Advanced Personnel and Human Resource Management by liaoqinmei


									   Advanced Human Resource
       Management B6310:
Understanding the Legal Environment

     Wednesday September 21, 2005
• Harassment
  – Peirce, Smolinski, & Rosen (1998). Why sexual harassment
    complaints fall on deaf ears. AME.

• Management Skills: Is this an Opportunity I
  can Afford to Turn Down? (p. 99)
• You Manage It!: Spousal Identity (p. 98)
• Case: Fryer & Kirby (2005). Fat Chance
• Canadian Human Rights Act also
  prohibits harassment, such that it is a
  discriminatory practice.
• Harassment:
  – “Occurs with a member of an organization
    treats an employee in a disparate manner
    because of that person’s sex, race,
    religion, age, or other protective
        Sexual Harassment
• What is it?
  – Generate a full and comprehensive list of
    what we think it is
  – What is the underlying feature (ie can we
    provide a unifying definition?)
• How do we Measure it?
  – Frequency?
     • Two different questions, two different answers
  – Severity or impact?
        Sexual Harassment
• Who does it?
  – Primarily men
  – A considerable amount of peer-based harassment
• Why do they do it?
  – Social structure
     • Power imbalance (eg gender distribution in groups)
  – Personal psychopathology
     • Obsession
     • Rape and Sexual harassment myths
  – Organizational factors
What are the Consequences?
• Personal?
• Organizational?
• And new avenues for research
  – Vicarious?
  – Behavioral responses (e.g., absenteeism
    and turnover, grievances, workplace
          Sexual Harassment
• Peirce, Smolinski, & Rosen (1998). Why
  sexual harassment complaints fall on deaf
  ears. AME.
  – Factors contributing to managerial and
    organizational inaction – fall prey to “deaf ear
     • Inadequate policies and procedures
     • Managerial reactions and rationalizations
     • Inertial tendencies
      Management Skills: Is this an
  Opportunity I can Afford to Turn Down?
• Shelagh McLeod: HR Director for medium sized producer of sports &
  outdoor apparel
    –   Most of the 400 employees work at sewing machines
    –   Company bids on contracts from the federal government
    –   Concerned about company’s status accommodating people with disabilities
    –   Needs to be in compliance with employment equity requirements of Federal
        Contractors Program
• Local non-profit organization offers vocational skill training for people
  with disabilities – asking if her firm would consider recruiting from them
• She is interested, but…factory in old building, awkward access,
  rudimentary job descriptions, business is competitive, funds are tight

• Are McLeod’s concerns justified?
• What steps would be necessary before McLeod is ready to recruit from
  this new source?
      You Manage It! Spousal Identity
• LeBlanc: management employee with          • Why is harassment the
  Canada Post, married female employee         employer’s responsibility?
  in unionized position                      • What might management
• Tense & antagonistic climate between         have done to reduce it?
  union and employer                         • What do you think about
• After married: taunts, harassment            human rights commission
• Wife filed human rights complaint due to     expanding concept of
                                               marital status to include
  harassment & lack of mgmt response           spousal identity (who your
• LeBlanc’s relationship with employees        spouse is, rather than
  deteriorated, reassigned to lower            status per se)?
  management position                        • Should an employer have
• Canadian Human Rights Commission:            an explicit policy on
  accepted complaint of discrimination on      whether spouses are
                                               allowed to work in the
  bases of marital status – mgmt should        same workplace? Why or
  have worked to alleviate problems faced      why not?
  by couple – awarded $5,500
      Case: Fryer & Kirby (2005)
             Fat Chance
• Problem?
• Causes of the problem
• Decision criteria and alternate solutions to
  solving problem
• Recommended solution, justification, &
           For Next Class…

• Managing Workplace Diversity
  – Chapter 4
  – Gilbert & Ivancevich (2000)

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