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加拿大social science課程essay:Reflection Paper

時間:2019-04-03 15:36來源:未知 作者:anne 點擊:
目前,工作場所的性騷擾主要以法律的形式被對待,而忽視了解決這一問題的其他方法的結合,如忽視企業雇主和管理者在處理性騷擾時的責任,不注意通過改變社會態度和文化來解決問題。自
目前,工作場所的性騷擾主要以法律的形式被對待,而忽視了解決這一問題的其他方法的結合,如忽視企業雇主和管理者在處理性騷擾時的責任,不注意通過改變社會態度和文化來解決問題。自然視角(Hutagalong和Ishak,2012年)。同時,從法律的角度考慮,在解決性騷擾問題上,仍然存在著一些問題和困難,如界定性騷擾行為的界限模糊、工作場所性騷擾的形式、行為在多大程度上被界定為性騷擾并應承擔法律責任等。等等,等等。
Sexual harassment in the workplace is now being treated primarily in the form of law, while ignoring the combination of other methods to solve this problem, such as neglecting the responsibility of corporate employers and managers in dealing with sexual harassment, and paying no attention to solving the problem by changing social attitudes and cultural perspectives  (Hutagalung and Ishak, 2012). At the same time, considering from a legal point of view, in the settlement of sexual harassment, there are still some problems and difficulties, such as blurred boundaries in defining sexual harassment behavior, forms of sexual harassment in the workplace, to what extent a behavior is defined as sexual harassment and should take legal responsibility, and so on. 
工作場所性騷擾的構成要素有三個(李、陳、呂、邱,2016)。首先,騷擾違背了受害者的意愿。犯罪人所實施的行為必須排除在外,不受受害人的歡迎,對受害人沒有明確的拒絕話語或行為要求,更是從主觀的態度來闡述厭惡等類似的態度。其次,騷擾表現為與性直接相關的行為。這里的直接行為應包括刑法中定義的“淫穢”和“強奸”行為,以及更微妙的靈活、含蓄的傷害。第三,騷擾發生在工作場所或履行職責期間。主要表現在演員可以利用自己的地位或其他手段強迫受害人忍受性騷擾行為。
There are three elements constituting sexual harassment in the workplace (Li, Chen, Lyu and Qiu, 2016). First, the harassment violates the victim’s wishes. The behavior that the perpetrator implements must be excluded, unwelcome by the victim, there is no request to the victim’ explicit rejection word or behavior, it is more from the subjective attitude to elaborate disgusting and other similar attitude. Second, harassment is manifested as a behavior that is directly related to sexuality. The direct acts here shall include acts of "obscenity" and "rape" defined in criminal laws, as well as a more subtle degree of flexible, implicit injury. Third, harassment takes place in the workplace or during the performance of duties. It is mainly reflected in that an actor can take advantage of its position or other methods to force a victim endure such acts of sexual harassment.
本文認為,性騷擾在我國社會中仍然普遍存在,除了法律上存在漏洞外,更主要的原因是性騷擾本身的行為大多是隱藏的,難以發現,再加上性騷擾發生在工作場所,而且經常發生在雇主身上。-員工關系,使情況變得更加復雜(Hutagalong和Ishak,2012年)。處于弱勢地位的受害者可能由于工作機會、工資、未來發展等原因選擇忍讓,默默忍受,也可能害怕開啟自己的經歷,因為他們害怕自己的私生活會因此受到批評。In this reflection paper, the author believes that sexual harassment is still prevalent in our society, in addition to the existence of loopholes in the laws, it is more because the behavior of sexual harassment itself is mostly hidden and difficult to be found, coupled with that it happens in the workplace and it is often involved in an employer-employee relationship, making the situation become more complex (Hutagalung and Ishak, 2012). Victims in a weak position may be due to job opportunities, wages, future development and other reasons to choose to forbear, silently endure, they may also be afraid of opening their own experience because they fear of that their private life will be criticized because of that.  
To deal with sexual harassment happening in the workplace, first of all, enterprises have the responsibility to prevent sexual harassment in hiring management, they have the obligation to establish a department to listen to staff complaints and give proper resolutions. Then, when there is an employee suffering sexual harassment and choosing to expose the acts, management of the enterprise should ensure that the victim will not be subject to any harm to her interests again, such as facing difficulties in her work, negatively affecting her promotion and salary increase, or even being forced to resign and so on. Finally, due to the influence of the traditional concept, women in a society are still in a relatively weak position, some women choose to silence after being subjected to sexual harassment, it should strengthen the social and cultural propaganda to change this concept (Page and Pina, 2015), while paying attention to the roles of social groups in ensuring women's rights.
 
References
Hutagalung, F. and Ishak, Z. (2012). Sexual harassment: a predictor to job satisfaction and work stress among women employees. Procedia - Social and Behavioral Sciences, 65(3), 723-730.
Li, Y., Chen, M., Lyu, Y. and Qiu, C. (2016). Sexual harassment and proactive customer service performance: The roles of job engagement and sensitivity to interpersonal mistreatment. International Journal of Hospitality Management, 54(4), 116-126.
Page, T. E. and Pina, A. (2015). Moral disengagement as a self-regulatory process in sexual harassment perpetration at work: a preliminary conceptualization. Aggression and Violent Behavior, 21(3-4), 73-84.
 
 
 
 
 


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