There is a saying which says, the tragedy is not that the things are broken but the tragedy is that they are not amended. And the issue we’ll be discussing in this article is almost a tragedy; I have said almost because it cannot be amended rather it can be avoided.
We are well aware of the concept of sexual harassment, but to have information only to the extent that what is sexual harassment is not enough, because this is not a only a concept but also a behavior, uncontrollable, undefined behavior, which needs to be avoided.
This phenomenon has become eaten deep in to the fabric of our society, this may happen in office, at home or in the environment you live. Now to say this technique is reliable for facing this problem, will not be realistic, even we can’t say that this is the formula which can be applied for certain problems, because it is different for different people.
So, to avoid this we should see it from two perspectives, first from individual level, then from organizational level. When we are dealing this problem individually we must consider some important points which could help us;
First of all, one should consider one’s own body language, for example if a person is naturally cheerful, friendly, always touching people on the arm, others may get wrong idea. Same situation can be applicable for others, that if other person is of this kind, friendly to that extent, then misunderstanding can occur.
Secondly, if someone is facing sexual harassment then one should be firm and confront the harasser. One should explain the person causing harassment that his behavior is making one uncomfortable. This approach will almost make it stop, to happen again.
The second perspective was organizational avoidance measures, generally the cases of sexual harassment are reported in the organizations more formally, if reported. Sometimes employees instead of reporting leave their job.
So it is the duty of the management of the organization to frame sound policies, so that these sort of situations can be prevented. Otherwise the loss of losing an employee is bigger than monetary loss, because loss of an employee’s includes opportunity and time cost in it.
The measures organization can adopt can be categorized in two approaches; Proactive approach, reactive approach.
According to the proactive approach; the organization must include some policies regarding this matter, to deal with the future unseen incident, to protect its good will, reputation, its trust worthiness towards its employees. customers and general public. It should also create these policies a part of training process of its employees, so as not to have rules in the books but also to bring policies into action.
Training of supervisors and managers is also a very important aspect of this discussion, because they are the ones who supervise their subordinates. The management should monitor their workplace; ask for the employee’s input, this monitoring should be done individually by the employees as well to protect themselves.
When we come towards the reactive approach, such an approach can be adopted, when some incident is happened to someone within the organization. In such circumstances when there is a need to take a reactive approach, the management should take the complaint seriously, should investigate it, and if it turns out to be valid, the management must deal it according to the rules it had set out in its policies.
These were some generalized measures, which can be helpful but the actual thing is it depends on the person and the circumstances he confronts with. But whatever the situation is one need to be vigilant, because self-respect and self-confidence these two things are the basis of one’s personality, if lost through sexual harassment which is a psychological torture, then it is difficult to get them back.
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We are well aware of the concept of sexual harassment, but to have information only to the extent that what is sexual harassment is not enough, because this is not a only a concept but also a behavior, uncontrollable, undefined behavior, which needs to be avoided.
This phenomenon has become eaten deep in to the fabric of our society, this may happen in office, at home or in the environment you live. Now to say this technique is reliable for facing this problem, will not be realistic, even we can’t say that this is the formula which can be applied for certain problems, because it is different for different people.
So, to avoid this we should see it from two perspectives, first from individual level, then from organizational level. When we are dealing this problem individually we must consider some important points which could help us;
First of all, one should consider one’s own body language, for example if a person is naturally cheerful, friendly, always touching people on the arm, others may get wrong idea. Same situation can be applicable for others, that if other person is of this kind, friendly to that extent, then misunderstanding can occur.
Secondly, if someone is facing sexual harassment then one should be firm and confront the harasser. One should explain the person causing harassment that his behavior is making one uncomfortable. This approach will almost make it stop, to happen again.
The second perspective was organizational avoidance measures, generally the cases of sexual harassment are reported in the organizations more formally, if reported. Sometimes employees instead of reporting leave their job.
So it is the duty of the management of the organization to frame sound policies, so that these sort of situations can be prevented. Otherwise the loss of losing an employee is bigger than monetary loss, because loss of an employee’s includes opportunity and time cost in it.
The measures organization can adopt can be categorized in two approaches; Proactive approach, reactive approach.
According to the proactive approach; the organization must include some policies regarding this matter, to deal with the future unseen incident, to protect its good will, reputation, its trust worthiness towards its employees. customers and general public. It should also create these policies a part of training process of its employees, so as not to have rules in the books but also to bring policies into action.
Training of supervisors and managers is also a very important aspect of this discussion, because they are the ones who supervise their subordinates. The management should monitor their workplace; ask for the employee’s input, this monitoring should be done individually by the employees as well to protect themselves.
When we come towards the reactive approach, such an approach can be adopted, when some incident is happened to someone within the organization. In such circumstances when there is a need to take a reactive approach, the management should take the complaint seriously, should investigate it, and if it turns out to be valid, the management must deal it according to the rules it had set out in its policies.
These were some generalized measures, which can be helpful but the actual thing is it depends on the person and the circumstances he confronts with. But whatever the situation is one need to be vigilant, because self-respect and self-confidence these two things are the basis of one’s personality, if lost through sexual harassment which is a psychological torture, then it is difficult to get them back.
Related Stories:
