BUSI 342 Liberty University Workplace Harassment and Discrimination Essay.pdf

BUSI 342

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INDIVIDUAL RESEARCH PAPER: ASSIGNMENT INSTRUCTIONS

TOPIC: WORKPLACE HARASSMENT

Using your research, you will complete a 5–6-page research paper complying with the formatting

and content instructions below.

Format

 5-6 pages, not including title and reference pages

 Times New Roman, 12-point font, double-spaced

 Left justified only with 1 1/2 inch margins on the left side

 1 inch margins at the top, right and bottom

 Current APA format

 Numbered pages

 At least 5 scholarly sources that are less than 10 years old.

 Show block quotations for more than 40 words:

o Single-spaced with double-space separating quotes

o Indented 5 spaces from left hand margin

o No quotation marks

 Reference page in current APA format including active URL links (not included in page

total).

 Double-space between references and single space within the reference.

Content

 A title page that includes:

o Course number and name

o Case name

o Your name

o Date submitted

o Respectfully submitted to: (Instructor’s Name)

Full Sentence Outline

 You will complete a full-sentence outline for this Project. The outline must include a

thesis statement, the research question(s)/issues being answered/addressed, how much

space will be allotted for each section of the paper, and a preliminary reference list of at

least 5 scholarly sources (that are less than 10 years old).

 The full sentence outline format is essentially the same as the alphanumeric outline. The

main difference (as the title suggests) is that full sentences are required at each level of

the outline. This outline is most often used when preparing a traditional essay.

 Thesis Statement:

 Question(s)/Issues Being Addressed:

 Full sentence outlines are often accompanied with an APA reference list on a separate

page.

BUSI 342

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 Quotes within the outline must also utilize current APA in-text citations.

 Introduction

 Include concepts from the textbook that apply to the topic selected. Credit will only be

earned for concepts supported by text page numbers. (Essentially, this is accomplished

through integration of the relevant course content, using properly formatted, current APA

citations.)

 Description of the major issues related to the topic

 What are the managerial/leadership implications/responsibilities?

 What are the strategic organizational implications/responsibilities?

 Impact on employees, resources, and/or stakeholders?

 What are the legal concerns for employers (if any)?

 What laws specifically apply to the issue(s)?

 Biblical integration (not a separate section at the end of the document)

Integrate Scripture throughout the document as appropriate to support

the analysis, synthesis, and evaluation of the selected topic.

 Conclusion

Workplace harassment outline

Thesis statement: Workplace harassment and discrimination is a common issue affecting all

genders in the healthcare sector. This harassment constitutes actions that result in an insecure,

hostile, and intimidating work environment (Fink-Samnick, 2018).

 Workplace harassment can interfere with an employee’s output and performance. It can

also substantially impact a person’s employment opportunities. Lastly, it can lead to

employee job dissatisfaction and impair concentration (Askew et al., 2012)

 Leaders tremendously impact an organization’s culture by leading, managing, mentoring,

inspiring, and setting the company’s vision and purpose for their subordinates (Havaei et

al., 2020).

 If the leaders fail to act against any form of workplace harassment, it can cause financial

and reputational damages for the organization (Askew et al., 2012).

 Any form of harassment of the employees may result in job dissatisfaction. In addition, it

can lead to loss of concentration to the affected employee on their roles in the

organization (Johnson et al., 2018).

 The employees should also report harassment or intimidation to appropriate authorities to

take action against the perpetrators (Johnson et al., 2018). In addition, affected workers

may file lawsuits against the offenders or the company if it fails to address harassment

concerns they raise in the workplace. Lastly, workplace intimidation erodes employees’

loyalty and commitment to the organization, leading to low productivity (Choo et al.,

2019).

 These legal processes often jeopardize the organization’s image to the public, thus

reducing its productivity and consequently affecting its profits. They also lead to high

financial costs for the organization because of these legal battles and subsequent

compensation to the affected employees (Johnson et al., 2018).

 It is the responsibility of any organization to offer professional counseling services to the

victims of workplace harassment to help them overcome their mental ordeal. In addition,

each employee has a role in promoting and protecting a secure workplace culture

(Johnson et al., 2018).

 In addition, the leaders need to set policies that control and govern the behavior of all

persons in the healthcare sector (Fink-Samnick, 2018).

References

Askew, D. A., Schluter, P. J., Dick, M. L., Régo, P. M., Turner, C., & Wilkinson, D. (2012).

Bullying in the Australian medical workforce: cross-sectional data from an Australian e-

Cohort study. Australian health review, 36(2), 197-204. DOI: 10.1071/AH11048

Choo, E. K., Byington, C. L., Johnson, N. L., & Jagsi, R. (2019). From# MeToo to# TimesUp in

health care: can a culture of accountability end inequity and harassment?. The Lancet,

393(10171), 499-502. DOI: 10.1016/s0140-6736(19)30251-x

Fink-Samnick, E. (2018). The new age of bullying and violence in health care: part 4: managing

organizational cultures and beyond. Professional case management, 23(6), 294-306.

DOI: 10.1097/ncm.0000000000000324

Havaei, F., MacPhee, M., & Ma, A. (2020, June). Workplace violence among British Columbia

nurses across different roles and contexts. In Healthcare (Vol. 8, No. 2, p. 98).

Multidisciplinary Digital Publishing Institute.

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7349264/

Johnson, A., Nguyen, H., Groth, M., & White, L. (2018). Workplace aggression and organizational

effectiveness: The mediating role of employee engagement. Australian Journal of Management,

43(4), 614-631. https://journals.sagepub.com/doi/full/10.1177/0312896218768378

Workplace Harassment and Discrimination

Course Name/ Code

Student’s Name

Date of Submission

Respectfully submitted to:

Workplace Harassment and Discrimination

Introduction

Workplace harassment and discrimination is common issue affecting all genders in the

healthcare sector. This harassment constitutes actions that result in an insecure, hostile, and

intimidating work environment (Fink-Samnick, 2018). The employees undergo several

harassment behaviors on diverse social grounds such as race, color, religious affiliations,

disabilities, nationalities, and associates. Therefore, the kind of environment employers accords

their employees is essential to their physical and mental well-being (Johnson et al., 2018).

Workplace harassment can interfere with an employee’s output and performance. It can also

substantially impact a person’s employment opportunities. Lastly, it can lead to employee job

dissatisfaction and impair concentration (Askew et al., 2012). Some forms of workplace

harassment include gender and ethnic intimidation; although gender intimidation is related to

sexual harassment, it conveys hostility on a person without sexual motives by the harasser (Fink-

Samnick, 2018). However, harassment encompasses hostile sentiments towards one’s race,

excluding that person from job-related or social interactions. Second, sexual harassment is

rampant in most workplaces and has gotten little or no attention from concerned parties. This

harassment encompasses physical abuse, inappropriate touching, and obscene jokes and

comments towards an employee (Askew et al., 2012). Sexual harassment may affect the mental

wellness of the victim and impact their self-esteem. Therefore, such victims need professional

counseling to help them mitigate their ordeal. Also, verbal abuse by employers or between

employees calls for attention in the workplace (Fink-Samnick, 2018). It involves the use of

degrading and rude remarks to the workers and also shouting unnecessarily to them. Also,

employers should positively criticize their subordinates in the workplace. Finally, workers’

retaliation against each other or their superiors is also workplace harassment. The

managers may alter an employee’s work schedule to torment them, which is an act of

intimidation. Thus, the leadership should address and correct retaliatory actions to

prevent them from escalating to worse levels (Askew et al., 2012).

Analysis of workplace harassment

Workplace harassment affects several players in the healthcare sector, such as

managers, the organization, workers, and consumers. There are specific leadership

implications and responsibilities to address workplace harassment concerns within the

healthcare sector. First, leaders tremendously impact an organization’s culture by leading,

managing, mentoring, inspiring, and setting the company’s vision and purpose for their

subordinates (Havaei et al., 2020). They should be good role models to the workers as

they often emulate the actions and conduct of their superiors. Second, managers need to

be approachable to their subordinates. Thus, if workers suffer harassment in the work

environment, they may freely report it to the leaders for appropriate actions against

harassers (Johnson et al., 2018). In addition, good leadership advocates for an ethical

workstation culture that upholds respect and collaboration between leaders and their

subordinates. Employers need to build trust with workers because lack of trust births fear

and inferiority among the employees (Havaei et al., 2020). Lastly, leaders should hold

harassment perpetrators accountable and answerable for any action that violates the

company’s culture towards other employees. If the leaders fail to act against any form of

workplace harassment, it can cause financial and reputational damages for the

organization (Askew et al., 2012).

Moreover, the organization has its roles and responsibilities towards harnessing

workplace harassment. The implications of harassment and discrimination of employees

can impact an organization negatively (Choo et al., 2019). This intimidation may reduce an

organization’s productivity due to low employee morale or regular absenteeism. Workplace

harassment can also damage the company’s reputation leading to loss of customer base, as

consumers boycott services and products they offer (Choo et al., 2019). Finally, workplace

intimidations increase the organization’s costs in recruiting and training new personnel. Such is a

consequence of employee resignations instigated by these harassment concerns. Therefore,

organizations must curb or reduce incidences of workplace harassment. It can achieve that

through regular provision of harassment and intimidation training and education to all the

employees irrespective of one’s position (Choo et al., 2019). The organizations should also

address any harassment complaint reasonably regardless of who the offender is and the role they

hold. In addition, these organizations should invest new and improved technologies such as

CCTV installation to monitor the workers’ conduct and behavior (Fink-Samnick, 2018). Lastly,

organizations should provide employees with a secure and friendly work environment to curb

harassment concerns and increase productivity (Johnson et al., 2018).

Furthermore, workplace harassment adversely affects the workers. Any form of

harassment of the employees may result in job dissatisfaction. It can lead to loss of concentration

to the affected employee on their roles in the organization (Johnson et al., 2018). Workplace

harassment can also reduce an employee’s output and productivity because of its pressures

(Askew et al., 2012). It may also encourage employee absenteeism as they strive to avoid hostile

and intimidating working conditions. In addition, any form of harassment on the workers impacts

their turnover adversely. Lastly, workplace intimidation erodes employees’ loyalty and

commitment to the organization, leading to low productivity (Choo et al., 2019). Thus,

employees need to know their rights and voice their concerns out to curb harassment.

Such rights include the right to information, privacy, a secure work environment, and

equal job opportunities. The employees should also report harassment or intimidation to

appropriate authorities to take action against the perpetrators (Johnson et al., 2018).

Affected workers may file lawsuits against the offenders or the company if it fails to

address harassment concerns they raise in the workplace. Workplace harassment may

also impact other stakeholders, such as the consumers. This harassment can lead to a loss

in the consumer base, as it lessens their faith in the organization’s safety in offering its

products and services. It can also impact the organization’s resources to cover its legal

implications, such as victims’ compensation (Johnson et al., 2018).

Workplace harassment raises legal concerns for the employees, as they have a

right to seek legal redress. These legal processes often jeopardize the organization’s

image to the public, thus reducing its productivity and consequently affecting its profits.

They also lead to high financial costs for the organization because of these legal battles

and subsequent compensation to the affected employees (Johnson et al., 2018). These

processes may physically and emotionally impact the victim’s mental well-being

The most common law applied to these harassment and discrimination concerns is

the Anti-Discrimination Law (Johnson et al., 2018). This law discourages the

discrimination of persons based on age, color, and ethnicity in the workplace. Also, the

Americans with Disabilities law was successful in prohibiting discrimination against

individuals based on their disabilities. Lastly, enacting the Civic Rights Law to prevent

discrimination in the workplace and protect the right for an equal employment opportunity for

every person took place.

In conclusion, workplace harassment has become an alarming and developing issue

affecting a substantial fraction of healthcare personnel (Johnson et al., 2018). Thus, due to its

negative implications on the workers’ mental wellness and safety and the organizations’

performance, it is critical to understand the factors contributing to its emergence and

development. Therefore, the leadership must formulate regulations that protect healthcare

workers from workplace harassment and intimidation (Havaei et al., 2020). In addition, the

leaders need to set policies that control and govern the behavior of all persons in the healthcare

sector (Fink-Samnick, 2018). Moreover, they should provide conducive and safe working

conditions to enhance service delivery and workers’ safety. Likely, the leaders should encourage

their subordinates to courageously voice out any form of mistreatment they encounter in the

workplace (Havaei et al., 2020). Also, organizations should educate workers on acceptable

workplace behavior and their rights. Lastly, the leadership should hold offenders accountable for

their actions towards fellow employees to promote responsibility. It is the responsibility of any

organization to offer professional counseling services to the victims of workplace harassment to

help them overcome their mental ordeal. Each employee has a role in promoting and protecting

a secure workplace culture (Johnson et al., 2018). Every organization should employ new

technology in areas such as installing cameras to monitor any acts of intimidation or harassment

meted on employees.