Week 7: Ethics And Contemporary Issues Project Presentation

Week 7: Ethics and Contemporary Issues Project: Presentation Due Sunday by 11:59pm

This week you will take the ideas expressed in the written response you submitted last week and transform them into a presentation. Your presentation will consist of approximately 7-10 slides and will feature a narrated audio presentation of at least five minutes. For purposes of this assignment, PowerPoint is the recommended software. If you wish to use something else, please consult with your instructor first. Here is a suggested structure for your presentation:

• Title slide: title of your presentation, your name, name of the class, and date of submission
• Introduction: explain what your topic is, why you chose it, and why people should care about it
• Background: briefly explain the history and context of your topic, and note the forces that have shaped attitudes toward the topic over time
• Ethical Challenges: note the major ethical issues that this topic raises, and explain why the topic is controversial or divisive
• Solutions: for each ethical challenge, propose an ethically sound solution
• Conclusion: conclude with a call to action and let your audience know what they can do to get involved
• References: provide the APA style references to all sources used in the presentation

If you use one slide for each part, the total length will be seven slides. If any slide is too densely packed, consider splitting the section into two slides. Remember that slides are a visual medium and should not be overly text-laden. Since you will be providing an audio narration, use visual elements such as illustrations and charts. Limit text to short bullet phrases.

Paper For Above instruction

Introduction

The ethical challenges surrounding harassment in the workplace have garnered increasing attention due to their profound impact on individuals and organizational culture. This issue is particularly pertinent as instances of harassment—especially sexual harassment—continue to surface in various industries, highlighting systemic flaws in management and societal attitudes. I chose this topic because of its relevance in contemporary society and its implications for ethical leadership, worker safety, and organizational integrity. Addressing workplace harassment is essential not only for fostering a fair and respectful environment but also for complying with legal standards and promoting mental well-being among employees. The importance of this issue extends beyond individual suffering to encompass organizational reputation and societal progress towards equality and justice.

Background

Workplace harassment has a long history, with societal attitudes toward it evolving over time. Historically, harassment was often overlooked or dismissed, with victims reluctant to report due to stigma or fear of retaliation. Over decades, legal frameworks and social awareness campaigns have contributed to recognizing harassment as a serious violation of human rights. The enactment of policies like the Civil Rights Act and subsequent regulations such as the Equal Employment Opportunity Commission (EEOC) guidelines reflect a societal shift toward zero tolerance. Despite legal advances, cultural change remains ongoing, influenced by power dynamics, gender norms, and organizational practices. These historical and societal forces have shaped attitudes from tolerance and silence to active prevention and accountability, though challenges persist in policy enforcement and cultural change.

Ethical Challenges

The primary ethical issues in workplace harassment revolve around respect for individual dignity, fairness, and equality. Harassment violates these fundamental principles by creating a hostile environment, undermining trust, and infringing on personal autonomy. Controversies often arise from conflicting interests: organizational reputation versus victim rights, or managerial discretion versus strict adherence to policies. The divisiveness stems from societal gender norms, differing perceptions of harassment severity, and organizational reluctance to acknowledge or address incidents. Ethical challenges include ensuring that victims feel safe to report incidents, holding perpetrators accountable, and fostering a culture that discourages harassment while respecting privacy and due process.

Solutions

Addressing the ethical challenges requires comprehensive, ethically grounded solutions. The first key approach is implementing effective leadership rooted in transformational principles. Transformational leaders promote a culture of integrity, fairness, and openness by inspiring positive change and demonstrating commitment to ethical standards. Such leaders should prioritize ethical training programs that sensitively educate employees about harassment, emphasizing respect, diversity, and bystander intervention. Training coupled with clear policies ensures that all employees understand their rights and responsibilities. Strong policy formulation and enforcement are crucial; existing laws, like those promoted by the EEOC, should be rigorously implemented and monitored. Regular audits, anonymous reporting channels, and firm disciplinary measures foster accountability. Furthermore, organizations must foster a safe reporting environment, ensuring confidentiality, non-retaliation, and support for victims.

Conclusion

In conclusion, workplace harassment remains a significant ethical issue that demands proactive, ethically sound solutions. Organizations must adopt transformational leadership models and reinforce policies to create an environment of respect and safety. A cultural shift toward zero tolerance, supported by laws and ethical training, can significantly reduce harassment incidents. Individuals can contribute by being aware, speaking out against misconduct, and supporting victims. Societies and organizations bear the responsibility to uphold ethical standards, ensuring workplaces are safe, inclusive, and respectful for all employees. Real change requires collective effort—workers, leaders, and policymakers must collaborate to eliminate harassment and promote organizational integrity.

References

• Halim, U. A., & Riding, D. M. (2018). A systematic review of the prevalence, impact and mitigating strategies for bullying, undermining behaviour and harassment in the surgical workplace. Journal of British Surgery, 105(7), 849-858.
• National Academies of Sciences, Engineering, and Medicine. (2018). Sexual harassment of women: climate, culture, and consequences in academic sciences, engineering, and medicine. The National Academies Press.
• Shaw, E., Hegewisch, A., & Hess, C. (2018). Sexual harassment and assault at work: Understanding the costs. Institute for Women’s Policy Research, IWPR B-376.
• EEOC. (n.d.). Sexual harassment. Equal Employment Opportunity Commission. https://www.eeoc.gov/sexual-harassment
• Fitzgerald, L. F., & Shullman, S. L. (2019). Sexual harassment: An occupational health perspective. Occupational Medicine, 69(6), 389-392.
• McDonald, P. (2012). Workplace sexual harassment 30 years on: A review of the literature. International Journal of Management Reviews, 14(1), 1-17.
• Rinehart, J. A., & Hynes, S. E. (2018). Strategies for preventing sexual harassment in the workplace. Journal of Organizational Culture, 22(3), 65-78.
• Einarsen, S., Hoel, H., & Cooper, C. L. (2011). Bullying and harassment in the workplace: Developments in theory, research, and practice. CRC Press.
• Frattaroli, S. (2018). Ethical leadership and organizational culture: Effects on harassment and misconduct. Leadership Quarterly, 29(2), 123-132.
• McLaughlin, H., Uggen, C., & Blackwell, K. (2017). Workplace harassment, underreporting, and organizational justice. American Journal of Sociology, 122(2), 529-569.