Free Sexual Harassment And Abuse Of Power In Work Place Research Proposal Example

Type of paper: Research Proposal

Topic: Sexual Abuse, Harassment, Sexual Harassment, Behavior, Men, Organization, Power, Study

Pages: 5

Words: 1375

Published: 2020/09/23

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Introduction

Annoying and undesirable behavior of a sexual nature is an age-old issue. Failing to offer a particular, unmistakable name for a long time, this kind of behavior or its culprits have been called by a wide range of names. The term ' sexual harassment' as a descriptor for this behavior was just instituted in the 1970s. From that point forward the issue has turned into a perceived marvel all through the world in all social and word related
As indicated by the International Labor Organization (ILO), lewd behavior is an acceptable type of sex separation focused around sex, an indication of unequal force relations in the middle of men and ladies. The issue relates less to the genuine natural contrasts in the middle of men and ladies – rather, it identifies with the sex or social parts ascribed to men and ladies in social and financial life, and recognitions about male and female sexuality in the public arena that can prompt lopsided male-female force connections.
Sexual Harassment has more to do with force than sex. It happens when somebody with in organization has more power and he ill-uses that power, rupturing the trusting relationship that ordinarily exists in the middle of workers and supervisor. Sexual Harassment makes disarray in light of the fact that the limit between expert parts and individual connections gets to be smudged. The contrast between intentional sexual connections and inappropriate behavior is that harassment contains components of compulsion, dangers, and/or undesirable consideration in a non-complementary relationship.

Research objective

The aim of this study is to explore what is known about sexual harassment by identifying, many things in organization like the workplace culture in which it occurs, the characteristics of those who suffer harassment and the harasser, and organizational policies designed to prevent and deal with harassment. It also aims to identify gaps in knowledge

Problem statement

There is no such occupation and profession existed which is free from sexual harassment (Kim and Kleiner, 1999). sexual harassment keeps on being a pervasive issue in working environments. The recurrence demonstrates the reality of the issue furthermore the earnest need to dispense with it. Studies have demonstrated that ladies are more inclined to sexual harassment (Mathis et al., 1981).
In spite of the way that there has been liberation of ladies, where the recent have gotten to be self-expressive, educated and mindful of laws, there is still sexual misuse of ladies. . In any case we can't choose not to see additionally to the way that albeit less successive, men can likewise be casualties of inappropriate behavior. A few studies have uncovered that ladies are additionally sexually pestering men. Moreover, these days we likewise find the same sex bugging one another, men bothering men and ladies irritating ladies individually. The greater part of cases on inappropriate behavior which have been accounted for and got before the Courts distinctive nations still demonstrate that lewd behavior happens when an individual who is in an influential position utilizes his specific position to annoy other people who are in a powerless position. As it were, this would infer that somebody who is at the highest point of the stepping stool utilizes his energy to ceaselessly inconvenience someone else who is at the base of the various leveled step of the association. Different universal associations, exchange unions, ladies' affiliations and other weight gatherings have uncovered that inappropriate behavior is turning into a disturbing circumstance, particularly in the field of business (Crucet et al, 2010).

Research Questions

Does the harasser have higher organizational power than the victim?
Can the organizational culture prevent sexual harassment?
What is ratio of sexually harassed victims of both genders?
Hypothesis
H1: There is a significant relationship power in organization and sexual harassment
H2: There is a significant impact of organizational policies on sexual harrasment
H3: There are more number of female victims than male victims.
Literature review
Sexual harassment can take a wide range of structures. These include: making sexually express comments and exchange; scoffing, impolite comments and individual abuse; indicating sexually unequivocal foul pictures and pictures from the web; showing timetables and pictures of naked ladies; and rape. It is for the most part acknowledged that inappropriate behavior incorporates two sorts of conduct. The main is normally characterized as "compensation" and identifies with where an individual, frequently in a position of force, will expressly or verifiably make sexual appeals and/or progresses. In return they may offer some wanted result, for instance an advancement. The second is lewd behavior which can be characterized as "antagonistic environment", which alludes to sex-related practices which make the individual being annoyed feel uncomfortable, along these lines making a scaring work space. This kind of lewd behavior is a wellspring of much level headed discussion as it might be more unobtrusive and is regularly termed a 'hazy area' (Smolensky and Kleiner, 2003).
According to Till (1980), there is a national example of US female school understudies, prompted the plan of five levels of lewd behavior: (a) sex provocation, (b) enticing conduct, (c) sexual gift, (d) sexual pressure, and (e) sexual burden. Sexual orientation provocation portrays sexist or hostile comments and jokes. The enticing conduct classification portrays unseemly being a tease furthermore extends to lewd gestures without the danger of approvals. Sexual gift, sexual compulsion and sexual inconvenience classes regularly include the danger of assents, going from prizes for sexual movement (sexual pay off) to rape (sexual burden).
Collinson and Collinson (1989) express that "men's sexuality and authoritative force are inseparably connected". Lewd behavior frequently reflects an ill-use of power (Brewis, 2001; Sedley and Benn, 1982) and is: not about the anxiety of sex but it is about power, it backs and propagates a framework in which one class of persons is methodically disempowered (Bratton, 1991). Wilson and Thompson (2001) contend that it is principally about men practicing control over ladies, and that provocation is connected with ladies' distraught status at work and subordinate position in the public eye.
Hearn and Parkin (2005) have composed broadly on these issues while perceiving that there are sure different gimmicks of inappropriate behavior and harassing, they see both of these practices as a manifestation of 'authoritative infringement' or infringement of the person, where the society of an association permits singular workers to be dealt with abusively or with insolence. They accept that it is crucial to analyze sexual orientation and sexuality when talking about authoritative qualities, and that "associations and sexuality all the while develop one another" (Hearn and Parkin, 1995)

SETTINGS FOR THE RESEARCH

This study will be conducted and completed during 2015 calendar year within an eight week time period. The time limit and limited resources may have effect on the results provided.

DEFINITION OF KEY TERMS

According to the European Parliament 'harassment related to sex' can be define as follows:
“Where an undesirable behavior identified with the sex of an individual happens with the reason or impact of disregarding the pride of an individual, and of making a scary, antagonistic, debasing, embarrassing or hostile environment. Where any manifestation of undesirable verbal, non-verbal or physical behavior of a sexual nature happens with the reason or impact of damaging the nobility of an individual, specifically when making a scary, threatening, corrupting, embarrassing or hostile environment.”

ASSUMPTIONS

Sexual harassment is a pivotal subject which leaves the victimized person injured for quite a while. The principle suspicions for this study are that respondents will help truthfully in the exploration. The center of this study is not to call attention to exploited people, however to highlight the elements that prompt such despicable show of force and desire.

IMPORTANCE OF STUDY

Sexual Harassment is, most importantly, an indication of power relations – ladies are considerably more prone to be casualties of inappropriate behavior accurately on the grounds that they more regularly than men need force, are in more helpless and unreliable positions, need fearlessness, or have been standardized to endure in quiet. With a specific end goal to comprehend why ladies persevere through the dominant part of inappropriate behavior, it is critical to take a gander at a portion of the basic reasons for this marvel.

RESEARCH METHODOLOGY

The study will be conducted by carrying out a survey in various workplaces.
Research methodology: qualitative
Research instrument: open ended questionnaire
Population: employees and employers in organizations
Sample size: 300 respondents
Sampling technique: convenience sampling
Project Work plan and Final Milestones

References

Brewis, J. (2001) ‘Foucault, politics and organizations: (re)-constructing sexual harassment’. Gender, Work and Organisation. 8 (1): 37-60.
Collinson, D. L. and Collinson, M. (1989) 'Sexuality in the workplace: the domination of men’s sexuality'. In J. Hearn, D. L. Sheppard, P. Tancred-Sheriff and G. Burrell (eds.) The sexuality of organization. Sage: London.
Eleanor K. B. (1987). The Eye of the Beholder: An Interdisciplinary Examination of Law and Social Research on Sexual Harassment, 17 N.M. L. REV. 91, 93.
Hearn, J. and Parkin, W. (1995) Sex at work: the power and paradox of organization sexuality. Revised edition. Prentice Hall/St Martin’s Press: Hemel Hempstead.
Kim, S. & Brian H. K. (1999). "Sexual harassment in the workplace", Equal Opportunities International, Vol. 18 Iss: 2/3/4, pp.20 – 22
Smolensky, E., and Kleiner, B. H. (2003) ‘How to prevent sexual harassment in the workplace’. Equal Opportunities International. 22(2): 59- 66.
Till, F. (1980) Sexual harassment: a report on the sexual harassment of students. National Advisory Council on Women's Educational Programs: Washington, DC.
Sedley, A. and Benn, M. (1982) Sexual harassment at work. NCLL Rights for Women Unit: London.
Wilson, F. and Thompson, P. (2001) ‘Sexual harassment as an exercise of power’. Gender Work and Organization. 8,(1): 61-83.

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