“Sexual harassment, workplace authority, and the paradox of power.”

Heather McLaughlin, Christopher Uggen, and Amy Blackstone “Sexual assault, workplace control, and the control paradox.”
The authors of this analysis characterize sexual assault and how it applies to occupational dominance or authority. According to McLaughlin et al. (02), sexual harassment in the workplace refers to sex-based inequalities, sexism, and a lack of rights for women. In one of the theories, the writers investigate the association between a large number of male employees in a company and higher incidence of sexual assault. The study findings support the hypothesis that in a firm with many male employees, most of the women will encounter different forms of sexual harassment including verbal harassments, unwelcomed sexual advances, and unwanted physical contacts.

I will use this scholarly article to describe the concept of workplace sexual harassment and how it relates to power. Besides, the article will support my position that women working in male-dominated organizations are likely to encounter several forms of sexual abuse. Furthermore, the article will describe the role of women in authority in protecting other women from violence.

Dionisi, Angela M., Julian Barling, and Kathryne E. Dupré. “Revisiting the comparative outcomes of workplace aggression and sexual harassment.” Journal of occupational health psychology 17.4 (2012): 398.

This article discusses the effects of workplace harassment perpetrated by the supervisor. According to Dionisi et al. (399), sexual harassment involves an offensive sex behavior that includes aggression, hostility, and sexual slurs or gestures. In their quantitative study, Dionisi et al. (401) hypothesize that sexual harassment affects employee productivity and organizational performance. The findings support this hypothesis and show that many women sexually abused will develop mental disorders, which can reduce their morale, cause some to resign and make many of them unproductivity. The company also suffers from a high employee turnover rate and low productivity.

I will use this study to show that sexual harassment leads to poor employee performance and reduced organizational productivity. The researchers use relevant information to support their findings, which makes the article highly applicable to my research topic. In addition, the survey conducted by the authors show a real-life experience, where the interviewed women explain their sufferings. Therefore, the information presented is valid and highly reliable.

Leskinen, Emily A., Lilia M. Cortina, and Dana B. Kabat. “Gender harassment: Broadening our understanding of sex-based harassment at work.” Law and human behavior 35.1 (2011): 25-39.

Leskinen et al. describe the various forms of sexual violence witnessed at the workplace. The authors conducted a survey that involved filling Sexual Experiences Questionnaire (SEQ) to determine the sex-based harassments women working in different organizations encounter. Part of the research involved the effects of sexual harassment on the women’s performance. Leskinen et al. help to differentiate sexual and gender harassment. Gender-based violence involves behaviors such as insults, hostility and negative attitudes towards women. Comparatively, sexual harassment includes demanding sexual favors or seeking unwanted sexual attention.

This article is essential to my research because it establishes the differences between gender-based violence at the workplace and sexual harassment. The study will provide relevant information on the forms of sexual harassments that occur in most of the workplace environments. Besides, I will use the material to develop some of the questions to apply for the survey.

Merkin, Rebecca S., and Muhammad Kamal Shah. “The impact of sexual harassment on job satisfaction, turnover intentions, and absenteeism: findings from Pakistan compared to the United States.” SpringerPlus 3.1 (2014): 215.

In this scholar article, Merkin and Muhammad analyze the effects of sexual harassment on the job performance and productivity in both the United States and Pakistan. According to Merkin and Muhammad (02), sexual harassment has increased in most of the workplaces in both Pakistan and the US. From the evidence provided in this article, Pakistan has a higher prevalence of sexual harassment than the US. Factors such as low levels of education, gender stereotyping, inadequate laws and laxity of the State to protect women rights lead to increased male dominance and sexual abuse in many organizations in Pakistan. Sexual harassment has higher negative impacts on health, job performance, and productivity in Pakistan than in the US. Primarily, women who experience sexual harassment report of poor mental health status and a reduced job satisfaction whereas organization records a high employee turnover and decreased productivity.

I will use this article to describe the differences in incidences of sexual harassment between developing nations and developed countries. By comparing the US and Pakistan, the articles show the significance of laws, effective government policies, and higher education in ending sexual harassment. I will also use the material to explain effects such as low job satisfaction experienced by sexually abused women.

Buchanan, NiCole T., et al. “A review of organizational strategies for reducing sexual harassment: Insights from the US military.” Journal of Social Issues 70.4 (2014): 687-702.

This article discusses methods employed by organizations to minimize sexual harassment, with a major focus on the US military. According to Buchanan et al. (691), the first strategy is training and educating employees. The authors state that organizations that inform employees of different forms of sexual harassment and related effects increase their knowledge, hence reducing the incidences. Another approach is setting penalties for perpetrators of sexual violence. Stringent disciplinary measures including dismissal from work make workers respect each other and prevent any form of harassment.

I will apply the information provided in this study to describe measures organizations can use to end sexual harassment. I will rely primarily on the information on training and establish policies. I selected this article due to the simplicity of the information and proper articulation of ideas, which enhances its comprehensibility.

Works Cited

Buchanan, NiCole T., et al. “A review of organizational strategies for reducing sexual harassment: Insights from the US military.” Journal of Social Issues 70.4 (2014): 687-702.

Dionisi, Angela M., Julian Barling, and Kathryne E. Dupré. “Revisiting the comparative outcomes of workplace aggression and sexual harassment.” Journal of occupational health psychology 17.4 (2012): 398.

Leskinen, Emily A., Lilia M. Cortina, and Dana B. Kabat. “Gender harassment: Broadening our understanding of sex-based harassment at work.” Law and human behavior 35.1 (2011): 25-39.

McLaughlin, Heather, Christopher Uggen, and Amy Blackstone. “Sexual harassment, workplace authority, and the paradox of power.” American sociological review 77.4 (2012): 625-647.

Merkin, Rebecca S., and Muhammad Kamal Shah. “The impact of sexual harassment on job satisfaction, turnover intentions, and absenteeism: findings from Pakistan compared to the United States.” SpringerPlus 3.1 (2014): 215.