Analyzing Workplace Sexual Harassment: The Case of Dr. Haddad

1 The Case of Culture vs. Harassment Student's Name Institution Affiliation Course Professor's Name Date

2 Introduction Sexual harassment refers to sexual discrimination within the workplace with negative impacts such as promoting gender inequality, leading to unfair workplace practices and negatively affecting the employees' dignity and overall welfare ( Avendaño, 2018). Sexual harassment leads to productivity loss, low employee morale, dissatisfaction and elevated staff turnover rates (Avendaño, 2018). The sexual harassment policy is essential in outlining the forbidden sexual behaviour within the workplace and constitutes important information on reporting sexual harassment complaints within the organization. According to Noe et al. (2020), the human resource department ensures employees' well-being. Human resource has a significant role in ensuring employees' health and safety. The paper reviews if Dr. Haddad should be fired for sexual claims, consistency in workplace sexual harassment management, and the benefits of consistency. Finally, it evaluates the factors that promote consistency in workplace practice. Discussion Should the President be Fired? Yes. The president, Dr. Haddad, should be fired for violating the healthcare setting's sexual harassment policy. Dr. Haddad has been charged with sexual harassment whereby 10 women have reported to the St. Clemmons Health Care's administration that the president has sexually harassed them. Sexual harassment includes unnecessary touching through hugging and sexually charged gestures and looks. Dr. Haddad's actions are considered sexual harassment, which is against the hospital's sexual harassment policy. The complaints concerning Dr.Haddad have been alleged within the past six months, with two recent reports in the past thirty days. Consistency in Handling of Sexual Harassment Cases Consistency is necessitated to avoid sexual harassment cases within workplace settings. It is essential for human resource management to effectively communicate unacceptable behaviour

3 within the workplace to promote employees' health and safety ( Noe et al.,2020). The hospital setting demonstrates consistency in addressing sexual harassment cases. The hospital's sexual harassment policy considers Dr. Haddad's behaviour of unnecessary touches and sexually charged gestures and looks at women as sexual harassment prohibited in healthcare settings. However, Dr. Haddad strongly disputes the sexual harassment behaviour and outlines it as an innocent reflection of the cultures he was brought up in. Dr. Haddad claims that the organization has only outlined values for promoting workplace diversity and that his interactions are prevalent within his culture. Consistency is necessary in tackling sexual harassment cases since it offers effective guidelines for employers and employees on the execution of sexual harassment policies to eradicate and tackle sexual harassment within the workplace. Flynn et al. (2016) highlight that human resources within healthcare settings should promote employees' safety and health to promote productivity and overall patient outcomes. The healthcare settings should promote consistency in the formulation and execution of sexual harassment workplace policy to ensure that all employees are handled with respect, dignity, and fairness. The factors that support consistency in practice The factors that promote workplace consistency include setting clear sexual harassment protocols to guide the employees. The organization should clearly outline the prohibited behaviour and the steps for reporting the unacceptable behaviours. For instance, St. Clemmons Health Care possess a sexual harassment policy which clearly outlines Dr. Haddad's behaviour of unnecessary sexual touches and sexually suggestive gestures and looks as sexual harassment prohibited in the workplace.

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

4 Conclusion In conclusion, sexual harassment has adverse effects. It promotes gender inequality in the workplace, dissatisfaction, low morale, and high turnover rates. The sexual harassment policy provides effective guidelines for eradicating sexual harassment within the workplace. The policy indicates unacceptable behaviour and the reporting strategies. The human resource department is mandated to handle sexual harassment cases with consistency to promote employees' safety and health.

5 References Avendaño, A. (2018). Sexual harassment in the workplace: Where were the unions?. Labor Studies Journal , 43 (4), 245-262. Flynn, W., Mathis, R., Jackson, J., & Valentine, S. (2016). Healthcare human resource management (3rd ed.). ISBN 978-1285057538 Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2020). Fundamentals of human resource management (8th ed.). ISBN 9781260079173.

Week 2.A1 Cases study assignment

Related Documents