Reflective Article Review – Sexual Harassment

According to a vista by Crocker and Kalemba (1999) in The Incidence and Impact Of Wo manpowers Experiences of Sexual Harassment in Canadian Workplaces, familiarly nark women in the workplace has been considered a contentious sociable dilemma as half women in the workforce went by relative incidence of various types of versed torment at work which made internal agony as the most widespread form of fe manful person inner victimization, 1,990 women divulged their intimate torture experiences, responses and how it affected their work and personal lives furthermore, this analysis hows the characteristics of effeminate familiar anguish and its consequences at workplace moreover, the results argon used to deal complications and the organizational power suppositions understanding of workplace harassment complications.Crocker and Kalemba (1999) first present a versed harassment study make by Fitzgerald et al (1988) in the late 1980s in which the opinion explore specific issues pertaining to risk factors and womens responses to cozy harassment at workplace. The study was considered as the largest Canadian survey describing 1,990 number of women hat participated close incidence and consequences of female sexual harassment in Canadian workplaces. Behaviours that be derogatory somewhat women such as visual sexual materials are considered as gender harassment (542). Furthermore, verbal and non-verbal treatment are draw as unwanted sexual watchfulness while bribery or intimidation to gain sexual favours are part of sexual irresistible impulse (542). Victims of workplace sexual harassment go through feelings of business organization dissatisfaction,absenteeism, nervousness, anger, irritability, pocket-size self-esteem and increased stress level (543).Thacker and Gohmann (1996) research findings showed workplace sexual harassment are worst in male dominated settings that involved supervisor sexual harassment, sexual coercion and long term sex ual harassment (543). The authors pointed out that organizational power theory pertains to workplace high-performances harassment of subordinates and how employees are vulnerable to be sexually harry due to their superiors ascendency to be in control of their subordinates work situations such as profits factor (543). The authors explained that contact theory afflictedustrates the ill effect of exual harassment incidents in workplaces thus, sexually hassle employees suffered more negative effects in male dominated work environss (543). Moreover, the authors described positive control theory as the positive relationship between the length of sexual harassment and ill feelings which means that failure to control the situation as time goes on makes a sexually harassed victim feels worse (543).However, the authors mentioned that sexual coercion has the worst effects and most recognized form of sexual attention (543). Victims of sexual harassment in workplace responded in ifferent ways such as liveing or ignoring their harassers, discussing the caper with a superior and filing an authoritative complaint which is very uncommon (543). Victims of sexual harassment tend to confront their co-workers but non their superiors for fear of job loss or complaints consequences against soulfulness with authority at work (544). There are several factors wherefore targets of sexual harassment respond differently consequently, sexual harassment is world viewed as a stressful smell situation in dictate to conceptualize the way victims respond to sexual harassment (544).The sampling method acting conducted by female interviewers through telephone interviews performed in 1992 consisted of 1,990 Canadian on the job(p) women between 18 and 65 year old, who were working or had worked in the past year at paid labour outside the mansion (544). The survey showed that 56% of Canadian working women were victims of sexual harass- ment in the foregoing year prior to the sur vey while the total working life rate was 77% (545). According to the survey, staring, remarks around women and jokes almost the respondents were the top deuce-ace form of sexual harassment while attempted physical orce, threats and bribery were the least frequent incidents of sexual harassment in the workplace (545). However, the survey showed that women were upset in all forms and frequency of sexual harassment in the workplace. Furthermore, the survey showed that gender harassment was the most common type of sexual harassment compared to non- verbal and verbal unwanted sexual attention and sexual coercion was the rarest form of sexual harassment (546).One-third of the women reported that sexual harassment affected their job, 45% of the women reported an increased stress level, 48% indicated eing unable to perform their jobs and 14% reported personal obstacles such as preoccupation, stress at home and loss of trust in men (548). Job and personal effects were related to the type of sexual harassment and status of the harasser (548). The survey showed women harassed coercively reported more job related and personal problems than women sexually harassed by co-workers (548). Gender harassment was only related to job effects and did not show a high level of job-related or personal effects while a bigger proportion of women reported more job-related problems in emale dominated environment than male dominated or gender-balanced work environment (548). Women react to sexual harassment at a time by reporting, opening up to someone or confronting the predator at the same time women respond equally through indirect reactions such as existence unresponsive, ignoring the problem, not taking sexual harassment seriously, avoiding the situation or altering owns attitudes. The survey showed that women confront their co-worker harassers compared if harassed by others. In addition, women react differently when harassed by superiors such as leaving or quitting and retaliat ing when harassed by clients (550).The authors point out results of this survey that shows few women reported evidential work related or personal issues and fairly direct responses to sexual harass- ment that are in contrast with the mental literature that illustrates unseemly effects and indirect responses (552). The findings does not contradict psychological literature and should not be perceived that sexual harassment is not a serious problem since a big percentage of working women reported worried of experiencing being sexually harassed. The authors reliazed that the inaccurate findings and the psychological literature n effects efficiency be due to the way questions were asked and could have received an elevated emotional issues if a psychological instrument was asked. Furthermore, the authors find it hard to assume why the participants in the survey reported assertiveness and direct responses while psychological literature focuses on passive and indirect responses.The find ings of the survey did not endorse the contact theory that the authors presented such as the ratio of male and female in the workplace, level of contact with male related to effects and a higher proportion of women who responded bout job performance being affected worked in a female-dominated environment (553). This contradicts Thacker and Gohmanns (1996) predictions about contact theory and findings that they presented. However, the organizational power theory was well supported with the findings that more adverse effects and passive responses associated with harassment committed by a superior or someone with authority in a workplace. Women respond directly if harassed by their co-workers and more likely quit their Job when harassed by superiors thus, this shows that women avoid confronting their superiors.I do not find the phrase informative enough because the survey done was very limited in nature. For example, they are only focused on determining effects and responses of Cana dian working women in male dominated settings and if they included women sexually harassed by fellow women as I think this is possible too, and so the survey could have been more concise and interesting to read. Another social occasion is that they did not describe the ethnicity of these women who participated in this survey. I had read other articles about sexual harassment and different women with various ethnicity responds ifferently from each other about how sexual harassment affects them. I found out from other articles that women with tinct are not as assertive and willing to share about their experiences as Caucasian women due to their culture and their residency status in Canada. Sexual harassment is a social issue that needs to be addressed for the protection and safety of all women of colour. Any woman does not deserve to be sexually harassed in any kindly of form of harassment. Furthermore,women should voice their concerns and seek help if they fear for their safety peculiarly in public places or at workplace.