Harassment Essay Example for Free

Harassment Essay Harassment at the workplace is one of the major issues that the hospitality industry faces. According to Yeung (2004), the hospitality industry has such peculiar characteristics that make ethical issues particularly important. Drawing on various studies conducted by among others Vallen and Casado, Weaver et al, Enghagen and Hott, and on the basis of his own studies, Yeung (2004) particularly identifies issues such as sexual harassment, and harassment on the basis of race and ethnic affiliation as one of the most outstanding issues in the hospitality industry. According to Perry (2008), employee harassment within the hospitality industry is rampant, and takes the form of gender, racial, or ethnic discrimination. While cases of harassment in other industries are declining, in the hospitality industry employee harassment cases are on the rise (Perry, 2008). This can be attributed to various reasons, chief of which is the fact that the hospitality industry is characterised by a rich ethnic diversity. With many ethnic groups working together within the restaurant setting, for example, Perry (2008, p. 2) writes that â€Å"the friction that commonly occurs between the kitchen and waitstaff often manifests itself in insults and epithets which target race, ethnicity and gender. † Additionally, managers in the hospitality industry have taken to socializing with or dating non-management employees, many of whom are in their teens or pre-teen years, which has the potential of triggering off a sexual harassment lawsuit (Perry, 2008). Another equally important contributory factor to the high levels of employee harassment within the hospitality industry has to do with the dysfunctional rates of employee turnover within the hospitality industry. In the UK for example, Anonymous (2006) estimates that employee turnover is so high that by 2014 an extra 850,000 employees would be needed by the UK hospitality industry. According to Perry (2008), the fact that many employees are leaving the industry, and many others joining the industry, makes it extremely difficult to tailor training programs such as gender awareness training, which has in turn led to the runaway rates of harassment cases. Yet another feature of the hospitality industry is that it is frequented by a lot of young employees, most of whom are in their teens, and for whom subjects as who is sleeping with who are popular topics with them, a factor that has in many ways helped spark off lawsuits even in cases where such claims have merely been rumors (Perry, 2008). According to Rocsigno, Lopez and Hodson (2009), harassment at the workplace is triggered off by events that are both external and internal to organizations. Harassment can occur in three ways. It can be a top down process (where subordinate employees are harassed by their managers or supervisors), lateral (where subordinate employees are harassed by their own peers), or a bottoms up process. According to Eaton (2004), within the hospitality industry, non-employees (guests) may also direct harassment at employees. Eaton (2004) states that while the law is very unequivocal when it comes to the need for establishments within the hospitality industry to both prevent and remedy sexual harassment in the workplace when carried out against employees by other employees or supervisors, when it comes to harassment against the employees by guests, it is more interested in what the hospitality operator did to remedy the complaint rather than what he did to prevent it. The law requires that the operators take â€Å"reasonable cause† to remedy such situations, but what is reasonable is left to the discretion of the judge or jury. Ajagunna (2006, p. 259) also states that guests may be harassed and draws on a study he conducted on the impact of harassment of tourists in Jamaica by â€Å"beach boys, street vendors, art and craft vendors, taxi operators and beggars† Roscigno, Lopez and Hodson (2009) identify various manifestations of harassment at the workplace ranging from physical assault to the understated extreme of psychological attacks. In between, we have forms such as constant criticism of the employees or unwarranted disparagement of their opinions. Verbal attacks, the use of demeaning language against an employee, disgraceful comments about the person, or isolation of the employee are other manifestations of harassment. Additionally, employees may be harassed by being made the subject of practical jokes, by being overworked, or being subjected to unreasonable pressure or being given unreasonable deadlines. Other common ways through which employees are harassed include sabotaging their work, imposing responsibilities that are way beyond their ability to perform, or being excessively monitored by their managers or supervisors. Causes of harassment In their evaluation of harassment at the workplace, Roscigno, Lopez and Hodson (2009) explain that harassment occurs when offenders get the chance to hit out at their victims because capable guardians are not present. In such an instance, junior employees are powerless against their supervisors or managers, who can then harass them at will. Towards this end, the writers identify various causes of harassment, the first one of which is race and ethnicity. While an employee’s race and ethnicity accentuates the disparities between him and his fellow employees in as far as status and power are concerned, it makes the employee an easy and soft target for harassment, especially in the event that the employee is a member of a minority group. These employees tend to be more isolated from the dominant groups leading to a high degree of harassment against them (Roscigno, Lopez and Hodson, 2009). One’s gender also plays a big part in influencing harassment at the workplace, with female employees often bearing the brunt of unwelcome sexual advances which may be displayed through touching, the use of off-color jokes, the display of material with explicit sexual content, and so on (Roscigno, Lopez and Hodson, 2009). In particular, Eaton identifies two kinds of sexual harassment recognized by law: the â€Å"quid pro quo† type where sexual favors are either explicitly or implicitly solicited in return for a job or a job benefit, and the use of unwelcome physical or verbal behavior against an employee by virtue of his or her gender, and which is detrimental to him or her. Harassment also results from occupational and status disparities. Rocsigno, Lopez and Hodson (2009) report that lower cadres of employees are often measly wages and allowances, and given that they report to supervisors who wield a lot of influence and authority, they are easy targets of harassment. Conversely, the authors write that employees who possess high levels of education are not easily amenable to harassment for the reason that they tend to be more conversant with employee protection rights as well as with grievance procedures (Rosigno, Lopez and Hodson, 2009). Rocsigno, Lopez and Hodson (2009) also identify high levels of job insecurity as a contributor to harassment at the workplace. They adduce documentary evidence to show that increasing job insecurity at the workplace has sparked off increases in workplace harassment. For example, an increasingly competitive environment has led to many organizations outsourcing some of their non-core functions, in the process laying off some of their workers and increasingly making use of contingent employees. According to Rocsigno, Lopez and Hodson (2009), many employers are exploiting the fear employees have of losing their jobs to make them agree to things they would ordinarily not assent to. The writers indicate that the use of explicit or implicit sack threats to get workers doing what their employers or supervisors want is rife. Contingent workers also perform work that is of low value, and are more amenable to intimidation by their employers (Rosigno, Lopez and Hodson, 2009). Yet another cause of workplace harassment identified is that where employees harass their fellow employees because they are in competition and feel threatened that their fellow employees are better than them and are thus likely to make them look bad (Rosigno, Lopez and Hodson, 2009). In addition, the organization culture espoused or enacted by the hospitality establishment also plays a big rile in either contributing to or lessening harassment at the workplace. For example, an organizational culture that seeks to exercise high control of employees (through the use of techniques such as standard operating procedures and excessive supervision) is likely to result in higher incidences of harassment at the workplace as opposed to those which seek to empower rather than control. Another aspect of the organization that has been found to be critical in either ameliorating or worsening harassment is how well organized and articulate the procedures in the organization are, with chaotic procedures often contributing to higher levels of harassment (Rosigno, Lopez and Hodson, 2009). As mentioned earlier, Rocsigno, Lopez and Hodgson (2009) have attributed workplace harassment to powerlessness, where sufficiently motivated harassers take advantage of the absence of a capable guardian to harass their victims. An example of a capable guardian is the trade or labor union, which has helped reduce workplace harassment through their grievance procedures and their capacity to offer arbitration in dismissal cases. Rocsigno, Lopez and Hodson (2009) however report that in recent times the influence and sway of the trade union movement has considerably weakened a factor that has also had some effect in increasing harassment cases. Other capable guardians identified include the extent of accountability which employers or supervisors have towards their employees, and the strictures put in place by the organization to guarantee the rule of law within the organization (Rosigno, Lopez and Hodson, 2009). Impact of harassment Harassment at the workplace has very costly ramifications for establishments within the hospitality industry. According to Perry (2008), workplace harassment has been known to exact a huge financial toll on organizations. Establishments within the hospitality industry have been known to fork out millions of dollars to settle legal bills for the organization and claimants, as well as damages arising from harassment at the workplace. Perry estimates that the average cost of settling a harassment claim exceeds $300,000. An example is given of the Tavern on the Green, a hospitality establishment in New York’s Central Park which settled a sexual and racial discrimination suit brought against it by the Equal Employment Opportunity Commission (EEOC) for S$2.  2 million (Perry, 2008). Apart from the financial toll that employee harassment exacts from the organizations, it also affects employee productivity and morale. When employees feel harassed and harbor the perception that their employers are not interested in looking after their interests, their morale and job satisfaction suffers, leading to dwindling productivity. Harassment also leads to higher turnover rates, which also increases costs (such as recruitment and training costs) for hospitality establishments (Perry, 2008). According to Perry (2008), harassment cases also lead to the disruption of business and operations of hospitality establishments, since it forces some key personnel to take time off to help prepare the defense of the establishment. Moreover, harassment cases generate a lot of adverse publicity for the establishments, which has the capacity to bring them down, given the fact that hospitality establishments such as restaurants depend very much on having a good reputation (Perry, 2008). According to Vaez, Ekberg, and LaFlamme (2004), employees who fall victim to harassment normally predisposed to a higher risk of suffering from stress and psychological unease. They exhibit higher rates of absenteeism and typically have higher employee turnover rates than those employees who are not subjected to intimidation. High rates of absenteeism not only mean lost incomes for the employees (many of whom are paid on an hourly basis for the days they attend work), but also to lost productivity for the organizations. Vaez, Eckberg and LaFlamme (2004) also write that employees subjected to harassment normally suffer from lower levels of self esteem and confidence, and are more predisposed to suffering from sleep disorders, digestive problems, musculoskeletal illnesses, and phobias. This inevitably leads to higher medical expenses for both the employees as well as the organization. Measures to reduce harassment There are several measures which establishments within the hospitality industry can take in order to minimize the effects of workplace harassment. According to Perry (2008), hospitality establishments need to formulate written policies which clearly articulate that recruitment, hiring, firing and other HR practices will not be influenced by gender, age, religious, or racial considerations but will be purely based on merit. Having formulated such policies, the establishments need to ensure that the policy is enforced and to undertake regular audits to determine whether the policy is being followed or not. All employees should be made aware of the policy and must sign against it (Perry, 2008). As a way of minimizing workplace harassment to the bare minimum, hospitality organizations will also need to set up third party channels such as employee hotlines, where cases of harassment can be reported. Additionally, the organizations must also ensure that formal complaint procedures are in place and that they are known by all employees (Perry, 2008). According to Perry (2008), hospitality organizations need to offer training to their employees to educate them of the need to refrain from practices that can constitute harassment. Training the employees will not only help provide a valid defense but will also be useful in helping employees â€Å"to recognize their own unconscious motivations and how to avoid interacting in ways that can be offensive to other people† (Terry, 2008, p. 45). The training should cover all the harassment laws, and should be offered both to employees in management positions and subordinates. In the event that cases of harassment are reported, the organization’s response will also count for a lot. In such instances, the organizations must move with speed and investigate such complaints objectively and fairly, preferably by a person who is not a member of the management team such as an external consultant or the human resource head. As Perry (2008, p. 45) writes, Employers who have happy employees who respect each other and interact well are likely to retain them longer. Fair treatment goes a long way toward being the employer of choice.

Othello’s Diabolism Essay -- Othello essays

Othello’s Diabolism  Ã‚        Ã‚   In Shakespeare’s tragedy Othello, there is present through most of the play such an overwhelming amount of evil that the audience can scarcely remain undisturbed.    Alvin Kernan’s â€Å"Othello: an Introduction† explains the diabolism existing under the name of â€Å"honest Iago†:    â€Å"Honest Iago† conceals beneath the exterior of the plain soldier and blunt, practical man of the world a diabolism so intense as to defy rational explanation – it must be taken like lust or pride as simply a given part of human nature, an anti-life spirit which seeks the destruction of everything outside the self. (75)    Even the imagery in the drama has its evil aspect. Kenneth Muir, in the Introduction to William Shakespeare: Othello,   explains the instances of diabolic imagery in the play as they relate to the infecting of the Moor by the ancient:    The same transference from Iago to Othello may be observed in what S. L. Bethell called diabolic imagery. He estimated that of the 64 images relating to hell and damnation – many of them are allusions rather than strict images – Iago has 18 and Othello 26. But 14 of Iago’s are used in the first two Acts, and 25 of Othello's in the last three. The theme of hell originates with Iago and is transferred to Othello only when Iago has succeeded in infecting the Moor with his jealousy. (22)    In his book of literary criticism, Shakespearean Tragedy, A. C. Bradley gives an in-depth analysis of the brand of evil which the ancient personifies:    Iago stands supreme among Shakespeare’s evil characters because the greatest intensity and subtlety of imagination have gone to his making, and because he illustrates in the most perfect combination th... ... 1996. http://www.eiu.edu/~multilit/studyabroad/othello/othello_all.html No line nos.    Wayne, Valerie. â€Å"Historical Differences: Misogyny and Othello.† The Matter of Difference: Materialist Feminist Criticism of Shakespeare. Ed Valerie Wayne. Ithaca, NY: Cornell University Press, 1991.    Wilson, H. S. On the Design of Shakespearean Tragedy. Canada: University of Toronto Press, 1957.    Wright, Louis B. and Virginia A. LaMar. â€Å"The Engaging Qualities of Othello.† Readings on The Tragedies. Ed. Clarice Swisher. San Diego: Greenhaven Press, 1996. Reprint from Introduction to The Tragedy of Othello, the Moor of Venice by William Shakespeare. N. p.: Simon and Schuster, Inc., 1957.    -- -- --. Introduction. The Folger Library General Reader’s Shakespeare: The Tragedy of Othello, the Moor of Venice. New York: Washington Square Press, 1957.   

Curriculum packages,proposals or prescriptions? Advantages and Disadvantages Essay

This exposition will explore some of the major benefits of an adaptive approach to curriculum implementation in Zimbabwe, as a pose to an adoptive approach, namely increased professional autonomy and creative freedom for teachers, relevance to learner demographics and a wholesome learning experience. Considerations will also be made of the constraints of such an approach, chiefly the issue of resource intensity, accountability and control. It will also outline the applicability of an adoptive approach, in Zimbabwe’s examination oriented educational system, where homogeneity of delivery at the peripheral level is of essence. A curriculum provides the framework for how and when to teach what. McKimm (2007) suggests, the curriculum defines learning outcomes, timetables, content, appropriate teaching methods and assessment instruments. Materials such as teacher’s guides, recommended text books and syllabi for each subject all form part of the curriculum package. In the Zimbabwean context, the curriculum package is arranged by the centre, called the Central Curriculum Development Unit (CDU). The CDU prepares and distributes the curriculum package to the various provinces via the district office to the schools. Taking the curriculum as a proposal is like using it as a prop on the stage, it’s a mere accessory, and it accentuates the core theme of the story. It gives the setting while the actual script is in the hands of the director and cast who are the teacher and the learners respectively. In this case, modifications can be made to suit the geographical and social location of the learners. While a prescriptive approach implies the curriculum package is a script which is to be aped word for word and gesture by gesture, mimicking the demands of the examination. A prescription enforces rules about how a subject should be taught as such the teacher is like a drill sergeant implementing objectives in finite timeframes. To begin with, Ndawi and Maravanyika (2011), â€Å"argue that education and human experiences are too wide and too complex to be reduced down to specifiable and measurable objectives.† From this tenet, one can contend that when a curriculum package is used as a recommendation rather than dogma the teacher can regard every exchange as an opportunity for learning to occur, even when tacitly expressed in the curriculum package. Using this approach, the teacher is limited neither by explicit goals nor by resources, which are sometimes in short supply in resettlement schools, but rather empowered to incorporate innovative tactics, rich creativity and a wholesome range of experiences into his instruction. The product is a well-rounded and adaptable member of the wider society. By contrast having a prescribed curriculum, with exacted and measurable goals, unambiguous methods, specified teaching aids and finite timeframes, is a motivating factor for teachers in the Zimbabwean context where incentives inspire those whose pupils attain a certain level of academic prowess, measured strictly through structured examinations. Thus, it can be said that the system rewards homogeneity more than heterogeneity. What Lawton (1980) terms ‘†¦teacher’s legitimate desire for professional autonomy†¦Ã¢â‚¬â„¢ has been motivated by the pronouncement by the Zimbabwean ministry of education to develop the standard of the teaching fraternity by awarding degreed teachers with job security and a disparate pay scale from that of their diploma holder counterparts. This trend of empowerment and upward mobility can sustain a proposal based approach, which requires highly trained and resourceful teachers. To this end, it is advantageous to approach the curriculum package as a suggested plan of action or recommendation, as it fulfills the teacher’s need to express his ingenuity and self actualise. On the contrary, this adaptive approach can be resource intensive. It takes expertise to enforce variations in curriculum delivery, and training this highly skilled manpower may not be financially feasible for the ministry of education. Where teachers are minimally trained or untrained as in the case of temporary teachers in Zimbabwe, the prescriptive slant tends to be enormously helpful as it defines exactly what to teach, when to teach it and how it should be taught. Textbooks and teacher’s guide explicitly state procedure. The Indian National Council of Educational Research and Training (2006) asserts, â€Å"†¦diversity of languages, social customs, manners, mores and uneven economic development, the needs and demands of individuals and society will have differential pulls on the school curriculum, varying from one region to the other.† Similarly, in Zimbabwe an adaptive approach can cater for the range of abilities, tribal nuances and economic strata found in any school community or classroom. In this light, the teacher is given room to improvise using locally available material, from the community’s culture and landscape, to suit learner demographics, thus the learning experience becomes socially relevant, meaningful and learners gain a sense of ownership of their education. Adversely, Lawton (1980), in this statement, â€Å"†¦secondary-modern-school curricula, often lacked structure and purpose†, alludes to the unconstructiveness, that can be generated by a laissez-faire approach to curriculum interpretation, where teachers have extensive flexibility to manipulate their instruction to suit the demographics of their community rather than the universal values which may be tested at Grade 7, O’ Level and A’ Level examinations. The prescriptive approach to curriculum implementation satisfies theâ€Å"†¦political need for some kind of system of accountability†¦Ã¢â‚¬  Lawton (1980), as in the Zimbabwean case where there are considerably more state funded rural day schools than there are independent ones. When the prescriptive approach is unequivocally applied, teachers can account for their time and the resources the state has invested in the system by way of mid and end of term and final examinations, whereas, hybrid varieties of curriculum are more complex to control, monitor and assess. Delivery problems can be easily diagnosed and corrected. Again, variations may tend to be too localized, producing a breed of learners with limited regional or international marketability in this era of globalization and the information boom. In a subject like science and mathematics there is not much scope for local variations and the adoption of common textbooks in all parts of the country is feasible. Eunitah et al (2013) imply that, in developing socialist educational contexts like Zimbabwe, it is premature to do away with centrally prescribed curricula in order to accomplish uniformity in the provision of education. This uniformity means, all students in Zimbabwe use standardized learning material and receive a standard educational experience. When a student transfers from a rural to an urban school, as is the trend in developing countries, he has the assurance of continuity. Thus, the prescriptive approach to curriculum implementation achieves meritocracy and functionality. Moreover, the Zimbabwean curriculum pays more attention to acquired skills that can be measured; it is largely objectives oriented, in that learning outcomes are evaluated through summative examinations, from time to time. To this end, a prescriptive approach is more effective, as it provides exact standards and expectations of the learner while limiting deviations which may otherwise be of no relevance to the learner, come examination time. Lawton (1980) points out the love-hate relationship teachers may have with the examination system, though meritocratic and fair it can extend so far into the classroom that it stifles independent thinking, self-discovery, curiosity and creativity, which form part of wholesome learning. It can be concluded that while taking the curriculum package as a proposal, encourages a broader range of experiences and an expansive exercise of potentialities in learners due to its adaptability to various geographical and economic circumstances as is found in Zimbabwe. The prescriptive approach is equally beneficial and perhaps more applicable to Zimbabwe because of the nature of the education system which is examination oriented.

The Importance Of Identifying And Adapting Health Literacy

The Importance of Identifying and Adapting to Patient Health Literacy in Effective Workplace Communication Name: Georgia Pearson Student Number: n9994769 Course Code Name: PYB007 Communication for Healthcare Professionals Tutor: Michael Rowlands Tutorial: Wednesday, 1500 – 1700, N518 Word Count: Date: 10/04/2017 Queensland University of Technology The Importance of Identifying and Adapting to Patient Health Literacy in Effective Workplace Communication Effective communication plays an integral role in the workplace of health professionals. Effective communication allows professionals to form and develop relationships with colleagues and patients. I recently had the opportunity to speak to a Specialist Geriatrician, and†¦show more content†¦Dr. Pearson gave the example that when a patient or a patient’s family is experiencing trouble with communication, he limits the use of medical terminology and instead uses simple, clear explanations with no qualifiers, to deliver the maximum amount of information in a short space of time. Relating to the Interview Content Prior to the interview, I had some, but limited, understanding of the importance of adapting your communication to suit a patient’s health literacy. While I have limited experience in the same setting as Dr. Pearson, I do have 2 years’ experience working in a physiotherapy clinic. In the clinic, we came across a very diverse group of clients, and each client understood the information we gave them differently. Dr. Pearson explains that when communicating with colleagues, and other health professionals, he uses more complex, medical terminology – as the person he is communicating with will be able to understand exactly what he is saying. In the physiotherapy clinic, we would do the same, as it allows for complete and clear understanding of what the patient’s condition is, and the treatment they require (Markham, 2013). Dr. Pearson went on to explain that when he would visit or attend to patients from different cultures, he would use simpler language to still deliver the same information, but in an easier to understand format. Dr. Pearson gave the example that when treating patients with low literacy or brain disorders, he wouldShow MoreRelatedCultural Safety And Patient Centred Care3002 Words   |  13 PagesCultural safety and patient centred care are terms commonly used in the training of health care professionals. 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