Homework Lance
Discrimination and Harassment Case Study Analysis
HRM/420
UOP
Discrimination and Harassment Case Study Analysis
Case Scenario
The most common aspect of discrimination and harassment within an organizational setting is verbal harassment. As a professional worker for many years, I have occasionally experienced and seen others falling victims of this type of workplace harassment. In one occasion, the manager used verbal harassment on my co-worker by calling her a “bitch” while at the same time reprimanding her. After which, she approached the manager and asked him that it was total disrespect to call her a “bitch” on public and she also obviously didn’t like that word. However, the manager did not respond to her or showed any interest or cared about her grievances, and he just continued with the work. On numerous occasions, the managers used the noted word, which continued to hurt and grieved the workers and continued to say that she should act more like a male worker (McMahon, 2000).
Content Analysis
Type of Discrimination and Harassment
Based on the case study above, there can be a depiction of the violation of individual acts that involve workplace discrimination and harassment. One of the evident cases of misconduct is verbal harassment and gender discrimination (Okechukwu et al., 2014). The term gender discrimination refers to as the situation where an individual is prejudiced or mistreated or seen as a lesser person based their gender type.
In most cases, this type of discrimination happens mostly on female gender than males. As such, the induction of gender discrimination can facilitate the hindrance of the moral and ethical conduct of the business, thereby, leading to unproductive workers. What makes me conclude that this case study is failing in the realm of gender discrimination is due to the last phrase where the manager states that “she should act more like a male worker”. This reveals the manager’s attitude toward female employees. Based on the Title VII of the Civil Rights Act of 1964 argues that it is unlawful of an employer to classify, segregate, hinder workers or deprive them of their value of been treated equally within an organizational setting (Ruthergien, 2016).
Furthermore, verbal harassment can be seen as the practice of using phrases or words that diminish the workers directly. In this case, verbal harassment is hard to provide evidence since it does not involve physical injury. As a result, it is challenging for an individual to fight such misconducts. Harassment generally does not have to do with sexual abuse but also includes the use of offensive words about a person’ sexual gender.
Proper Investigation of these Claims
In this case study above, there are two violations of work laws. First and foremost, it was gender discrimination. In this case, the worker was discriminated based on her sexual gender, which verbally done in public. Therefore, to properly investigate this claim, the victimized worker should narrate the story to the CEO of the business that reveals the central facts surrounding the claim of gender discrimination(Okechukwu et al., 2014). Once it is done, a thorough investigation should be done by an investigator, where the investigator can interview several people based on facts scenario that happens. Also, the interview includes the alleged manager. This is significant since it gives him a room or chance to speak his side of the case. At the end of the interview process, the gathered factual report should be presented to the CEO for a conclusion to be made. For the organization to stop this type of discrimination, it should develop and implement organizational regulations and laws that will help to maintain standards of treating others with respect.
Violated U.S Employment Laws
Based on the scenario, the violated U.S employment law is Title VII. This law hinders discrimination of workers based on nationality, sex, religion, color, and race (Ruthergien, 2016). This law was violated in the case scenario when the manager told her to behave like a man. This discrimination can lead to worker frustration and reduced morale to work under such leadership management. As such, to help reduce such future occurrences of these violations, the organization should implement law and regulations that limit workers use of abusive language to harass other workers within the organizational setting, thus, assisting in maintaining ethical and moral standards of the workers(Ruthergien, 2016). In summary, such violations can hinder the right behavior, productivity, and moral of employees.
References
Ruthergien, G. (2016). Employment Discrimination Law, Visions of Equality in Theory and Doctrine. West Academic.
McMahon, L. (2000). Bullying and harassment in the workplace. International Journal of Contemporary Hospitality Management, 12(6), 384-387.
Okechukwu, C. A., Souza, K., Davis, K. D., & de Castro, A. B. (2014). Discrimination, harassment, abuse, and bullying in the workplace: contribution of workplace injustice to occupational health disparities. American journal of industrial medicine, 57(5), 573-586.
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