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Learning Goal: I’m working on a management discussion question and need an explanation and answer to help me learn.
Reply to both classmates. APA format one paragraph each
Classmate 1
I chose this scenario because I have lived it. Early in my working years I chose an industry that has historically been dominated by men. I have had to work twice as hard and gotten paid less than my coworkers simply because I am a woman. I have worked in retail, more specifically the grocery business. Over the years I have had a few encounters with men who were peer and superiors alike that thought their inappropriate conversations and innuendos were ok. Sexual harassment could be a wide array of actions, words or suggestions from a co-worker, peer, boss, or any other authority figure including law enforcement. These actions include suggestive looks or off-color comments from any of these people (Baskerville, 1997).
However, this isn’t a new workplace issue. This inequality of pay, treatment, and harassment has been going on as long as women have been in the workplace. Redbook conducted a survey almost 50 years ago in 1976 in which reports of over 90 percent of women in the workforce who earned less than $10,000 per year had been victims of at least some form of workplace sexual discrimination or harassment. A little over 4 years later in 1980 that number had not improved except this number included men in the victimization of sexual harassment claims. This is as alarming now as it was then considering workplace sexual harassment was signed into law as illegal for over a decade in 1964 under the Title VII of the Civil Rights Act of 1964 (Greenbaum & Fraser, 1981).
As we ushered in the 1990’s, the decade I became an adult, workplace sexual harassment was no less prevalent. One of the most notable accusations of the decade was from the TV sitcom “Martin” in which Martin Lawrence was accused of and being sued by his costar, pop singer, Tisha Campbell for sexual harassment (Baskerville, 1997). Also a very publicized case of sexual harassment from that decade was when state employee Paula Jones accused President Clinton of sexually harassing her while he was the governor of Arkansas and she was a member of his cabinet (Baskerville, 1997).
Now in the 21st century we are no closer to eradicating sexual harassment from our culture, the perpetrators are just better at hiding it or getting away with it. It seems that every week or month the news is reporting another corporation has fired or terminated an executive because they were guilty of sexual harassment (Low, 2018). These steps taken to eliminate the offenders of sexual harassment are necessary but far too little and perhaps too late. Because for every executive or manager that is fired or terminated because of sexual harassment allegations, it is my contention that, there are 10 more that are still employed and still committing the sexual harassment against the people they are charged with.
In the situations in which I was subjected or witnessed sexual harassment in my workplace I handled it in one of two ways. Sarcasm, and dry wit or promises of notifying management of what was going on. Most of the time I never had to resort to the second. Most men that are prone to sexually harass others don’t know how to handle a woman who has a voice and knows how to respond with sharp words without being insubordinate. But there are very few that I would have gone to upper management about if they had not stopped sexually harassing others.
Baskerville, D. M. (1997). Hands off! Essence, 28(1), 135.
Greenbaum, M. L., & Fraser, B. (1981). Sexual Harassment in the Workplace. Arbitration Journal, 36(4), 30–41.
LOW, E. (2018, May 4). Nike CEO Apologizes To Employees For Corporate Culture. Investors Business Daily, N.PAG.
Classmate 2
Dr. Kalam and Class,
As we have continued to learn, communication is the biggest foundation in our world. Without communication, we would be unable to get our points and understandings across. With communication comes different dialects that could be verbal and non-verbal.
For this assignment, I chose scenario #1 because this is a scenario that could happen due to me working in an office atmosphere. If I were to ask my boss to address me by my name only and not anything and he did not oblige I would reiterate my request with tactfulness one last time. This hopefully can help the boss understand how feeling respected needs to be done across the board. This also shows if the company has inclusion and not an exclusion communication plan or standard. People want to feel included and if I am requesting that you address me by my name only then this is what my boss should understand.
In a company that has inclusion, addressing people the way that they ask is a way to show understanding and that you are not judging me for my request (Bucher, 2014, p. 145). After my second request to my boss, I would follow up with a question to check their understanding of my response. Inclusive communication states checking for understanding and not assuming that what you said was understood (Bucher, 2014, p. 146). We can always assume that the parties in the conversation do not understand and we can clarify if needed.
Bucher, R. D. (2014). Diversity consciousness: Opening our minds to people, cultures, and opportunities. Prentice Hall.