TEMPLE Human Resource Communication Sexual Harassment Issue

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Memo To: Prof From: Group 1, Student 1 Date: February 5, 2019 Re: Assignment 4 In the wake of the #MeToo movement, sexual harassment in the workplace has become a hot topic of discussion. While we can all agree that it’s bad, there hasn’t been as much discussion about what circumstances allow it to continue taking place, and how we can act to stop it from continuing to occur. Organizational culture plays a key role in preventing sexual harassment and much literature on the subject focuses on which cultural factors. One of the ways that researchers believe can change an organization’s culture is by training employees not only in sexual harassment awareness, but in how they can practice bystander intervention themselves. • “Men who are likely to sexually harass usually only behave in that way when there are circumstances where the social norms actually permit that form of behavior. When examining organizational antecedents of sexual harassment it is imperative to examine the organizational culture” (Hunt, Davidson, FIelden, and Hoel, 2010). • “It may be useful for organizations to examine their leadership styles, gender ratios and the overarching culture of the organization before they attempt to implement a sexual harassment policy or initiative” (Hunt, Davidson, FIelden, and Hoel, 2010). • “A promising approach to the persistent problem of workplace sexual harassment (SH) is encouraging pro-social behaviors by bystanders. In broad terms, bystander interventions focus on how individuals who witness or are told about violence, harassment or other antisocial behavior can intervene in order to prevent and reduce harm to others” (McDonald, Charlesworth, and Graham, 2016). • “Bystanders may interrupt incidents of SH or the situations which might lead to harassment; challenge perpetrators and potential perpetrators; provide support to potential and actual victims; and work to change the social norms and inequalities supportive of SH” (McDonald, Charlesworth, and Graham, 2016). • “Bystander intervention is widely taught on college campuses, where students are trained to step in if they suspect sexual violence is about to occur. The theory behind such training is that sexual assaults could be reduced if witnesses other than the victim confronted the offender directly; distracted him before an assault occurred; or reported the incident as the victim's delegate” (O’Malley, 2017). • “Bystander intervention training gives employees tools that they weren't equipped with before to counter the obstacles bystanders often face when deciding whether to intervene: a fear of retaliation; confusion about what constitutes sexual harassment and whether they should report it; and the tendency of bystanders to do nothing if other witnesses are not acting” (O’Malley, 2017). Works Cited: C.M. Hunt, M.J. Davidson, S.L. Fielden, H. Hoel, (2010) "Reviewing sexual harassment in the workplace – an intervention model", Personnel Review, Vol. 39 Issue: 5,pp.655-673, https://doi-org.libproxy.temple.edu/10.1108/00483481011064190 McDonald, P., Charlesworth, S., & Graham, T. (2016). Action or inaction: bystander intervention in workplace sexual harassment. International Journal Of Human Resource Management, 27 (5), 548-566. doi:10.1080/09585192.2015.1023331 O'Malley, S. (2017). Workplace sexual harassment. CQ researcher, 27, 893-917. Retrieved from http://library.cqpress.com/ Assignment 4: Submit: On Canvas as a PDF file Length: 2-4 pages (depending on Group size), single spaced, 12pt font Memo Format In your Project Groups teams (teams of 3-5 students each), students will: please complete the following: 1) Pick a timely Human Resource (employee or personnel) topic (such as gender bias, discrimination, salary levels, cyber loafing, sexual harassment, etc.) 2) Write an introductory paragraph on your subject (why it is important, when it first surfaced as an issue, pertinent legal cases, etc.) 3) Find “quotables” about your topic by completing a search with the Library’s website (http://library.temple.edu/). Quotes can be placed below the introductory paragraph with bullet points. a. Each team member should find 6 quotes (from at least 3 sources). i. If you have 4 team members, that means you will have 24 quotes with at least 12 sources cited. Only two citations from one source may be used. b. Quotables are short quotes that share important information on the topic chosen. This can be important and interesting facts, judicial rulings, new laws passed, statements made by key authors/researchers, etc. i. Consider a quotable equivalent to a 5-10 second sound bite from an interview. c. Find your quotes via a search within the library’s databases. All quotes should be academic and from journals and magazines. d. Share your sources with your group via email/text/Google Doc to coordinate your individual efforts to ensure you do not have any overlapping quotes and articles. e. NO COMMERCIAL WEBSITES (where people are selling a product on-line) are acceptable sources. DO NOT use About.com, Wikipedia, etc. These should be academic or business articles (Wall Street Journal, etc.) 4) Create in-text citations for each quote. a. With each quote, you must provide an abbreviated source reference (i.e., Jones, 1997, p. 23). This is not the full citation you give in the bibliography, but an "in text" citation you would provide within the paragraph of say, a research report. This typically includes authors' last name(s), separated by commas, the publication year, and the exact page number of the quote. (This requires you to check PDF versions of online journals—to find the page numbers.) b. Use the APA guidelines handout for examples on how to properly cite each type of reference--both the abbreviated, in-text citation, and the full citation in the bibliography. 5) After finding your quotes, organize them by topic or aspect of the subject such as varying stances, opinions, and history of the topic. 6) Once quotes are organized in order, create a works cited. The works cited is the bibliography for all citations. a. Alphabetize the citations by the author’s last names. b. Complete full citation for each article using APA formatting. Reference the APA guidelines handout on Canvas for details. Memo To: Prof From: Group 1, Student 1 Date: February 5, 2019 Re: Assignment 4 In the wake of the #MeToo movement, sexual harassment in the workplace has become a hot topic of discussion. While we can all agree that it’s bad, there hasn’t been as much discussion about what circumstances allow it to continue taking place, and how we can act to stop it from continuing to occur. Organizational culture plays a key role in preventing sexual harassment and much literature on the subject focuses on which cultural factors. One of the ways that researchers believe can change an organization’s culture is by training employees not only in sexual harassment awareness, but in how they can practice bystander intervention themselves. • “Men who are likely to sexually harass usually only behave in that way when there are circumstances where the social norms actually permit that form of behavior. When examining organizational antecedents of sexual harassment it is imperative to examine the organizational culture” (Hunt, Davidson, FIelden, and Hoel, 2010). • “It may be useful for organizations to examine their leadership styles, gender ratios and the overarching culture of the organization before they attempt to implement a sexual harassment policy or initiative” (Hunt, Davidson, FIelden, and Hoel, 2010). • “A promising approach to the persistent problem of workplace sexual harassment (SH) is encouraging pro-social behaviors by bystanders. In broad terms, bystander interventions focus on how individuals who witness or are told about violence, harassment or other antisocial behavior can intervene in order to prevent and reduce harm to others” (McDonald, Charlesworth, and Graham, 2016). • “Bystanders may interrupt incidents of SH or the situations which might lead to harassment; challenge perpetrators and potential perpetrators; provide support to potential and actual victims; and work to change the social norms and inequalities supportive of SH” (McDonald, Charlesworth, and Graham, 2016). • “Bystander intervention is widely taught on college campuses, where students are trained to step in if they suspect sexual violence is about to occur. The theory behind such training is that sexual assaults could be reduced if witnesses other than the victim confronted the offender directly; distracted him before an assault occurred; or reported the incident as the victim's delegate” (O’Malley, 2017). • “Bystander intervention training gives employees tools that they weren't equipped with before to counter the obstacles bystanders often face when deciding whether to intervene: a fear of retaliation; confusion about what constitutes sexual harassment and whether they should report it; and the tendency of bystanders to do nothing if other witnesses are not acting” (O’Malley, 2017). Works Cited: C.M. Hunt, M.J. Davidson, S.L. Fielden, H. Hoel, (2010) "Reviewing sexual harassment in the workplace – an intervention model", Personnel Review, Vol. 39 Issue: 5,pp.655-673, https://doi-org.libproxy.temple.edu/10.1108/00483481011064190 McDonald, P., Charlesworth, S., & Graham, T. (2016). Action or inaction: bystander intervention in workplace sexual harassment. International Journal Of Human Resource Management, 27 (5), 548-566. doi:10.1080/09585192.2015.1023331 O'Malley, S. (2017). Workplace sexual harassment. CQ researcher, 27, 893-917. Retrieved from http://library.cqpress.com/ ...
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Tutor Answer

EagleEye1
School: Duke University

Completed

Outline
1. An introductory paragraph about the sexual harassment topic. The thesis statement
starts and then the meaning of the topic. People that are likely to be affect and also the
places that mostly happens for example at working places. Measures taken for
preventing the calamity.
2. Six quotes; There are quotes from books and academic journals where authors have,
in one way or another, have talked about this topic of sexual harassment.


Running Head: HUMAN RESOURCE

1

Memo
Student’s Name
University Name
Course Name
Date

HUMAN RESOURCE

2

Sexual Harassment
Sexual harassment has been a topic day in day out in the world today. It mostly occurs
because of; a lack of awareness, immorality, and also evil perceptions. In most cases when the
topic of sexual harassment comes up, it is usually within the women context as being the victims
more compared to men. In workplaces, there are so many cas...

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