DEVIANT AND CRIMINAL BEHAVIOR AT THE WORK PLACE

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Deviant and Criminal Behavior at the Work Place

Organizational behavior refers to the analysis of people’s behavior and actions at the work place or when in a group. This is also, what sets aside organizational behavior and psychology, although, both focus on people’s behavior and individualities. In firms, humans uphold different values and belief systems and show varied characteristics. In the organization, the analysis is on the behaviors and their relation to the workplace. Some of the topics one studies in organizational behavior include job stress, teamwork and team relations, relationship between environment and organization, and deviant and criminal behavior at the work place. This paper will focus on deviant and criminal behavior at the work place in UAE region. Study of Unexpected and Illegal deeds gives insight at the personal employee level and makes clear the role corporate managers play in promoting such actions. The paper will analyze sexual harassment as one of the issues relating to deviant and criminal behavior. The paper will also comment on some of the causes for such actions at the job place

Sexual harassment is a continuing difficulty for women in organizations. Organizational changes such nonattendance; turnover, lawsuits, and impaired performance are clear although, although there is accumulating clues about the contradictory effects of sexual harassment, no vigilance to the inquiry of why these effects happen. That is because people fail to appreciate the psychological processes through which harassment directs to negative outcomes for workers. In the present article, we investigate how gender harassment affects workers’ psychological well- being in a context in which women work in traditional male functions. One of the three kinds of gender harassment is making expresses hostile and degrading attitudes about women. As such, one may or may not be sexualize it, and people may administer it at women or a certain woman.

Demonstrations of gender harassment include making contradictory remarks or jokes about women and interrogating women’s competence in accomplishing their job. The study aims at comprehending the consequences of gender harassment for some reasons. This is a common harassment. In a cross-national study of United Arab Emirates, verbal types of gender harassment such as individual antics and comments are the most common harassment. Second, this harassment can be impairing. In one of the couples of methodical investigations of its effects in the workplace, gender harassment of women office employees relate with job dissatisfaction and anguish. Gender harassment might be even damaging in contexts in which women convey out traditionally male occupations or are in the minority, which is indeed, when one expects sex harassment to happen. In such contexts, it is possible to agree that gender-harassing behaviors assist destabilize women’s status and sustain male-dominated heritage. Consistent with this argument is Al-Jenaibi (2011) article that states that gender harassment undermined women’s sentiments of acceptance and their organizational self-esteem. Composing about women in medicine, recount gender harassment as being like a ton of feathers that are just as devastating as other forms because of its frequency and pervasiveness (Neuman, 2012).

A third cause for focusing on gender harassment is that, whereas considered by lawful and policy statements as less severe than other types of harassment this conduct can interfere with a woman’s proficiency, to do her job, and thus can meet the lawful benchmark for paid work discrimination. Another reason for learning gender pestering is that despite the proof showing the damaging effects it has on people, and the legal remedies and punishments, gender-harassment still continues to take place. A good example of gender harassment is making skeptical remarks and other such actions that constitute sexual biases and mistreatments, which many see it as mere men fun or part of normal people relations and communications. Research shows that many men do not regard such behaviors and actions as part of sexual harassment (Fechter, 2010).

A possible reason why people ignore the negative impacts of sexual harassment is failure to glimpse its psychological and mental effects on the victims. For example, a study on women at work place in Saudi Arabia and other UAE countries that aimed to enquire the methods by which gender harassment affects the psychological well-being of women working in roles conventionally conveyed out by men. The aim is on a notion called over-performance claims, which highlights the way people see and judge women’s presentation and capability inside the organization as a key cause that gender harassment has contradictory consequences for women. The researchers describe this construct and hypothesize links with gender harassment and psychological anguish next. They then describe an amplified form that aspires to reinforce the tests of the hypotheses and expand the comprehending of the key constructs. However, added assistance of the study is that we encompass men. Encompassing men furthermore assists to demonstrate the distinguish validity of the endings (Bajari, 2013).

The major cause why sexual harassment is rampant in associations is because of the culture and the belief of people. In the United Emirates, areas such as Saudi Arabia and Srilanka women should stay at home and serve their husbands. This sought of thinking makes it difficult for many women to land meaningful employment in these countries because they men regard them as weak to perform work activities. The men are also the head of families, and as such should provide their women with food and basic needs, this system of thoughts and believes makes it virtually impossible for men to respect the women they work with at their workplace. For example, a woman in most of the United Arab Countries should not work, and if she is working, she does not get similar treatment to male workers. This sought of discrimination likewise affects foreign women who go to work in countries such as Dubai, Bahrain and Qatar (Al Gharaibeh, 2013).

Another reason why the discrimination of women is common in Arabian countries is the religious beliefs. Many people in UAE region belong to Islam religion, and it condemns some of the issues in the work place such as dressing systems. Women who tend to oppose this find themselves at the edge of receiving all sought of names since they are against the belief system. This makes men see female bosses, as opposed to their religion and the way of life. This makes it difficult for men to respect and receive instructions from women at the job place.

Sexual abuse in organizations is an extremely costly and significant cause of tension and job dissatisfaction among staff. It can also be quite time consuming to deal with, especially where parties involved do not corporate. Managers and business owners who intend to create a good job environment and wish to have a perfect flow of work activities need to take the issue seriously as it could hurt the overall performance of a firm.

Managers may also take immediate actions to remedy situations of sexual harassment and avoid any future repeat of the same. Having many regulations and codes of ethics will not remedy the situations since the behavior will continue. The only solution is for management personnel officers to commit themselves to ending it in their firms. Unfortunately, far too many managers still go along with harassment. The truth is that where there is ongoing harassment of women (or any other group). At least some managers are aware of the problem. They go along with it for various reasons. In other cases where managers are not in the sexual harassment ordeal directly, but they know the issue exists and contribute in the biases of those committing the harassment.

Instead of feeling mercy for the victims, they sympathize with those committing this breach of dignity and appropriate workplace behavior. Perhaps the greatest reason for management inaction, though, is that many well-meaning managers have no training essential for effective intervening (Al Gharaibeh, 2013).

In conclusion, women harassment in UAE region is rampant especially because of the cultural values of people across the region and their religious beliefs. Most of the organizations are male dominated, and as such, the few women who work in organizations situated in the region have a difficult time dealing with men. This is especially because many men in the region uphold their cultural and religious beliefs in a rather staunch manner. The human resource managers in the region have also failed to deal with the issue because of similar reasons. This has caused many working people in the region to have low self-esteem. The violence and gender discrimination does not stop with the women born in the area, but spreads also to those from other areas to work in the Arabian countries.

 

References

Al Gharaibeh, F. (2013). Women Empowerment in Bahrain. Journal of International Women’s Studies, 12(3), 96-113.

Al-Jenaibi, B (2011). Gender Issues: Diversity and Practice of Public Relations in the United Arab Emirates study of Public Relation Male Managers and Female Practitioners. International Journal of E-Politics, 2(3), 1-22.

Bajari, A. (2013). Women Commodity: an Analysis of Local Culture and Communication Approach of Women Trafficking. Research on Humanities and Social Sciences, 3(5), 193-200.

Fechter, A. M. (2010). Gender empire, global capitalism. Colonial and corporate Wives. Ethnic and Migration Studies Journal, 36(8), 1279-1297.

Neuman, J. H. (2012). Workplace Violence and Aggression: When one Does Not Want the Company on the News. In Work and Quality of Life, 343-373.

 

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