slide present isu2 moral
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SexualHarassment at
the WorkplaceCreated By:
Nursuhadah Binti Moahamad Ramdzan
Nor Haslizah Binti Samsuddin
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DEFINITION
SEXUAL HARASSMENT is defined asunwelcome sexual advances, requests forfavors and other verbal or physicalconduct of a sexual nature that takes
place under any of the followingconditions:
submission to such conduct is made eitherexplicitly or implicitly a term or conditionof an individuals employment
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submission to or rejection of such conduct by an individual isused as the basis for employment decisions affecting suchindividual.
Such conduct has the purpose or effect of unreasonablyinterfering with an individuals work performance or creatingan intimidating, hostile or offensive work environment.
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Forms of Sexual Harassment
Verbal - Words, comment, joke, prank,sound and questions in the form of threatsor sexual suggestions.
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Intimidation or Threats
Quid pro quo
something for something
you scratch my back Iscratch yours
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Non-verbal / signal - Opinion or cast a
signal/ non-verbal impla an intention ordesire, lick the lips or eat foodwith how toseduce, hand signals or sign languagesuggests that sexual behavior and other.
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Visual disturbances - Showingpornographic materials, drawing obscenepictures, writing letters based on sexualand other.
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Psychological - Repeat the invitation that
was not socially acceptable, persuadepersuasion continued and other. Like wantto kiss.
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Physical - Unwanted touch, tap,pinching, stroking, brushing upagainst the body and other.
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S T A T I S T I C
A study on victims and harassers in Johor Bahru in2004.
There are 12 bahavioral about sexual harassment:
Sexual harassment is common that over 50% of the victimsthemselves.
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Behavior is touch 60%
Receive phone calls based sex 58%
Which based observed adult 62%
Given the signal based adult 60% Listening to adult conservations 54%
Reproved with words based on the
adult body 56% Exposed with material based sex
74%
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Joke prank using obscene language74%
Became the target of sexualmetaphor 66%
Standing and sitting with close to feeluncomfortable 68%
Touch body parts like hands and notdifficult etc 52%
Reproved the word sex is diffusesech as sweet love, two heart are notsincere 52%
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There are also some behaviors thatare not frequent, is less than 10%doneby perpetrators over victims.
Behavior that includes kiss 2% Forced to accept sex invitation orsocial 10 %
Rewards promised to cooperate if the
sexual act based 2 % Back later requested more time
though or work there is no work to bedone 8 %
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Presented the gift based such asintimate lingerie 4 %
Forced to do physical relationshipsex 4 %
Forced to accept social invitations 10%
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Sexual harassment in theworkplace is generally into two
conditions, namely
Quid Pro Quo and theenvironment is causing the
threat
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Quid Pro Quo is a condition where aperson of high rank and has the power to
control employee (victim) to act or sexualharassment of subordinate employees.
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The employee shall comply with therequirements of subordinate perpetrators
because victims will feel depressed if notcompliant to the requirements ofstakeholders so that victims themselves willfind a way out such as leave request, the
victim will stop working or stopped workingby the perpetrators.
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Environment that is causingthe threat
While the second is the environment thatpose a threat is meant sexual harassmentcommitted against victims who should not
touch such as, use of obscene language orobscene signals and the like.
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PENAL CODE Section 354: Outraging modesty
assault or use of criminal force to a person with intentto outrage modesty
Section 375: Rape intercouse with a woman
against her will,
without consent ,
with consent but consent obtained under threat, orunder a misconception, or when the women was
unable, to understand the consequences women under 16 years of age
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Section 509: Words or gesture intended toinsult the modesty of a woman
words, sounds or gestures
exhibits objects
Section 498: Enticing or taking away ordetaining with criminal intenta marriedwoman ( illicit sex)
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E F F E C T SPERSONAL IMPACT
For the victims, it often produces feelings of revulsion,disgust, anger, and helplessness. It damages the victim'shealth. It results in emotional and physical stress andstress-related illnesses.Victims may experience severe emotional trauma, anxiety,nervousness, depression and feelings of low self-esteem(Code of Practice on the Prevention and Eradication ofSexual Harassment in the Workplace, The Ministry ofHuman Resources, Malaysia).Some of the health effects, that can occur in someone whohas been sexual harassed as depression, sleeplessness ornightmare, difficulty concentrating, fatigue or loss ofmotivation and traumatic stress as Post Traumatic StressDisorder(PTSD).
ome o e e ec s o sexua
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ome o e e ec s o sexuaharassment victim can
experience: Decreased work performance as the
victim must focus on dealing with the
harassment and the surrounding
dynamics and/or effects; psychologicaleffects or harassment can also decrease
work performances.
Loss of trust in the types of people thatoccupy similar positions as the harasser.
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Some of the health effects, that can occur
in someone who has been sexual
harassed as depression, sleeplessness or
nightmare, difficulty concentrating, fatigueor loss of motivation and traumatic stress
as Post Traumatic Stress Disorder(PTSD).
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ORGANIZATIONAL IMPACT
Effects of sexual harassment on organizations Decreased productivity and increased team conflict
Decrease in success at meeting financial goals (because of team conflict) Decreased job satisfaction Loss of staff and expertise from resignations to avoid harassment or
resignations/firings of alleged harassers; loss of students who leave school to
avoid harassment Decreased productivity and/or increased absenteeism by staff or students
experiencing harassment
Increased health care costs and sick pay costs because of the healthconsequences of harassment
The knowledge that harassment is permitted can undermine ethical standardsand discipline in the organization in general, as staff and/or students lose
respect for, and trust in, their seniors who indulge in, or turn a blind eye to,sexual harassment
If the problem is ignored, a company's or school's image can suffer
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MEASURE TO OVERCOME
In discussing issues related to sexual harassment, there are
many ways that can be taken to overcome and deal with this
problem. Although arise shyness and humility for the victims,
necessary for them to know there are several policies and laws
that help them. As a victim:
The way that can be taken by the victim is tell the harasser that is
behavior is unwelcome and that you want to stop it.
If the harasser continues, talk to someone in your organization who
could help you. must record the details of each event as date, time, location, what happened,
what was said, how you felt, and the names of any witnesses or others
victimized by this person.
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Complaint procedures:
Victim of sexual harassment should submit in writing of suchcomplaint to the Managing Director within 48 hours from the date ofoccurrence and allow 4 weeks to investigate and take appropriateaction. (If the complaint is against the Managing Directors, suchmatter shall be referred to the Management Committee).
Following the receipt of the complaint, the Managing Director shall
assign a Management Committee who is not a party in thecomplaint to carry out a full investigation and to inform the victim ofthe results of the investigation.
The Company shall maintain confidentiality of the report and thedetails of the investigations to the fullest extent possible.
If the outcome of the investigation is not satisfactory, the victim may
then refer his/her complaint to the Ministry of Human Resources ortake up a personal law suit against the harasser.
Source: Department of Labor, Ministry of Human Resources,Malaysia.
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Organization Policy
It is the duty of all managers to ensure that the companys policy onsexual harassment and any amendment or revision made from timeto time shall be brought to the notice of employees. All policystatement will be regularly reviewed, revised as necessary and anyrevisions brought to the notice of employees.
It is the policy of Telekom Malaysia to provide a workingenvironment that is free from sexual advances, requests for sexual. and other verbal or physical conduct. Telekom Malaysiastands firm against all form of sexual harassment in the work place .
An injury to one is lying to all. Dignity and respect for all workers is a
high priority Telekom Malaysia. (Ministry of Human Resources,Malaysia).
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It is the companys policy to provide adequate
measures to create and maintain a workplace
that is free from sexual harassment. The
company requires all employees to cooperatewith the management in maintaining a safe
working condition, and to prevent and avoid any
situation or action that could be construed as
harassment, humiliation and intimidation of asexual nature to themselves and to others.
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Goverment
The Industrial Court declared that sexual harassment atthe workplace is an offence and set out there is animplied essential term of all contracts of employment andthat an employer has the obligation to respect an
employees dignity. Such a decision of the court is significant in the industrialjurisprudence of Malaysia, since it is a great departurefrom the earlier stance on the issues of sexualharassment at the workplace, where the victims veracity
is assumed to be linked to her ability to react and gothrough the procedures like making a policereport( Zeenath Kausar: 2005).
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