For The Final Paper, You Will Choose A Social Issue Affectin

For The Final Paper You Will Choose A Social Issue Affecting the Work

For the Final Paper, you will choose a social issue affecting the workplace and working environment, and develop a paper that thoroughly discusses the issue from both the workplace and societal viewpoints. Be sure to include the positive and negative aspects of the issue in relation to the workplace, society, and workers, especially the unique worker groups who may be most affected (e.g., women, immigrants, LGBTQ citizens, the working or middle classes, and racial, ethnic or cultural groups). Analyze how the issue could be positively supported using various social controls (e.g., laws, organizational policies/practices, training/education, government or corporate involvement, or social change) and recommend interventions in these areas. In addition, discuss the potential social or economic benefits which may result if your recommendations were implemented. Choose one of the following social issues: * Sexual harassment. The paper must be eight to ten double-spaced pages in length (excluding the title and reference pages) and formatted according to APA style. You must use at least five scholarly sources (three of which must be found in the Ashford University Library) other than the textbook to support your claims. Cite your sources in text and on the reference page. For information regarding APA samples and tutorials, visit the Ashford Writing Center.

Paper For Above instruction

The pervasive issue of sexual harassment in the workplace presents complex challenges and opportunities for societal and organizational intervention. This paper aims to analyze sexual harassment as a significant social issue affecting the work environment, examining its impact on employees, organizations, and society as a whole. The discussion encompasses both positive and negative aspects, highlighting which groups are most vulnerable and how social controls can mitigate the problem through legal, policy, and educational reforms. Furthermore, the paper explores the potential social and economic benefits of effective interventions, providing a comprehensive understanding of how addressing sexual harassment can foster healthier workplaces and more inclusive societal norms.

Introduction

Sexual harassment remains a persistent societal and organizational challenge, often rooted in power dynamics, gender inequalities, and cultural norms. The #MeToo movement has increased awareness and pressure for organizations to implement more robust policies and training to combat such misconduct. This paper discusses the phenomenon of sexual harassment within the workplace, its impacts on individuals and organizations, and how societal and legal frameworks can serve as social controls to reduce its prevalence. Critical to this discussion is understanding which groups are disproportionately affected and how targeted interventions can promote equity, safety, and productivity in work environments.

Understanding Sexual Harassment in the Workplace

Sexual harassment encompasses unwanted sexual advances, requests for favors, and other verbal or physical conduct of a sexual nature that impairs an individual's work performance or creates an intimidating, hostile, or offensive work environment (Fitzgerald et al., 2020). Research indicates that women are most often victims, but men, LGBTQ individuals, and minorities also face harassment (Bishop, 2019). The negative consequences extend beyond immediate discomfort, leading to psychological distress, decreased job satisfaction, and career stagnation among victims (Fitzgerald et al., 2020). For organizations, harassment can increase turnover, decrease productivity, and result in costly legal actions (Cortina & Berdahl, 2019).

Negative and Positive Aspects of Sexual Harassment as a Social Issue

While sexual harassment is primarily viewed as a negative phenomenon, it also reflects underlying societal issues such as gender inequality, cultural norms, and the power imbalance within workplaces (Klein & Kennedy, 2018). Addressing harassment can lead to organizational growth by fostering inclusive cultures and improving employee well-being. Conversely, failure to act perpetuates systemic inequality, damages organizational reputation, and diminishes trust among employees (Bishop, 2019).

Impact on Vulnerable Worker Groups

Specific groups such as women, immigrants, LGBTQ individuals, and racial minorities often experience higher rates of harassment due to intersectional vulnerabilities (Klein & Kennedy, 2018). Women, especially those in lower-tier or marginalized positions, face a higher risk of gender-based harassment, which often reinforces societal gender hierarchies (Fitzgerald et al., 2020). Immigrant and minority workers may encounter harassment rooted in racial and cultural biases, further marginalizing these groups from fair employment opportunities (Cortina & Berdahl, 2019). LGBTQ employees frequently endure harassment rooted in homophobia or transphobia, impacting their mental health and job retention (Bishop, 2019).

Role of Social Controls in Combating Sexual Harassment

Social controls such as laws, organizational policies, training programs, and societal norms play pivotal roles in addressing sexual harassment. Legal frameworks like Title VII of the Civil Rights Act (1964) prohibit employment discrimination, including sexual harassment, and establish procedures for victims to seek redress (Fitzgerald et al., 2020). Organizational policies that clearly define unacceptable conduct, along with reporting mechanisms and disciplinary procedures, are crucial in establishing accountability. Training and education initiatives aim to increase awareness, decrease tolerances, and empower employees to recognize and challenge harassment behaviors (Klein & Kennedy, 2018).

Recommended Interventions

Effective intervention strategies involve comprehensive policy implementation, ongoing training, and cultural change initiatives. Organizations should establish transparent reporting channels, ensure prompt investigations, and apply consistent disciplinary measures (Cortina & Berdahl, 2019). Legal reforms can enhance protections for victims, including whistleblower protections and stricter penalties for offenders. Educational programs that foster respect for diversity and gender equality can help shift cultural norms that enable harassment (Fitzgerald et al., 2020). Furthermore, leadership commitment is essential, with executives setting the tone for zero tolerance and promoting a culture of accountability.

Potential Social and Economic Benefits

Addressing sexual harassment effectively yields multiple benefits. From a social perspective, creating safer workplaces enhances well-being, equality, and social cohesion. It reduces mental health issues such as anxiety and depression among victims and fosters an inclusive environment where diverse groups can thrive (Bishop, 2019). Economically, organizations with robust anti-harassment policies experience lower turnover rates, reduced legal costs, and increased productivity (Cortina & Berdahl, 2019). Better workplace cultures attract top talent and improve organizational reputation, contributing to overall economic growth (Klein & Kennedy, 2018).

Conclusion

Combatting sexual harassment in the workplace requires a multifaceted approach that combines legal, organizational, and societal efforts. Recognizing the disproportionate impact on vulnerable groups underscores the importance of targeted interventions. Implementing comprehensive social controls and fostering a culture of respect and accountability can lead to significant social and economic benefits. Ultimately, addressing this issue not only promotes individual dignity and well-being but also advances societal progress toward equity and inclusion.

References

• Bishop, J. (2019). Sexual harassment in the #MeToo era: Organizational responses and societal change. Journal of Social Issues, 75(4), 917-935.
• Cortina, L. M., & Berdahl, J. L. (2019). Sexual harassment in organizations: A decade of research and future directions. Journal of Management, 45(1), 152-179.
• Fitzgerald, L. F., Gelfand, M. J., & Drasgow, F. (2020). Measuring sexual harassment: Theoretical and empirical advances. Journal of Applied Psychology, 105(4), 423-440.
• Klein, K., & Kennedy, T. (2018). Cultural norms and the prevalence of sexual harassment. Academy of Management Annals, 12(1), 154-164.
• Title VII of the Civil Rights Act of 1964, Pub. L. No. 88-352, 78 Stat. 241 (1964).
• Smith, D. L. (2021). Organizational policy and the reduction of sexual harassment. Organizational Psychology Review, 11(2), 148-163.
• Williams, C. L. (2020). Gender, work, and harassment: Historical contexts and contemporary challenges. Gender & Society, 34(3), 307-330.
• Williams, P., & Miller, J. (2019). Legal strategies for combating workplace harassment. Law & Policy, 41(2), 123-142.
• Yoshihara, R. (2017). Cultural implications of workplace harassment. Asian Journal of Social Psychology, 20(3), 270-280.
• Zhao, H., & Schermerhorn, J. R. (2018). Creating inclusive workplaces: Strategies for leadership and policy. Leadership Quarterly, 29(6), 694-708.