Running head: DB FORUM 4: INDIVIDUAL 1
Discussion Board Forum 4: Individual
Henry Bradtke
Liberty University
DB FORUM 4: INDIVIDUAL 2
Discussion Board Forum 4: Individual
Introduction
Henry Bradtke has completed reading chapters of the assigned reading for the last two
weeks of class in the two textbooks and has read the assigned articles. He was then asked to
write about the three most important concepts that he had learned from the textbook readings,
websites, and article readings. The readings covered various organizational management and
leadership topics. The three most important concepts he had learned through these readings were
sexual harassment, hostile workplaces, and character. These three concepts are important
because if leaders and managers of organizations are mindful of their actions and actions of
others, then it will help with the perception of others working in an environment where it is free
of sexual harassment and being a hostile workplace. This can be accomplished by the leaders
and managers of the organizations setting the example consistently by not participating in
behaviors that give a different appearance.
Concept 1
Sexual harassment can happen to men or women in their place of employment.
Organizational Management and Leadership by Anita Satterlee describes sexual harassment as
unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a
sexual nature (2018). With recent accusations against well-known celebrities and companies it
has solidified workplace sexual harassment as one of the biggest issues facing this country (Post
& Sanders, 2018). With sexual harassment being an issue, it is important for leaders and
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managers to be properly trained and aware what can constitute sexual harassment and the actions
to be taken if such claims are made. If claims of sexual harassment are not properly investigated
and handled it can lead to lawsuits and even create a hostile work environment.
Concept 2
Conflict in the workplace is not an uncommon thing. When conflict switches from
disagreement into a hostile work environment then it should be a concern to all. Conflict
between workers can create a healthy debate that may even lead to better ideas by the discussion
amongst these co-workers. A hostile work environment is described as an employee who
experiences workplace harassment that includes an offensive, intimidating, or oppressive
environment, created by an individual in the workplace (Satterlee, 2018). A survey conducted by
the Rand Corporation, Harvard Medical School and UCLA reported that more than half of
United States workers report to unpleasant and potentially hazardous working conditions, and
nearly a fifth said that they face a hostile or threatening social environment at work (Tuttle,
2017). The statistics shown in this survey should be a wakeup call to leaders and managers to
combat these issues in the work environment.
Concept 3
A good start for these leaders and managers to combat not only sexual harassment and a
hostile environment is to examine their own character and the character of those leaders and
managers within their organizations. These leaders and managers set the example for others to
follow when they properly display how others are to be treated. Character can be defined as an
amalgam of virtues, values, and personality traits that influence how leaders behave in various
contexts and is foundational to good leadership (Seijts & Gandz, 2018).
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Conclusion
It may not be possible to eliminate all sexual harassment and hostile work environments
in the workplace. In today’s culturally diverse workplace, there are possibilities for
unintentionally offending others through language, jokes, and touches (Dunlap & Girvin, 2010).
Sexual harassment and hostile work environments can be limited if leaders and managers work
on developing a strong character for others to follow from the top on down. A leader with strong
character and mindfulness will better relate to those in their workforce by understanding their
workers personal perceptions and backgrounds. An organization’s character is reflected in how it
serves all the people who contribute to is success and bears the cost of its failures (Martin, 2016).
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References
Dunlap, M., C.F.P., & Girvin, D. M., S.P.H.R. (2010). HR best practices. Journal of Financial
Planning, 14-15. Retrieved from http://ezproxy.liberty.edu/login?url=https://search-
proquest-com.ezproxy.liberty.edu/docview/217556500?accountid=12085
Martin, D. (2016). Character study: Understanding the root of all crises. The Public Relations
Strategist., 22(3).
Post, J., & Sanders, D. (2018). Fighting Workplace Sexual Harassment: State and Federal
Approaches. Arizona Attorney., 55(1).
Satterlee, A. (2018). Organizational management and leadership (3rd edition). Raleigh, N.C.:
Synergistics international Incorporated.
Seijts, G. H., & Gandz, J. (2018). Transformational change and leader character. Business
Horizons, 61(2), 239-249. doi:10.1016/j.bushor.2017.11.005
Tuttle, Hilary. "Majority of U.S. Workers Report Hostile Workplaces." Risk Management Oct.
2017: 36. Business Insights: Global. Web. 20 Nov. 2019.
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