Indeed, perspective-taking - the capability to step outside of one's own experience and imagine the emotions, perceptions, and motivations of another - seems the antithesis of the self-interested behavior often displayed by the powerful: it has been linked to moral reasoning (Kohlberg, 1976), altruistic behavior (Batson, 1991), and social competence (Davis, 1983)." (Galinsky, Magee, Inesi, and Gruenfeld, nd) a procedure for measuring empathic accuracy was developed by Ickes and his co-workers
that individuals who are especially concerned with social connectedness -- individuals high in the need to belong -- would be particularly attentive to and accurate in decoding social cues." (Pickett, Gardner, and Knowles, 2003) Findings of the study report as follows: In Study 1, individual differences in the need to belong were found to be positively related to accuracy in identifying vocal tone and facial emotion; Study 2 examined attention to vocal tone and accuracy in a more complex social sensitivity task (an empathic accuracy task)
Sexual harassment is considered an ethical as well as a legal problem…It continues to occur in a wide variety of organizations…In addition, sexual harassment has negative effects on victims' job satisfaction, stress levels, and mental health. Harassed victims also may be more likely to withdraw from the workplace by being late or absent, avoiding certain tasks, or looking for another job…Harassed victims also tend to have negative attitudes toward their supervisors and coworkers…Regardless of employees' individual sexual harassment, being a member of a work group in which sexual harassment occurs results in lowered group productivity… (Lunenburg, "Sexual Harassment," P
Perhaps, the most frequently asked question about sexual harassment tries to determine which specific behaviours constitute sexual harassment. Much research to date, has actually been removed from the issue of sexual harassment by focusing more on the entire spectrum of sociosexual behaviour at the workplace… (Ramsaroop & Parumasur, "The Prevalence and Nature…," P
This is why it is a good idea to involve the company's EAP in order to make sure that all aspects of the problem are discussed. An EAP is usually well informed about available resources in the community and can make recommendations to those that are involved, including both the offender and the victims (Cooper, Golden, & Kent-Ferraro, 2002, p
And yet others go through several levels when dealing with things. This people are more likely to show visual signs at work that may affect their work performance (Lee, 2005, p
It can either be done as a condition of employment or can simply be something that creates a hostile working environment. It is important to know what the sexual boundaries are in the workplace and how to deal with situations in which these boundaries are crossed (Plaut, 2008, p
For this reason organizations and the courts were forced to deal with same gender harassment in other ways. (Achampong 1999) Before the Oncale case the federal circuits and district courts were divided on the issue of same sex harassment
Much of the same-gender research has been limited in scope to simply pointing out that same-gender SH occurs far less frequently than other-gender SH, and that same-gender SH is much more likely to occur between males than females." (Dubois et al
An article in the Washington Times describes a case involving same sex harassment at an equipment maintenance facility. (Sands 1996) In this particular instance, all the employees were male and the victim of the crime was mentally challenged
The EEOC's guidelines define two types of sexual harassment: "quid pro quo" and "hostile environment."(Stein, 1999) The quid pro quo type of sexual harassment involves sexual advances that are unwelcome, physical or verbal conduct of a sexual nature, or requests for sexual favors
It costs businesses and schools due to the damaged morale, lawsuits and absenteeism that occur because of it. It permits for the degradation of women and men and the continuation of gender inequalities (Anderson, 2006)
From 1992 until 2008, the number of sexual-harassment charges that were filed by men with the EEOC grew from 8% to 16%. While some people may think sexual harassment of male employees is a joke, the fact is that the issue is real and becoming more widely known (Gesaman, 2010)
And that's cases that get to the EEOC. Many labor experts have found that men are less likely than women to speak up about such cases of harassment for fear of being made fun of by coworkers, and even fewer are willing to take the charges to a government agency and risk widespread knowledge of their predicament (Tahmincioglu, 2007)
. She and two others were brought up on charges of homosexuality (Moss 36)
One article reports that 18% of women in the Army have been subject to sexual harassment in the form of being coerced into having sex. Another 47% say that they have received unwanted sexual harassment (Newman)
About 22% of complaints name a teacher as responsible for the harassment." (Dragan) This research paper challenges the question, albeit: Is sexual harassment in secondary schools just the business of the victim and the perpetrator? Although the questions: "Why should I care? What difference does it make to me?" (Anderson) evolve from a fictions account of an unrelated scenario, they along with the question, "Should I tell
About 22% of complaints name a teacher as responsible for the harassment." (Dragan) This research paper challenges the question, albeit: Is sexual harassment in secondary schools just the business of the victim and the perpetrator? Although the questions: "Why should I care? What difference does it make to me?" (Anderson) evolve from a fictions account of an unrelated scenario, they along with the question, "Should I tell
While the lawsuit initially was successful, the case was overturned on appeal, in part because the school district had required teachers to engage in extensive training on the issues of sexual harassment and interactions with students. (Dragan) Examples of Sexual Harassment by Peers High school students who participated in the study by Duffy, Wareham, and Walsh reported harassment to include: hearing sexual comments or jokes, being leered at or having body stared at in sexual ways, being showed or given sexual pictures/messages having sexual messages/graffiti written about them having sexual rumors spread about them referred to as being gay or lesbian being flashed or mooned after turning down sexual advances having someone brush against them and/or touch/grab them in sexual way having clothing pulled down/off in a sexual way being blocked or cornered in a sexual way to do something other than kissing being forced to engage in sexual intercourse (Duffy, Wareham, and Walsh) Examples of Sexual Harassment by School Employees Timmerman notes research on the sexual harassment of adolescents in secondary schools primarily on the prevalence, the types of behaviors, and the gender and the position of the victim or perpetrator (American Association of University Women Educational Foundation [AAUWEF], 1993, 2001; Houston & Hwang, 1996; Larkin, 1994; Stein, Marshall, & Tropp, 1993)
The following figure (1) denotes individuals that participants who were victims of sexual harassment related accounts to. Figure 1: Individuals Students Reported Sexual Harassment Incidents to (Timmerman) Dragan identifies the following behaviors of school employee behavior that could lead to sexual harassment charges: tutoring a student in a secluded area or behind a closed door; taking students home after school in private vehicles; making personal telephone calls to students; making suggestive comments to students or acting in a flirtatious manner; inviting students to their home; and touching students inappropriately and when they do not want to be touched