Administration of Emergency Responders

For many years, the concept of harassment and fear between top management and lower-level employees has been recognized as a severe problem and a breach of workplace rules. According to multiple reports produced by various institutes, it is estimated that one out of every two women has been harassed at some point within the organization workplace. Females at the workplace have become so vulnerable to sexual harassment, something that significantly affects their turnover intentions (Salman, Abdullah, & Saleem, 2016). Harassment at the workplace is usually referred to as a form of employment discrimination by different local, federal, and state laws. Once the harassment is based on a protected trait such as age, color, national origin, sex, disability, pregnancy, and religion, and then it is considered as discrimination. Also, organizations around the world are faced with numerous human resources management issues. In these situations, the role of senior officers and managers is always significant. They should act as examples when it comes to promoting organization values, ethical issues, and inspiring and motivating the employees. As a senior officer, when employees are harassed, one may deploy various roles and plans depending on different circumstances encountered in the organization. The report covers the action plan the senior officers may use towards controlling interactions, the meaning is unclear relationship issues, and the harassment or fears employees encounter in the organizations.

Generally, the idea behind workplace bullying brings out weird word collocation the behavioral issues, actions, statements that are made to individuals, groups, and people making the environment uncomfortable to stay. In this report, some plans are going to demonstrate safe working conditions and good relationship between all the groups and teams in the organization. When employees experience any harassment, they may take legal the meaning is unclear steps that comprehensively probe the charges. Organizations are mandated to investigate any rumors on possible harassments. The idea brought out through the action plan will be based on providing the best accurate picture, the area the senior officer or management may improve and the relevant and recommended solution to use in implementing the action plan.

A report on harassment in the organization is an important issue due to the consequences it can cause. For instance, there are various forms of harassments, which have resulted in lower job satisfactions, health complaints, fears and stress reactions. Therefore, organizations profitability may be negatively affected by lower productivity, higher turnovers, and higher absenteeism (Salin, 2008). Despite all these factors, organizations senior officers would actually know little as to what they can do when it comes to the reports of harassment by their juniors. the meaning is unclear The report is keen to explore how the organization would respond to such issue. More specifically, the aim of the report focuses on the planned action in describing and explaining the responses to harassments. Also, the report will cover the cultural, legal, ethical and the human resource management processes used in making an appropriate action towards the situation. With the detailed plan action, the report will be able to provide a conclusion and recommendation needed within the organization to prevent such situations. Finally, the team should embrace proper workmanship and improve their culture systems to curb any harassments and fears on personal safety. find the correct preposition.

Introduction

Workplace harassment such a term doesn’t exist, find a real one or bullying is a risk to security and health because this factor may impact both the mental and physical health of employees tremendously. Organizations that fail to manage these issues in the workplace may end up in breach bad collocation of work health and safety regulations. Every individual within the organization, has a responsibility and duty to work in a healthy and safe environment thus through these, it can help deal with any workplace harassment or bullying. the meaning is unclear. and “curb” is a noun, find an appropriate verb. Employees should be responsible for their behavior and make sure that their acts do not affect other employee safety and health. Moreover, the employees both the senior and junior should comply with any reasonable practice which is given to the individual conducting the task or business and try to corporate with the reasonable policies or procedures of the organizations. The report will help to determine the action plan for dealing with stressful situations.

How to prevent organizational harassment

Try to write policies and describes various forms of harassments and bullying

The senior officers may create policy statements, which would convey harassment issues (Jenkins, 2013). Try to update and describe relevant policies within the organization.

Have professional legal advice from the organization’s attorney

After creating the policies, it is important to review their completeness and try to ensure they are clearly stated through a check with the organization’s attorney and if the policies are in accordance with the state, federal and local employment laws. the meaning is unclear: the policies are what??

Creating awareness within the organization by providing handbook guiding employees on harassment position of the organization. avoid repetition

It is always important to practice the human resources expertise’s policy statement revisions on periodical bases. Also, makes sure that the laws are in consistency with legislative changes plus anti-harassment policies. Likewise, the handbooks should be distributed to every employee within the organization for further reading.

Workplace bullying same

Workplace bullying or harassment can significantly affect the physical and psychological health status of an individual. The term refers to the psychological hazards, which can provoke potential harm to people or may bring risks if one is exposed to it. Any effective control action plan or measure prepared earlier may resolve and address the workplace problem, may even reduce the workplace harassment, and thereby, may prevent it from prolonging and ending up as an acceptable behavior within the organization (Ivancevich, & Konopaske, 2013). Organization harassment refers to the irrational and repeated behavior, which is directed towards the employee or a working group creating risk for safety and health. Additionally, not every behavior, correct grammar: “all” doesn’t fit would make individuals undervalued or upset in workplace harassment. Those types of behavior that are extreme and involve violence are supposed to be reported to the police.

Rational management action used at workplace name the paragraph, it doesn’t make sense

It is important that senior managers and supervisors assign duties reasonably and try to give feedback on the employee’s performance. correct grammar The actions taken are not considered as workplace harassment when they are performed in a reasonable and lawful way. Likewise, those managers who exercise their legitimate authority when at work, may result in several discomforts to the employees. The notion of whether certain actions are conducted in a lawful way is always determined through the actual management actions instead of just employee’s idea. Here are some of the measures which were defined as lawful by courts:

Having of achievable and realistic standards, goals and deadlines

Providing appropriate and fair allocation and schedule of work hours

The implementation of organizational alterations

The disciplinary actions such as terminations and suspension of employees where it is justified and necessary

Giving employee promotions fairly and in a transparent manner

Impact of work harassment or bullying

Organization harassment can be harmful to an individual experience and the people witnessing. However, most of the effects vary regarding their personal characteristics and the situation. Most of the impacts include the following:

Panic attacks, anxiety, sleep disturbance, and distress

The loss of self-confidence and self-esteem

Lack of work concentration, performance and decision making abilities

The deterioration of interactions, relationship of employees and the feeling of isolation

From all these impacts, the organizations will now be able to focus, and device measure which the members of staff and managers may follow. As a result, good behavioral values, norms and culture may be achieved and maintained. the meaning is unclear, rewrite or make two adequate sentences of it.

The Action Plan to Undertake as a Senior Officer

Organizations invest in various actions plans so that they can eliminate and prevent any kind of harassment. Also, it is both a collective and individual duty of all the organization members, especially the top and middle-level senior officers. Moreover, as a senior officer is capable of ensuring that every particular procedure, rules, and the cultural differences reflect the clear commitment in responding and preventing harassments.

Table: Action plan

Prevention

Managers /seniors officers

Staffs

The organization

Handling complaints

Receiving complaint

Reporting

Dealing with alleged cases

Addressing and prevention of retaliation Choosing approaches

Having informal approaches

Having formal approaches Follow-up

Assessing the impact

The healing process

Creating space

Senior officers should ensure that incidents addressed are fair, free from favoritism and impartiality

Trying to create a harmonized you need the adjective workplace that is free off intimidation, offense, and hostility

Employees or staffs should be able to familiarize themselves with working policies and other laws and regulations

The organization should provide periodic training for the new employees and older officials about harassment issues

Note// the senior officers in collaboration with the employees should plan for regular awareness meeting which is set to address such issues like employee harassment and bullying and so on. repetition! The senior officer may deal with allegations of harassments when handling employee workplace bullying. meaning is unclear

When an employee reports an complaint, as a senior officer, the obligation is to:

Respond and take the allegation seriously and with impartiality

Try to exercise your leadership and managerial intervention and act promptly through any part of the informal approach

Try to consider other options that have alleviated the issue

Deploy a follow-up action to the allegation or document the case

It is important that every member reports any case of harassment to the human resource department in case the allegation are traced to be misconducted.

It is the duty of senior officers to prevent any kind of retaliation towards the complainant and try to intervene effectively if the actions are unethical. Every employee has a right to bullying and harassment free environment. Additionally, they can choose between the two approaches in solving workplace bullying: unclear meaning. Informal and formal

Senior officers can help to inform the employees about the best ways to deal with harassments

These approaches should be based on:

Personal actions

Mediations

Third parties

Note// Senior officers should be sensitive and try to listen carefully to the victims.

Try to monitor other types of behavior and make sure that the harassments have stopped.

Mediation is an informal process whereby conflicting parties are mediated through a facilitator in an impartial manner.

In a formal approach, there is a chance to investigate, and those allegations that reflect improper behaviors are treated to disciplinary actions.

The last part of this action plan is based on follow-up activity in dealing with bullying and harassments.

It tries to focus on:

Trying to mend inappropriate word the broken interaction and relationship

Rebuilding the employment staff team

Creating an organizational working environment for everyone

For a senior officer, it is important to consider the period in which investigations and disciplinary actions take place. the sentence is unclear

They should also create it doesn’t sound academic at all new bonding relationship and try to discuss ways of preventing future similar situations

The senior officers are mandated to proceed with the healing process and set out organizational values, norms, and culture for the future.

Areas involved would include:

The importance of respect to every employee/staff member

Promoting care to every individual member of the organization

Recommendations

Some of the recommendations are meant to assist the victims who undergo harassment or bullying and are critical for both external and internal organization violence. The organization through their management systems should be able to control and curb the organization harassments and other sorts of bullying so the employees can work without fear and bring forth better performance and productivity.

To begin with, the senior officer or manager in their control should not provoke the group aggressor or aggressors and instead, simply be calm and relaxed. meaning is unclear. Likewise, they should avoid ignited working tension from the aggressor.

The senior officer in attempts in giving answers should try to give short, and firm answers like “YES/ NO.” Also, they use they instead should try to be clear and try not to raise voice. Moreover, minimize arguments or contradiction from the aggressors through listening calmly to all the parties.

When possible the officers should try to get the dialogue back to the issue at hand. Additionally, the senior manager or officer should try to understand and decide the conflict by suggesting a solution that contributes the aggressor a proper way out. Moreover, they should ask for help from other colleagues at work.

Setting up measures, which may help the victims, associated with organization harassments so that they can take control and go to their initial status at work. The senior officers should encourage harassed victims in talking about the affliction with colleagues and other superiors in seeking support and comfort.

The officers should be keeping up with records of all the organization violence and occurrences. The other measures are to document all the incidents to be able to investigate and recognize sensitive areas that are more in danger or visible to violence. Also, the senior officers should strengthen the existing prevention actions after determining why and how the organization violence happened in spite of the prevention processes.

Conclusion

Concisely, workplace harassment and bullying victims are always vulnerable to physical and psychological illnesses also the detrimental problems that affect the employee’s work productivity and performance. For example, sexual harassment in most cases affects individuals negatively, for instance, one may have illness, anger, tenseness, isolation, loss of self-confidence and guilt. Moreover, organizations should be obliged to help victims recover from such incidents expressively and return to usual life as fast as possible.

It is also important to understand and identify a complete range of responses to harassments or bullying so that they could be a wide-ranging approach to classifying coping plans taken by victims. Also, it is important to provide a fair working environment, which would respect the dignity of every employee, staff and organization member in their best interests. Today’s international economy, multiethnic society, and greatly competitive business environment place greater demands on all administrations. Therefore, managers and senior employees need to apprentice and retain their best employees within the organizations and a portion of that procedure involves choosing and keeping employees with varied backgrounds and abilities from the widest potential pool of contestants.

Finally, it is essential for the managers and the organization at large to put more emphasis on the best practices and policies, which maintain and create a fair working environment for employees. Given that about 75% of individual rights grievances arise within the organization, it is ideal for business to be proactive so as to prevent abuse and harassments to its employees. In return the business will more productive as there will be improved work ties.make the fina; sentence clear!

References

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

Jenkins, M. (2013). Preventing and managing workplace bullying and harassment: A risk management approach. Samford Valley: Australian Academic Press.

Salin, D. (2008). Organizational responses to workplace harassment: An exploratory study. Personnel Review, 38(1), 26-44.

Salman, M., Abdullah, F., & Saleem, A. (2016). Sexual harassment at workplace and its impact on employee turnover intentions. Business & Economic Review, 8(1), 87-102.