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The following paper is discussion about how sexual harassment policies address issues of cultural diversity. Additionally, events have been added which have created such policies. The following paper is discussion about how sexual harassment policies address issues of cultural diversity. Additionally, events have been added which have created such policies. During the past few decades, a lot of attention has been given to sexual harassment and cultural diversity socially and academically. (Livingston, l982) Cultural diversity and sexual harassment have recognized to have a negative effect on job satisfaction and supervisor satisfaction. At first, women were not allowed to be given a good position where jobs were concerned, but now women have been given a chance in the managerial rankings. (Sheeran, l996)Certainly, there appears to be cultural contradiction, “…which originates in the desire of men to ensure promiscuity for themselves and chastity for women.” (Podsakoff & Todor, l985) The conventional perception of masculinity states that men are strong, controlling, and aggressive, whereas women by contrast are fragile and submissive. Additionally, Judo-Christian culture, indirectly proposes what females should remain “pure” until they are not married. Many of previous ideas have now been formalized into beliefs and a part of the society. Out of these, we can say that few have even effect the workplace. (Sheeran, 1996)It is the intention of this research to illustrate existing stereotypes of males and females regarding sexual behavior, and to investigate how these stereotypes have an effect on punishment for Sexual harassment and cultural diversity in workplace. (Morris, l997)Discussion”For girls and women, sexual practices were the key markers of their status, in the same way that criminal activity marked boys…Even though precocious or excessive heterosexual activity was not condoned for boys, it was never condemned in the way that it was for girls.” (Podsakoff & Todor, l985) Sexually transgress women in Ireland are demonized and branded as “exotic,” part of plan to demean as well as demoralize sexually liberated women who do not obey the rules of the stereotype of virgins or chaste mothers.Men have been portrayed as having “relative freedom from sexual inhibition.” As result, ambition, lust, as well as aggression have been viewed as positive male characteristics.Sex has been suggested as one influence in the disciplinary process.  An example could be that people are even more motivated in putting women behind bars for their wrong doings and make them suffer by giving them harsh punishments.  (Podsakoff & Todor, l985) It is actually incredible stigma for grandmother to know that her grandchildren have always had to live with the knowledge of their grandma being in prison, or is “granny gone bad.” Podsakoff and Todor (l985) proposed no less than five types of subordinate influence on the disciplinary method: performance levels and capability, sex, employee appeal, likableness, as well as ingratiation. (Morris, l997) Supervisor attributions have been shown to have an effect on the kinds of punishment and its severity. (Schneider & Swan, l994)Status incongruency hypothesis, which proposes that cultural distinctiveness lives in hierarchy — males have additional positions than women, and inside sex Chinese, American, blacks, whites, people from Mexico and Japan are hierarchically positioned by race — might shed light on how women harassers are seen as, as regards to men and women harassees. (Podsakoff & Todor, 1985) Concepts of gender, united with ranking incongruency, propose that females might be more insensitively penalized for harassment, predominantly for harassing males.The lawful battle against sexual harassment in the U.S. has been explained as ‘feminism’s vast victory’. The fight has mainly taken place in the courtroom, in the company of the civil law of sex prejudice, actionable under Title VII of the Civil Rights Act 1964, the weapon of option. (Morris, 1997) But since its very early stages, sexual harassment law has aggravated discussion, condemnation, and resentment in the U.S. , and these analyses come from range of resources. The regulation of sexual harassment in the U.S. also initiated in sex discrimination regulation, but has not aggravated similar point of discussion. Continental Europe has, in general, been less amenable to advice about the biased problems of sexual harassment, even though general anti-bullying actions intended to contest behavior, frequently known as ‘mobbing’ or ethical harassment’ have struck well-liked chord as an offend to human self-respect, and led to lawful exclusion. (Morris, 1997)In line with previous gender point of views, outcomes showed somewhat of dual standard. Through history, man has been seen as the figure who is responsible for harassing women and this harassment has been seen as being dangerous instead of a woman harassing a man. Although the crime of a woman harassing a man is though to be more offensive than a woman harassing the same sex. (Coles, 1986) Results taken as complete either propose that the idea of chivalry is living and fine, and/or that fresh lawsuits (for example Anita Hill and the Smith-Barney “boom-boom room” gossip) have focused on Sexual harassment and cultural diversity of women as mutually enveloping and serious crisis. (Podsakoff & Todor, 1985) As the “exposure theory” proposes, awareness of women and sexual behavior might be varying because of socio-political circumstances plus the media. The exposure theory disagrees that considering larger figures of minority crowds in non-traditional positioned (e.g, director, self-sufficient self-governing woman, and plaintiff) will alleviate bias, because stereotypes are functioning in the nonattendance of information. Particularly, “lack of information may add to …bias since decisions are frequently based on unenthusiastic stereotypes.” (Podsakoff & Todor, 1985)The Queen Bee Syndrome claims that due to of statistical bias, or affinity of firms to preserve only little number of slots at the firms peak for women, women as an assembly will rate the activities and presentation of other women more insensitively than the presentation of men. (Schneider & Swan, 1994) substitute clarification for the potential of women to insensitively condemn each other is noticed in position incongruency hypothesis. Women who have internalized conventional communal views are extra probable to provide other women with lesser ratings and extra rigorous penalty than they ought to have. (Morris, 1997)Sexual harassment takes place at the workplace more often than we think so. Many employees leave due to this reason as they that they can not bring a change in something that has always taken place. In order to make sure the employees are in a safe environment, steps have to be taken in order to ensure that an employee is safe, physically and mentally, when in the organization’s premises. Sexual harassment can be avoided at workplace by many methods. One of these ways includes “Sexual Orientation”. After learning about sexual orientation, employees believe that the workplace is a safe environment to work at. They feel safe and they have a higher level of cooperating in the working environment. Sexual harassment can also be avoided by training and prevention method. In this method, employees are taught to differentiate between healthy and unhealthy behavior. Additionally, they are also taught how to deal with both the circumstances. This method helps the employees to keep the workplace far from harassment at any given time.Many employees are unaware about cultural diversity and they believe it was just their luck that they were sexually harassed. Many Asians believe they can not work at a place where Americans or African-Americans are working. Through these different cultural diversity programs that are offered to the employees, human characteristics are not a topic that is given much attention by the employees from different cultures. This helps to create awareness among the employees working within an organization.Many companies with employees from different cultures are successful today because workplace diversity is not an issue for them to ponder on. What really matters is that the employees should be skilful and should be able to retain quality through out their career. This translates into satisfaction on the employees end and a comfortable environment for them to work in.ConclusionI believe, as firms carry on expanding, more investigation concerning biases (mainly considering to career derailment) is necessary. Sexual harassment policies of sexual harassment as well as cultural diversity alongside of race and gender, and dimensions like handicapped, age, and personality are essential to respond to the sorts of queries raised in this paper. (Podsakoff ; Todor, 1985)ReferencesMorris, L. (1997). The male heterosexual: Lust in his loins, sin in his soul? Thousand Oaks, CA: Sage Publications.Sheeran, P., Spears, R., Abraham, C. S., ; Abrams, D. (1996). Religiosity, gender, and the double standard. The Journal of Psychology, 130, 23-33.Livingston, J. . (1982). Responses to sexual harassment on the job: Legal, organizational and individual actions. Journal of Social Issues, 38, 5-22.Schneider, K. T., ; Swan, S. (1994, April). Job-related, psychological, and health-related outcomes of sexual harassment. Paper presented at the Symposium on Sexual Harassment at th Society of Industrial and Organizational Psychology, Nashville, TN.Coles, F. S. (1986). Forced to quit: Sexual harassment complaints and agency response. Sex Roles, 14, 81-95.Podsakoff, P. M., ; Todor, W. D. (1985). Relationships between leader reward and punishment behavior and group productivity. Journal of Management, 11, 55-73.

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