2 discussion responses

2 discussion responses.

I need help with a Business question. All explanations and answers will be used to help me learn.

Discuss responses to 2post

1. Should the president of Caritas Christi Health Care be fired? Why?

Dr. Robert M. Haddad should have been fired from his position as president of Caritas Christi Health Care System as there is no place for sexual harassment. Information provided by Application Case 3-1 highlights the definition of sexual harassment, which includes “sexually charged looks and gestures” and “unnecessary touching of an individual.” (Ivancevich & Konopaske, 2013) One should note that the later doesn’t explicitly call out touching in a sexual nature when considering this situation.

It took at least six women (10 in our textbook) to come forward. Couple the women coming forward with the Caritas Christ Health Care board voting to fire him along with criticism and pressure from the Cardinal Sean P. O’Malley. The good doctor decided to take his golden parachute and resign. It is unbelievable that someone can be charged with sexual harassment and walk away with $830,000 and benefits. (Zezima, 2006)

Why is the handling of sexual harassment cases considered complicated?

As the case study indicated, most sexual harassment cases come down to a “he said-she said,” which makes it difficult to determine who is telling the truth without actual evidence. (Ivancevich & Konopaske, 2013) Another reason these cases are complicated are experts would disagree with definitions of terms such as “quid pro quo harassment” and “hostile work environment” along with the laws on the subject are anything but clear. (The Surprising…, n.d.)

Explain why consistency in handling sexual harassment claims is important.

Consistency is critical when handling a sexual harassment claim. Both the accuser and accused need to know that there is equality when it comes to dealing with sexual harassment. The janitor, all the way up to the president, should be held to the same standards and not be considered above the law. If an accuser believes an individual in a position of power will be given a slap on the wrist or not receive discipline/corrective action, there would be a fear of retribution or the harassment worsening.

References
The Surprising Consequences of the Supreme Court Cases That Changed Sexual Harassment Law 20 Years Ago. (n.d.). Time. Retrieved from https://time.com/5319966/sexual-harassment-scotus-anniversary/

Ivancevich, J. & Konopaske, R. (2013), Human Resource Management, New York, NY: McGraw-Hill Irwin

Zezima, K. (2006, May 26). Archdiocese Hospital Chief Quits After Harassment Accusations. The New York Times. Retrieved from https://www.nytimes.com/2006/05/26/us/26church.html

AN

2. Sexual harassment is an ongoing issue throughout the workforce. To effect change within organizations, individuals who sexually harass anyone, let alone their coworkers, should be held accountable for their actions. Caritas Christi Health Care’s president is no exception to that rule and must be fired for his actions. The fact that 10 women came forward and reported the president sexually harassed them is no coincidence. It is unfortunate, that in most cases, “harassment complaints are often highly fact-specific and subjective and typically turn on the credibility of the accused and the accuser, since there are frequently few, if any, witnesses” (Ivancevich & Konopaske, 2013, p. 91). Nonetheless, sexual harassment must be reported, investigated, and if found guilty, perpetrators must be held accountable regardless of their position within an organization.

The handling of sexual harassment cases is considered complicated for a multitude of reasons, but some of the primary reasons include lack of evidence, witnesses, and HR departments feeling they run the risk of being fired if they pursue a sexual harassment case against top executives. According to Scheiber and Creswell (2017), “for some human resource officers, conducting an investigation into harassment allegations against a top executive or star performer can be hazardous to their own careers” (para. 9). Sexual harassment can be tough for victims to report, but it will continue being even tougher if they feel their voices are no being heard due to HR departments having a fear of reprisal. All parties involved must be brave and conquer their fears for the greater good of the victims.

If businesses lack consistency in handling sexual harassment claims, they run the risk of compromising “their brand, reputation, customer relationships and sponsorships, as well as their ability to attract and retain talent and maintain productivity” (Pearlman, 2019, para. 2). Companies must focus on the people who help elevate the business to the next level. If they do not take care of their people, their business ultimately suffers and will not continue to flourish. In any organization, the people are what matter the most; therefore, they must be cared for at all times.

References

Ivancevich, J. M., & Konopaske, R. (2013). Human Resource Management. New York, NY: McGraw-Hill Irwin.

Pearlman, S. (2019, May 13). How The Board Can Tackle Sexual Harassment. Retrieved from https://www.forbes.com/sites/stevenpearlman/2019/0…

Scheiber, N., & Creswell, J. (2017, December 12). Sexual Harassment Cases Show the Ineffectiveness of Going to H.R. Retrieved from https://www.nytimes.com/2017/12/12/business/sexual…

2 discussion responses

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