frame for data collection shall be determines in terms of months. For instance, it can be collected from January to February or March. In terms of qualitative data, in-depth and focus group interviews, and audiotape recording if permission shall be granted are methods that shall be used to collect qualitative data. Additionally, field-notes shall be taken to substantiate the qualitative data collected and also to serve as explanatory notes to brief answers provided by respondents. Importantly, assured privacy, confidentiality and guaranteed safety of the subjects throughout process of qualitative data collection are not only of essence, but also very vital since sexual harassment in workplace is a sensitive issue. The interview venues shall be conducted in meeting rooms and individuals or groups workplaces.
On the other hand, quantitative data collection, the researchers andor the research shall contact all relevant authorities of sampled manufacturing firms and all involved professionals in order to obtain permission to be able to collect data. At this moment, the researcher shall be obliged to state and explain to the concerned authorities and parties the purpose of the research project, techniques and procedures for questionnaire survey. Thereafter, the research questionnaires shall be distributed by use of accidental random sampling techniques. This means that, any personnel available on the sampled organization is invited to participate in the study (Rowe Corinne, 2002).
Data Analysis
The Qualitative data shall be analyzed by content analysis as an appropriate analysis approach. While on the other hand, Quantitative data shall be analyzed by use of the SPSS 9.0 software program. Additionally, descriptive statistics shall be employed in order to illustrate the demographic characteristics of the used sample. Chi-square shall be used to analyze the differences of the incidences of sexual harassments across various factors.
Results
The results of this study based on quantitative and qualitative data analysis shall be presented simultaneously as follows first, demographic characteristics of the sample. Second shall be the magnitude, characteristics, scope of sexual harassment. Third, influencing factors in the context of workplace sexual harassment. Fourth, effects and impact of sexual harassment at work in the manufacturing industrial sector. Fifth shall be results for individual, institutional, and systematic responses towards sexual harassment. And sixth, shall be the anti-sexual harassment strategies.
Protection of Human Subjects
Protection of human subject regarding their involvement and part in the research is not only necessary but a legal requirement thus must be well formulated. These can be enhanced by researcher to have written permission from the manufacturing firms. While on the other hands, respondents participating in focus group interviews shall be requested to give their oral consent after the researcher explains to them research confidentiality, projects objectives and procedures.
Sexual Harassment in workplaces with the focus on the authority roles of gender and authority roles
A literature review
Workplace sexual harassment is pervasive in todays firms. Workplace sexual harassment, regardless of whether they involve marital relationship or dating is classified as hierarchical whereby two romantically involved workers that differ in their company status. This can be demonstrated by, a boss and secretary or a given supervisor and their subordinate within same department. The other classification is the lateral whereby it involves employees who are of equal organizational status. Although, many reported cases are of hierarchical nature but reporting the menace in organizational set up proves a challenge especially in firms with a bureaucratic structure of which most manufacturing industries have. This literature review, shall critically review the past studies on Sexual Harassment in workplaces with the focus on the authority roles of gender and authority roles.
Definition of sexual harassment
According to UN in the Convention on the Elimination of All Forms of Discrimination against Women, gender-based violence is defined as any act that is likely to or results in physical, sexual or psychological harm or suffering to women, including threats or acts ofcoercion, arbitrary deprivations of liberty private or public in the family, community In this definition, it is inclusive of such actions as battery trafficking in women rape sexual abuse of children forced prostitution dowry violence harassment and intimidation at work and in educational institutions genital mutilation and other traditional practices that are harmful to women and state-sanctioned violence against women. In reference to gender based violence as reference and platform towards developing a more compelling and precise definition of sexual harassment, Jane (2003) gives this much needed definition.
Sexual harassment can be best defined in terms of the subjective experience of targeted person by the behavior and by the degree to which the behavior was unwanted and unwelcome by that targeted person. In this sense, sexual harassment covers a broad spectrum of any form sexual violations and its usage varies accordance recognition by worldwide laws.
In workplace, sexual harassment as form of gender based violence takes specific forms that affects both women and men struggles and chances for attaining and sustaining promotions and jobs. However, the cultural pose a challenge on definition and classification of sexual harassment as culture flavors what is illegitimate or legitimate accepted as gender violence or not. Therefore, despite having a universal definition according to UN, sexual harassment definition is largely dependant on the varied cultural context, whereas their resonance is greatly affected by cultural locations, structures and practices of various organizations (United Nations United States Department of the Army, 1997).
According to Title VII of the Civil Rights Act of 1964, sexual harassment is classified as sex discrimination that in essence violets the Act. In this regard, EEOC (Equal Employment Opportunity Commission) refers to sexual harassment as all manners that are associated with requests for sexual favors, unwelcome sexual advances and verbal or physical conduct of a sexual nature (Defense Equal Opportunity Council, 1995). The impact of sexual harassment results to creating an offensive, intimidating, or hostile work environment implicitly or explicitly affects an individuals employment and unreasonably hampers employees work performance (Defense Equal Opportunity Council, 1995). In addition to that, Debevoise et al., (1998) reports that sexual harassment have detrimental effects on the basis of its negative effects experienced by employees. In a more pronounced manner, the negative effect on the employees is normally intensified when a victimized worker comes into contact with a former harasser that evokes unfavorable feelings.
Behaviors exemplifying sexual harassment
Barbara, (2005) state that when investigating behavioral aspects that are associated with sexual harassment, there is an essential question that aid and guide the inquiry what types of behavior Exemplify Sexual Harassment in organization In responding to this question, (Barbara, 2005 Crouch, 2001 Debevoise et al., 1998) reviewed some of the behaviors that when displayed strongly suggest sexual harassment. First, superiors or workmates demanding sex in exchange for promotions or job. Secondly, sexual assault of an employee during outdoor or indoor consultation or meeting is behavior classified as sexual harassment. Thirdly, circumstances when male or female workmates sexually bullys their colleagues by attacking the dressing codes and style orand commenting on figure or bodies fellow employees.
Fourth, the tendency of some senior employees to scratch their colleagues or their juniors palms, grazing breasts in office or corridors or patting their bottoms, represent behaviors associated with sexual harassment. Fifth, the collective category of suggestive behaviors that is indicative of sexual harassments such as defacing or humiliating election posters with sexual, sexual jokes or talk, placing sexually abusive material inform of pictures or messages online, are all behaviors that are suggestive of sexual harassment and need to be readdressed in our workplaces.
Workplace sexual harassment context
Organizational context is engulfed in issues of fairness, justice, equity, gender and democracy. Working and manufacturing plants production is carried out in multi-ethnic and multicultural environment where workers are composed of different social, age, economic, gender, religious and class backgrounds in pursuit of betterment of their lives (Crouch, 2001). As a result, productivity is affected by gender climate in the workplaces since employees interact more frequently. Thus, affects and shapes their expectations, attitude, knowledge, behaviors, social and emotional intelligence of the workers. As a matter of fact, workplace comprises of diversity of individuals living and grown up from different cultures especially patriarchal cultures in the sense that their gender expectations in many cases contradict democratic point of view. For instance, it is common knowledge that within context of patriarchal societies, men regard women as ritual of courtship or prey.
In other findings (Carla, 1995 Dziech and Michael 1998 Eskenazi and Gallen, 1992 Jane, 2003) reported that, most workplaces tend to be male-dominated which enhances male-tolerant environment and cultures, which sometimes may encourage orand tolerate sexual harassment. In contrary, Jane (2003) reports that most male-dominated environments in workplaces seem to encourage transactional sex between subordinate men and women and dominant men, in the context of confusing and vague authority, accountability and transparency structures. However, it is important to point out that sexual harassment hinder women abilities rise to organizations higher positions of authority or leadership as mostly shall be used and held hostage by their harassers for sexual gratification.
Sexual Harassment between subordinates and subordinates, and subordinates by Superiors
In most workplaces, there are numerous reports of allegations of male superior exploiting vulnerable female subordinates, threatening to fire them, or enticing with promise of promotions. Superiors in organization who holds authority have the power recommend promotion or dismissal of employees. Therefore, when superiors utilize this power granted by their position for sexual favors though are unethical, becomes any easy task yet illegal and gender abusive. Thus, there is need to development ethical Code of Conduct that governs the relationship between superiors and subordinates. One of suggestions, of this study is that sexual harassment needs to be integrated into awareness, training and research in workplaces.
On the other hand, sexual harassment between subordinate and subordinate is more pronounced among the secretarial staff. This is in the sense that, young ladies are mostly occupy middle level posts are constantly threatened by perceived job loss if they fail to give in to sexual demand of their bosses and other powerful staff members. These young women occupying lower and middle level administrative posts are also vulnerable to sexual harassment from their subordinates who treat them with disrespect (Carla, 1995 Dziech and Michael 1998). In the twist of circumstances, young, ambitious and social climbing women within an organization usually choose powerful male figures as mentors to achieve their ambitions. However, such relationships with time may deteriorate and get exploitative.
In summary, sexual harassment the subjective experience of targeted person by the behavior and by the degree to which the behavior was unwanted and unwelcome by that targeted person all manners that are associated with requests for sexual favors, unwelcome sexual advances and verbal or physical conduct of a sexual nature. The impact of sexual harassment results to creating an offensive, intimidating, or hostile work environment implicitly or explicitly affects an individuals employment and unreasonably hampers employees work performance. There is need to have preventive measure to mitigate the impact of sexual harassment in workplaces.
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