Sexual Harassment And Its Effects On The Workplace Essay

2. Findings/Discussion With a specific end to a goal to comprehend the impacts and to find a superior method for reducing sexual harassment in the workplace, it is imperative to realize what is known as Sexual Harassment first (Crull 1984). Sexual harassment can be abstracted as a sequences of collaborations amongst the harassers and victims that either restrain or upsurge violence by outsiders or third parties (McDonald et al. 2010). Different literature suggests how different models of study in sexual harassment predicts the sorts of activities prone to be utilized by culprits to minimize shock, predicts the outcomes of neglecting to utilize strategies such as backfire to raise outrage. Using this outline, this documented study observed outrage management model reported as a proof in 23 cases-decisions of sexual harassment in Australia. It was discovered that harassers minimize this outrage by covering up, undervaluing the objective, reinterpreting the occasions, utilizing official channels to give an a ppearance of equity and threatening or bribing individuals. The findings in this study likewise highlight that, given the constraints of statutory and hierarchical protections in decreasing the frequency and seriousness of sexual harassment in a community, individual answers might be in effect as a feature of a multilevel reaction in decreasing the rate and effect of workplace sexual harassment (McDonald et al. 2010). Another study by Sandra (1982) suggests that threeShow MoreRelatedSexual Harassment : How Does It Differ From Bullying?891 Words   |  4 Pages1. What is sexual harassment? How does it differ from bullying? Sexual harassment is an unwanted attention that is sexual in nature. It can be a one-time occurrence or a result of repeated behaviour. 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She had evidence of him sending her disturbing letters and also reported his stalker like behavior to her supervisor. Employers who fail to fully investigate sexual harassment complaints in the workplace could face detrimental consequences. All employers should have sexual harassment policies in place; however having a policy is not enough. Policies must be reasonably and properly enforced and there also must be effective internal procedures that will allow employees