Sexual Harassment and Employee Underperformance

Sexual Harassment and Employee Underperformance
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Sexual Harassment and Employee Underperformance
Sexual harassment and employee underperformance are key issues that managers might encounter at the workplace. Sexual harassment is a behavioral issue that managers encounter among employees. Hejase (2015) defines sexual harassment as any non-verbal, verbal, or physical sexual advances that intend to violate other people’s dignity by intimidating, humiliating, or degrading them. Victims of sexual harassment experience low job satisfaction, decrease in their work productivity and may fail to report to work regularly. Contrariwise, employee underperformance occurs when an individual fails to accomplish tasks or perform assigned duties and roles to the required organizational standards. According to McMahon (2013), employee underperformance is a performance issue that arises when expectations are not made clear, there is too much workload, employees are not trained adequately, or if the wrong person was hired for the job.
Recommendations
A key objective for curbing employee sexual harassment involves the use of a fair complaint procedure in the investigation of sexual harassment charges. This objective is essential in protecting employees from workplace harassment given that organizations implement sexual harassment policies, and employees report the incidences, but the cases are not dealt with the seriousness they deserve. During the procedure, both parties should be treated fairly and protected; the process should be prompt and thorough, and the entire process should be handled by a neutral party.

This approach will promote a safe workplace environment for all employees.
For the case of employee underperformance, managers should adopt coaching. It is an organizational practice that helps an individual to achieve personal and professional goals based on talent and skill realizations (McMahon, 2013). Coaching is a facilitation process whereby a coach asks questions and expects an individual to find answers from their perspectives, preferences, or values. Coaching is an empowerment strategy that protects underperforming employees from being harassed by their supervisors for underperformance. It equips an individual with skills and knowledge through training which contributes to performance improvement.

References
Hejase, H. J. (2015). Sexual harassment in the workplace: An exploratory study from Lebanon. Journal of Management Research, 7(1), 107-121. Retrieved from https://www.researchgate.net/publication/271704076_Sexual_Harassment_in_the_Workplace_An_Exploratory_Study_from_Lebanon
McMahon, G. (2013). Performance Management: Chapter 7 in Human Resource Management. Retrieved from https://arrow.dit.ie/cgi/viewcontent.cgi?article=1018&context=buschmanbk