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Contemporary Management Capabilities
2
Executive Summary
Leadership skills are skills and behaviours that endorses to improved organizational
performance. Organizations can better identify and develop their next-generation leaders using
a skills-based leadership approach. This study will revolve around a case study where the main
are proposed to the board of the organization so that they can take necessary steps against the
CEO.
Contemporary Management Capabilities
3
Table of Contents
Introduction ................................................................................................................................ 4
Findings ..................................................................................................................................... 5
The recommendation that the board can do to prevent sexual harassment ............................... 6
Conclusion ................................................................................................................................. 9
Introduction
harassment can be elucidated by diverse organizational factors. These factors encompass the
issues starting from position discrimination to the discrimination of organisational that strongly
enhance the risks associated to workplace sexual. Thus, as with socio-cultural interpretations,
organizational theory recognizes that differences in workplace power influence the risks of
sexual harassment (externalizing externalities). Proponents of this theory recognize that power
is a central concept that helps explain sexual harassment (McDonald, Charlesworth & Graham,
2015).
This study is entailed to impart the findings in the context aligned with the provided
scenario of a critical incident, where an organisational has been found accused of sexual
harassment of two subordinates in context to his previous position as COO. The stories in
regard to the accusations are going viral in the media which became a matter of concern.
However, in the context of the incident, we find that the CEO had denied the accusations. This
study is conducted to evaluate the scenario and propose recommendations in context to the key
Aim
The primary aim of this study is to provide recommendations so that the situation can
Scope
The aim of the study will be fulfilled by analysing and evaluating the given incident in
effective terms. The incident will be evaluated as per the scenario. The CEO in this context is
needed to be conferred at the first hand to know if he has committed the wrongdoing.
Contemporary Management Capabilities
5
Findings
In Western societies, the rules prove that there are strong and powerless individuals,
whose relationships must be stratified and hierarchical. This is the reason why the power
exercise within the class is subjected to be acknowledged. In addition, the most common
pattern within the western society proposes that men are generally more aggressive, strong, and
organizational theory does not consider this distinction of power as a gender specification.
Hence, it is understood from the theory that the incidents of sexual harassments are mostly
caused by men (because of gender discrimination in the workplace), it can also occur in women
Organizational theory uses to deal mainly with the most immediate and contextual
aspects of sexual harassments. Therefore, as stated by organizational theory, there is not only
a difference in strength between firms that facilitates sexual harassment behaviours. Other
factors, for example, organizational climate, and occupations based on gender, business
policies, organisational norms, and ethics strongly influence risks associated with sexual
harassment. In this way, in an organization that is more tolerant of sexual harassment (such as
complaint process or clear anti-harassment policy). In the most common instances, the
harassment with more prevalence (McDonald & Charlesworth, 2016). The working
environment is liable to determine the complaints from the possible victim in near future
followed by the availability and likelihood of sanction for the harasser as well as the acceptance
Many victims of sexual harassment suffer the negative physical and psychological
where there is no moral and practical support. In many societies, the victims are ashamed and
embarrassed and afraid to be feared women (Bishop, 2019). They like to keep quiet about it.
For some women, acting can mean losing their "bowl of rice" and putting the whole family in
poverty. The threat of further harm and violence to their individual or family in the face of
legal harm or economic and psychological harm to more victims and victims after a prolonged
war further exacerbates the pressure of silence. Psychological trauma can also be caused by the
physical embarrassments followed by the sexual abuses, which comes under the acts of sexual
In the provided case scenario, a growing absence of concern for sexual harassment has
been observed that is accompanied by high turnover rates of employees and workplace stress,
which affect performance and productivity. Allowing the environment to withstand sexual
harassment can lead to waste of valuable employees and a poor picture of the organization. In
a growing number of countries where legal action can cause harm and penalties, financial risk
increases. For society, it is increasingly recognized that sexual harassment hinders the
accomplishment of gender equivalence, strengthens sexual violence and has an adverse impact
on the development and well-being of the country (McLaughlin, Uggen & Blackstone, 2017).
In this context, improving safety within the workplace, such as emergency work areas and
organizational changes, allows equal numbers of men and women to work at all levels. Level
of organization or organization (Bernstein, 2018). Create a panel without holding the person
responsible for the vacancy of the post or for the selection of candidates for the post. The panel
should have equal priorities for men and women. This simple and practical system will protect
Contemporary Management Capabilities
7
(new) employees from discrimination and protect directors and employees from false
organizational factors with the definition of sexual harassment. Also, another major positive
aspect of the implementing this theory is that most of the initial assumptions are already tested
and further identified to be playing as a major role player in the instances of organisational
sexual harassment acts. In this way, meta-analytic research reveals that the environment of the
organization (tolerance for sexual harassment), as well as the gender biased and discriminatory
role for the instances of sexual harassment. In most of the cases, organizational climate is
presently identified as one of the distinct empirical predictors of any sort of sexual preferences
Sexual harassment in the workplace contexts refers to a new term to define issues related
to the age of unwanted behaviour of a sexual nature in the workplace. Sexual aggravation
affects employees, employers and society as a whole. The consequences of sexual harassment
for employees can be catastrophic, both when harassment has occurred and when the employee
The board of directors of the company should develop written policies on sexual
harassment and periodically review staff and related unions. Provide policies for new
employees and regularly distribute and promote policies at all levels of the organization
(McDonald & Charlesworth, 2016). The policy must be translated into the respective
community languages. Other than that, the weaknesses of the organizational theory are
concerns about individual discriminations (variability of the actors) along with the incidences
of the stereotypes, behaviours, and everyday life expectations (such as internal and explanatory
Contemporary Management Capabilities
8
depth as a lack of solidarity). However, organizational theory has also been found playing
pivotal roles in the organisational attention in more professional manner. In this context, it is
very much recommended to develop efficient strategic frameworks to determine the prevention
The CEO can be replaced if his actions are proved. If he is found guilty then he can be
punished as per the law. The key to the prevention of sexual harassment is recruitment and
management (Siuta & Bergman, 2019). If the CSO is caught biased to the wrought-out
As per the understanding obtained from the previous researchers on this issue of
workplace sexual harassments, this theory has been found indicating at the fact that the
harassments committed by the CEO or the subordinates may equalise or even strengthen the
gap in power between the sufferer and harasser in a workplace (Cole, 2018). Thus, in this sense,
organizational theory can possibly explain sexual harassment by Superior, as it harasses the
It is always suggested that if the incident of workplace sexual harassment takes place,
ask the organization to stop. If the behaviour persists, plan to report something. If the
harassment persists by the CEO then termination can be possible. Other measures can be taken
If the CEO does not stop the harassment, report all incidents to the immediate
supervisor. Write an official letter to the supervisor explaining what happened. Ask the
healthcare provider to describe the situation personally for any situation (Morral, Gore &
Schell, 2015).
If the supervisor refuses to work, then filing of a formal complaint with the management
of the company. The executive needs to be knowledgeable in the situation (Tenbrunsel, Rees
Conclusion
As per the aforesaid study, it is evident that it confers recommendation in the context
of the incident. The recommendations are provided in context to the CEO of the company and
also to the management so that sexual harassment in context to the workplace is subjected to
be prevented. This study resembled recommendations through which the management can
References
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