Running head: HUMAN RESOURCES POLICY PROJECT 1
Human Resources Policy Project-Annotated Project
Thomas Bales
Liberty University
Running head: HUMAN RESOURCES POLICY PROJECT 2
Reference
Aiken, J. R., Salmon, E. D., & Hanges, P. J. (2013). The origins and legacy of the civil rights act
of 1964. Journal of Business and Psychology, 28(4), 383-399.
doi:http://dx.doi.org.ezproxy.liberty.edu/10.1007/s10869-013-9291-z
The intent of the authors was to bring to the surface issues with the 1964 Civil Rights
Acts and then reveal new ideas on how to deal with the newer acceptance of cultural
views from the African Americans and with Women’s Rights. When reviewing the past
from a historical perspective the Civil Rights movements at that point in time, very little
was actually effective or accepted in America. On the other hand, what it did do was
spark a debate across America to get people discussing the movement no matter which
side you agreed with. Furthermore, during this movement other social issues in the
workplace took shape and was added to the movement when reform on sexual
harassment and affirmative action occurred. Lastly, this paper discusses Title VII of the
Civil Rights Act. The author was implicit and explicit at explaining what is deemed
prohibited in the workplace when it comes to discrimination or workplace violence which
includes: a person’s race, color, religion, sex or national origin.
Gilani, S.R.S., Cavico, F.J. & Mujtaba, B.G. (2014). Harassment at the Workplace: A Practical
Review of the Laws in the United Kingdom and the United States of America 14: 1.
https://doi-org.ezproxy.liberty.edu/10.1007/s11115-012-0202-y
The authors are explaining the updated federal laws of harassment and how they are
construed in both the workplaces in the United States and in the United Kingdom. One of
the key points in this paper the authors highlight is that no matter where you work at
Running head: HUMAN RESOURCES POLICY PROJECT 3
some point in a person’s professional career every employee will face harassment in
some kind of fashion. The second thing that the author stresses is that harassment is not
just limited to something of the sexual nature. It can come from a plethora of other ways
including but not limited to: a single event or even an elongated period of torment, a
difficult working environment, stalking or even cyberbullying. When a person
experiences this, it can a negative reaction on the individual which causes a reduction in
production, morale of the employee or employees, and can lead to a hostile environment.
The goal of the paper was to determine if there was a way to prevent this from happening
in the workplace ahead of time to protect the employee. Sadly, even with rules in place
there is no way to guarantee any protection from ever happening. However, the
researchers noted that in both countries it is illegal to harass an employee in the
workplace regardless of the intent.
Mayeri, S. (2015). INTERSECTIONALITY AND TITLE VII: A BRIEF (PRE-)HISTORY.
Boston University Law Review, 95(3), 713-731. Retrieved from
http://ezproxy.liberty.edu/login?url=https://search-proquest-
com.ezproxy.liberty.edu/docview/1691409826?accountid=12085
This article was written to provide more insight on the Civil Rights Act of 1964 and more
specially on employment law. In the Civil Rights Act a new section was later added to the
original Act of 1964 regarding employment law which became known in the 1980’s as
“intersectionality.” As the years progressed with the Civil Rights Act this article
explained how it become stronger to providing protection to all races in a more multi and
cross dimensional support. This means that everyone regardless had a set of rights and
due process. Furthermore, the authors were quick to point out that without
Running head: HUMAN RESOURCES POLICY PROJECT 4
intersectionality Title VII would not be as effective today without the added protection of
someone’s race and sex. What this further did was give the Equal Employment
Opportunity Commission (EEOC) the ability to stand fight injustices for the employee
when they felt they were wronged whether with discrimination or workplace violence.
McLaughlin, H., Uggen, C., & Blackstone, A. (2017). The Economic and Career Effects of
Sexual Harassment on Working Women. Gender & Society, 31(3), 333–358.
https://doi.org/10.1177/0891243217704631
The authors of this paper took an interesting approach on how women view sexual
harassment and trying to determine ways to prevent this from happening in the future.
First, the authors were very explicit that all women at some point will face sexual
harassment at some point and in any type of fashion. Second, the authors explained that
women will fall into one of two categories. They will either report the harassment to their
designated person at their company or they will change jobs to avoid dealing with the
harassment. However, the author’s believed there was a third reason that women don’t
report these claims which is due to the financial issues it will cause. Since going the legal
route is costly and time consuming and often times companies make you go through their
arbitration system so you cannot legally pursue any damages against them. Finally, the
authors also mentioned that many feminist scholars argue that harassment is a tool used
to undermine all women in a way they are then only viewed as objects by people.
Quick, J. C., & McFadyen, M. A. (2017). Sexual harassment: Have we made any progress?
Journal of Occupational Health Psychology, 22(3), 286-298.
http://dx.doi.org.ezproxy.liberty.edu/10.1037/ocp0000054
Running head: HUMAN RESOURCES POLICY PROJECT 5
The purpose of this paper was to demonstrate that sexual harassment is an epidemic in
the workplace and spreads to all forms of businesses which no one has been able to stop.
Furthermore, the authors took an in depth look over the last two decades of documented
sexual harassment in the workplace to see if both male and female complaints have
diminished. Sadly, this not the case but an actual rise in these complaints especially in the
LBGTQ community. As stated by many authors, harassment of any kind is not tolerated
in the workplace, however, with HR it has become more stringent on how to handle these
claims of harassment due to people identifying as different genders now. Furthermore by
these research estimates that sexual harassment cases have risen over twenty-eight
percent in the last two decades.
Triana, M. del C., Jayasinghe, M., & Pieper, J. R. (2015). Perceived workplace racial
discrimination and its correlates: A meta-analysis. Journal of Organizational Behavior,
36(4), 491–513. https://doi-org.ezproxy.liberty.edu/10.1002/job.1988
The researchers in this article were trying to determine a few of the more complicated
issues of workplace discrimination and which demographic would more likely report the
claims. First, they took the employment demographic and reviewed this. Second they
started using relative deprivation theory on employees to help determine who was at risk.
Third, which was probably the most important was determining who was an actual
American and who was classified as a resident alien or undocumented alien. Fourth, in
this study only women and minorities were reviewed. When reviewing the numbers there
was over seventy-nine different characteristics and qualities that the researchers were
using to help get their sample size. During this review one of the key questions they were
Running head: HUMAN RESOURCES POLICY PROJECT 6
asking people was how familiar they were with the Civil Rights Act of 1991 so they
could get a broad view of who was more likely to report these incidents.
Verhoef, H., & Terblanche, L. (2015). The effect of dissolved workplace romances on the
psychosocial functioning and productivity of the employees involved. Social Work =
Maatskaplike Werk., 51(2), 287–310. https://doi.org/10.15270/51-2-448
The researchers in this article decided to take an alternative approach unlike most other
researchers. This paper was more focused on who has the fiduciary responsibility when it
comes to dealing with workplace discrimination and violence; this is because in most
situations of employment, the job will continue with or without the employee. Furthmore,
these researchers even speculated that even with a no dating coworker policy, most
employees will ignore this. These researchers further wondered that if workplace
productivity would go down or up if the no dating coworker policy was eliminated as a
way to “promote teamwork.” Lastly, this author stated that by no means was this a fact
nor a comprehensive set of questions that have been asked to get an efficient study
completed. They stated a more thorough investigation would need to be conducted and
probably in a double blind like study to get something more definite. This is even if a
definite answer could ever truly be attained.
White, A. (2015). My coworker, my enemy: solidarity, workplace control, and the class politics
of Title VII. Buffalo Law Review., 63(5), 1061-1140.
The author in this paper is doing a comprehensive review and discussing the Civil Rights
Act and how Title VII has faced constant legal challenges since it was first enacted into
law. First, with these lawsuits Title VII of the Civil Rights Act has had to be reformed
Running head: HUMAN RESOURCES POLICY PROJECT 7
numerous times since its inception to accommodate workplace violence and what is
considered legal and what is considered illegal. This particular author states that often the
legal challenges of Title VII are more social based and will constantly change depending
on societal norms. Furthermore, often times individuals will state they are not biased one
way or another; however, this is in fact a bias which makes their claim not true. This is
why Title VII as many people view it a biased system with no one wanting to take charge
to try and eliminate these issues as much as possible.
Williams, C. L., Giuffre, P. A., & Dellinger, K. (1999). SEXUALITY IN THE WORKPLACE:
Organizational Control, Sexual Harassment, and the Pursuit of Pleasure. Annual Review
of Sociology, 73. Retrieved from
http://link.galegroup.com.ezproxy.liberty.edu/apps/doc/A64263002/AONE?
u=vic_liberty&sid=AONE&xid=bdae41d7
In this particular paper, the authors highlight that actually very few individuals are aware
of what sexual harassment or any form of harassment actually is or what it looks like.
Some forms of prohibited harassment include but are not limited to: flirting, bantering,
inappropriate or unwanted touching and anything that is not accepted by the individual.
One key thing the researchers harp on is that not all these types of “harassment” is indeed
harassment if the individual is also responding back to the individual in the same way as
it was first initiated. The authors believe that this could also have to deal with a person’s
sociological side. Sociologists believe that often times workplace harassment is also
determined what type of culture you come from and how much more likely they are
likely to get involved with workplace romances. This is because that often times a
company is run by a male at the top with a wife who does not work. They postulate these
Running head: HUMAN RESOURCES POLICY PROJECT 8
type of men are more likely to be sued for harassment unlike other key demographic
markets.
Wilson, F. (2015), Romantic Relationships at Work. International Journal of Management
Reviews, 17: 1-19. doi:10.1111/ijmr.12034
This last article is about showing how the 1970’s was a hot bed workplace romance and
how they changed the face of these laws today. Furthermore, this author was wanting to
redefine what a workplace relationship was. The views of this researcher believe that a
workplace relationship is when there are two parties who are actively involved in an
activity while another person is looking on them and was left out. This individual was the
reporter on said activity to human resources and the researchers states is the reason
people have gotten in trouble for these workplace romances. When the researcher was
comparing the United States to the United Kingdom, the United Kingdom was more than
seventy percent more likely to have people involved in a workplace romance compared to
the United States forty percent. On the other hand, the researcher was quick to point out
that often more than thirty percent of the time that office romance was more likely to end
up in marriage compared to the United Kingdoms’ ten percent.
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