scholarly journals From #MeToo to #TimesUp: Identifying Next Steps in Sexual Harassment Research in the Organizational Sciences

2020 ◽  
pp. 014920632098051
Author(s):  
Nitya Chawla ◽  
Allison S. Gabriel ◽  
Anne O’Leary Kelly ◽  
Christopher C. Rosen
Keyword(s):  
Sexual Harassment ◽  
Organizational Policies ◽  
Policies And Procedures ◽  
Organizational Scholarship ◽  
Scholarly Attention ◽  
Organizational Sciences

Organizational scholarship on workplace sexual harassment has been dormant in recent decades. Yet, the #MeToo and #TimesUp movements—which have shed critical light on experiences of sexual harassment in organizations—suggests that renewed scholarly attention on this topic is both crucial and warranted. In the current commentary, we provide recommendations for ways that scholars can revitalize attention to this topic, extending both scholarly and practitioner understanding of this phenomenon. In addition, we encourage scholars to begin expanding the conceptualization of sexual harassment to also encompass more subtle forms of harassment. Critically, broadening our scholarly knowledge of workplace sexual harassment can inform organizational policies and procedures aimed toward reducing its prevalence and impact.

Organizational Behavior

2021 ◽  
pp. 2625-2637
Author(s):  
Rilla J. Hynes
Keyword(s):  
Organizational Culture ◽  
Organizational Behavior ◽  
Competitive Advantage ◽  
Paradigm Shift ◽  
Leadership Behaviors ◽  
Positive Organizational Behavior ◽  
Organizational Policies ◽  
Policies And Procedures ◽  
Behavior Theories ◽  
Management And Leadership

As organizations adapt to the challenges of technology, an understanding of organizational behavior theories supports the development of new management and leadership behaviors. There has been a paradigm shift in management, calling for the use of positivity rather than negativity. This shift promotes positive organizational policies and procedures while maximizing resources. According to Bakker, negative approach-based terms influenced organizational culture undesirably, and Luthans and Avolio claim developing a positive organizational behavior framework is a source of an organization's competitive advantage. This article explores the evolving theories of organizational behavior addressing the challenges of technology and change, as well as placing the discussion within the context of seminal theories.

Protests, Rallies, Marches, and Social Movements as Organizational Change Agents

2019 ◽  
Vol 21 (2) ◽  
pp. 150-174 ◽  
Author(s):  
Marie-Line Germain ◽  
Phyllis Robertson ◽  
Sarah Minnis
Keyword(s):  
Social Movements ◽  
Human Resource Development ◽  
Change Agents ◽  
Future Research ◽  
Organizational Changes ◽  
Power Structures ◽  
Organizational Policies ◽  
Organizational Policies And Practices ◽  
Policies And Procedures ◽  
Policies And Practices

The Problem Social movements can impact organizations and employees through changes in policies and procedures in the workplace. Measuring the degree to which collective protests, rallies, and marches have influenced organizational actions can be complex due to the variance in activist practices and the resistance or amiableness of organizations to change. The Solution Protests, rallies, and marches can create a disruptive stage for challenging and confronting organizational policies and practices that maintain power structures. Through the examination of the literature and the review of recent worldwide events, this article illustrates how social movements have affected organizations and led to organizational changes, illuminating change processes in established fields such as business. Specifically, we aim to answer how protests, rallies, and marches influence organizational policies and practices attributed to human resource development (HRD). We conclude by discussing how a recent social movement is applicable to the field of HRD and suggest areas for future research. The Stakeholders This article may be of interest to employees at all levels of the organization, researchers, and practitioners in the field of HRD.

Problems of Practice: From the Principal's Perspective

1993 ◽  
Vol 3 (1) ◽  
pp. 59-73 ◽  
Author(s):  
Karen F. Osterman
Keyword(s):  
School Districts ◽  
Secondary Principals ◽  
The United States ◽  
Complex Problem ◽  
Urban School Districts ◽  
Organizational Policies ◽  
Policies And Procedures ◽  
Teachers And Students ◽  
Problems Of Practice ◽  
The Way

This article explores the way that principals understand the nature of the problems that deter schools from better accomplishing their missions. The views presented are those of approximately 40 elementary and secondary principals in two urban school districts in the Mid-Atlantic and Southwest regions of the United States. From the perspective of these principals, schools as organizational workplaces for administrators, teachers, and students are plagued by stress, frustration, and alienation. Although a multi-faceted and complex problem in itself, this organizational malaise is viewed as an outgrowth of an even more complex problem—a growing gap between the culture of the schools and the society of which they are a part. These observations emphasize the importance of examining the way in which organizational policies and procedures of schools and school districts impact upon the motivational needs of administrators, teachers, and students.

Sexual Harassment: An Organizational Safety Issue

2002 ◽  
Vol 46 (10) ◽  
pp. 915-919
Author(s):  
Alison G. Vredenburgh ◽  
Ilene B. Zackowitz
Keyword(s):  
Sexual Harassment ◽  
Safety Issue ◽  
Workplace Safety ◽  
Physical Injury ◽  
Multidimensional Approach ◽  
Negative Consequences ◽  
Organizational Safety ◽  
Workplace Harassment ◽  
Organizational Policies ◽  
Unsafe Condition

Sexual harassment is a serious workplace safety issue. Central to all definitions of sexual harassment is the abuse of actual or perceived power over another individual. At the workplace, harassment creates a fearful and unsafe work environment. If organizational policies, procedures and practices do not prevent sexual harassment, an unsafe condition for employees may result and those organizations may be held liable for the damages. This paper presents a multidimensional study of harassment as a workplace safety issue. The forensic aspects of sexual harassment will be addressed. Two case studies will illustrate the depth and breadth of the harassment problem as an organizational safety issue. Finally, a study will be presented. Ten individuals who have experienced sexual harassment were interviewed in depth regarding their experiences. This multidimensional approach will illustrate that harassment is a workplace safety issue that can result in physical injury, emotional and professional damage to the victim as well as negative consequences to the organization.

scholarly journals Before #MeToo: The Fight against Sexual Harassment at Ontario Universities, 1979-1994

2021 ◽  
Author(s):  
Jeremy Istead ◽  
Catherine Carstairs ◽  
Kathryn L. Hughes
Keyword(s):  
Sexual Harassment ◽  
Zero Tolerance ◽  
Campus Life ◽  
Significant Progress ◽  
Zero Tolerance Policy ◽  
Policies And Procedures ◽  
Full Participation ◽  
National Media

This article examines the campaign against sexual harassment conducted at Ontario universities between 1979 and 1994, looking closely at four universities: York, Queen’s, Toronto, and Carleton. Sources examined included campus newspapers, national media, and the CAUT Bulletin. The term “sexual harassment” was only coined in 1975, but it was quickly taken up by campus feminists in Ontario who successfully fought to have universities adopt policies and procedures to combat sexual harassment. By the late 1980s, they had broadened their campaign to look beyond predatory instructors, focusing on actions and behaviours that created a sexist climate that hindered women’s learning and their full participation in campus life. The arguments of both the supporters and the opponents of the campaign are examined. The article concludes with the failure of the Ontario government to impose a “zero tolerance” policy on sexual harassment at universities. While sexual harassment continues to exist at Ontario universities, campus feminists made significant progress during these years.

scholarly journals A study of the interplay between the law and organisational codes of conduct with regards to sexual harassment in New Zealand

2021 ◽  
Author(s):  
◽  
Heike Menne-Spohr
Keyword(s):  
New Zealand ◽  
Sexual Harassment ◽  
Human Resources ◽  
Trade Unions ◽  
Third Parties ◽  
Legal Consciousness ◽  
Structured Interviews ◽  
Policies And Procedures ◽  
The Law ◽  
Sexual Harassment Policies

<p>The aim of this research is to fill a gap in the New Zealand literature which is to investigate whether the sexual harassment legislation is being understood, implemented and monitored in organisations effectively.  This thesis explores how organisations in New Zealand are using tick-box compliance when implementing sexual harassment legislation into their employee policies and procedures documents due to the ambiguity of certain words. It looks at the role that Human Resources consultants and trade unions play, and further using the endogeneity model, the thesis explores the effect that tick-box compliance has on the legal consciousness of sexual harassment in organisations and third parties.  Data was collected through semi-structured interviews with Human Resources professional at public and private sector organisations, Human Resources consultants as well as trade union representatives who are actively involved with the implementation and management of sexual harassment policies in the workplace.    It was found that organisations had implemented sexual harassment policies and procedures several years previously and that these had not been changed significantly due to a lack of change in the law itself. The findings also indicate that the organisations implement sexual harassment polices using a tick-box approach and they do not necessarily fully understand the legislation. It was suggested that the emphasis had shifted from sexual harassment to bullying and that the third parties like trade unions and Human Resources consultants see more cases of this than sexual harassment.   The thesis concludes that although organisations have sexual harassment policies and procedures, these are outdated and are not part of the legal consciousness of organisations, trade unions and Human Resources consultants. The ambiguous nature of the wording in the law itself and the lack of guidelines for organisations on how to implement them has resulted in tick-box compliance and organisations do not know if their policies are effective or not. Further the low penalties for sexual harassment behaviour means that there is no incentive for sexual harassment victims to raise complaints.</p>

scholarly journals Sexual Harassment at Workplace: A Systematic Review of Literature

2020 ◽  
Vol 2 (2) ◽  
pp. 1-14
Author(s):  
Tarik Raihan ◽  
Tarikul Islam ◽  
Md. Aftab Uddin
Keyword(s):  
Systematic Review ◽  
Sexual Harassment ◽  
Male Dominance ◽  
Future Research ◽  
Extensive Literature ◽  
Organizational Policies ◽  
Organizational Settings ◽  
Perceptions And Attitudes ◽  
Current Observation ◽  
Power Differentials

Purpose: Globally, sexual harassment is a burgeoning issue, which has been witnessed everywhere. Gripping the gravity of its significance, the present study sets forth to explore the reasons of sexual harassment in organizational settings. Methods: Following the three-stage approach, a systematic review of the available literature was done extensively. A list of 3380 articles published from 2010 to 2019 were derived from widely explored databases, such as Taylor and Francis Online, Science Direct, JSTOR and Emerald Insight. 67 studies were selected from the list based on their relevance and suitability. Results: From the extensive literature review, it is revealed that there are five dominant reasons for the widespread sexual harassment, namely ‘inadequate governmental laws and organizational policies,’ ‘perceptions and attitudes,’ ‘male dominance’, ‘power differentials and organization structure’ and ‘cultural influence’.  Implications: To abate its further disastrous consequences, the present research proposes some intervention by linking the current observation with the previous empirical and theoretical studies. Directions for the future research are also provided.

Conceptual Modeling of Events for Active Information Systems

2011 ◽  
pp. 261-272 ◽  
Author(s):  
Salvatore T. March ◽  
Gove N. Allen
Keyword(s):  
Information System ◽  
Information Systems ◽  
Conceptual Modeling ◽  
Business Organizations ◽  
Organizational Policies ◽  
Socially Constructed ◽  
Policies And Procedures ◽  
Crucial Component ◽  
Concrete Objects ◽  
History Of

Active information systems participate in the operation and management of business organizations. They create conceptual objects that represent social constructions, such as agreements, commitments, transactions, and obligations. They determine and ascribe attributes to both conceptual and concrete objects (things) that are of interest to the organization. Active information system infer conclusions based on the application of socially constructed and mutable rules constituting organizational policies and procedures that govern how conceptual and concrete objects are affected when defined and identified events occur. The ontological foundations for active information systems must include constructs that represent concrete and conceptual objects, their attributes, and the events that affect them. Events are a crucial component of conceptual models that represent active information systems. The representation of events must include ascribed attributes representing data values inherent in the event as well as rules defining how conceptual and concrete objects are affected when the event occurs. The state-history of an object can then be constructed and reconstructed by the sequence of events that have affected it. Alternate state-histories can be generated based on proposed or conjectured rule modifications, enabling a reinterpretation of history. Future states can be predicted based on proposed or conjectured events and event definitions. Such a conceptualization enables a parsimonious mapping between an active information system and the organizational system in which it participates.

Baccalaureate Social Work Graduates Respond: Is Sexual Harassment a Problem in Field Placements?

2001 ◽  
Vol 7 (1) ◽  
pp. 79-93 ◽  
Author(s):  
Sondra J. Fogel ◽  
Martha E. Ellison ◽  
Deana F. Morrow
Keyword(s):  
Social Work ◽  
Sexual Harassment ◽  
Field Placement ◽  
School Officials ◽  
Nationwide Study ◽  
Field Placements ◽  
Policies And Procedures ◽  
Bachelor Of Social Work ◽  
Work Programs ◽  
Social Work Programs

This article presents the findings of a nationwide study that surveyed 990 Bachelor of Social Work (BSW) graduates concerning incidents of sexual harassment experienced while they were in their field placement. Results from the earlier work by Fogel and Ellison (1998) indicated that field directors were aware of incidents of sexual harassment during field placement. The findings from this study suggest that incidents of sexual harassment may be underreported to school officials. In addition, respondents suggest that social work programs do not actively pursue reports or remedy for the student victim. The authors provide suggestions for strengthening program policies and procedures.

scholarly journals The effectiveness of sexual harassment policies and procedures at higher education institutions in South Africa

2011 ◽  
Vol 9 (1) ◽  
Author(s):  
Pierre Joubert ◽  
Christo Van Wyk ◽  
Sebastiaan Rothmann
Keyword(s):  
Higher Education ◽  
South Africa ◽  
Sexual Harassment ◽  
Higher Education Institutions ◽  
Academic Staff ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Staff Members ◽  
Policies And Procedures ◽  
Sexual Harassment Policies

Orientation: Sexual harassment policies are generally in place in higher education institutions without any indication of its effectiveness as determined by the awareness of the policy.Research purpose: The aim of this study was to investigate the awareness levels of academic staff members at higher education institutions in South Africa of sexual harassment policies and procedures in their institutions.Motivation for the study: A number of high profile court cases emphasised the need for effective policies to reduce the incidence of sexual harassment complaints.Research design, approach and method: A cross-sectional survey design was conducted amongst 161 academic staff members, representing 10 higher education institutions in South Africa. The measuring instrument that was used is the Sexual Harassment Questionnaire (SHQ) that was developed specifically for this study.Main findings: The results showed that despite indications that sexual harassment policies do exist and that they are regarded as effective tools in addressing sexual harassment, the implementation of such policies is not effective and few academic staff members received training and/or guidance on the utilisation of the policy. Significant correlation coefficients were found between the elements of an effective policy and between population group and some of the elements.Practical/managerial implications: Employers across the board should regularly conduct an audit to determine the level of awareness of sexual harassment policies and procedures and plan interventions.Contribution: No other study in South Africa attempted to measure the awareness levels of academics and its impact on the management of sexual harassment.

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