Introduction
Sexual harassment and workplace bullying is very common in the workplace and under the current case it is clear that Jim has to deal with a hostile workplace environment where Dan and Jacob are the bullies who are verbally abusing Jim. Sexual harassment is displayed through unwelcome sexual request, advances, and favours and other physical or verbal conduct (Misbehaviour slide 12). Bullying consists of repeated actions directed towards another worker that are unwanted, causes humiliation and can be unconsciously or deliberately (Misbehaviour slide 24). In addition, Jim is transitioning from a male to a female and such bullying can be a representation of Dan’s and Jacob’s feeling towards transgender people. In this case, there are few solutions that can be implemented to ensure Dan and Jacob, who have verbally abused Jim, can be taught a lesson in workplace behaviour expected from employees.
Possible Solutions
Telling the harassers to stop is one of the possible solutions to the help Jim out with the attempts of humiliation by Dan and Jacob. By interfering and informing Dan and Jim to cut it out and behave has to be an instant action. The bullying can cause unnecessary emotional trauma to Jim, especially due to his transitioning from a man to a woman. In addition, the verbal insults can be unconscious in nature and learning about Jim’s condition might make Dan and Jacob to respect Jim’s condition and stop their hostile wordplay that insults Jim and his life choice unconsciously (Misbehavior slide 15).
Complaining to the supervisor is another solution that can be effective as Dan and Jacob can be given a warning over the behavior, which deters them to bully Jim again. The supervisor has the power to take preventive actions and create a workplace policy that works against repetition of Dan and Jacob’s actions. Informed supervisor can ensure Jim or any other employee who faces sexual harassment or bullying are protected at the workplace. An informed supervisor can also ensure that in case any action of bullying and sexual harassment is repeated in the organization a disciplinary action is taken and an example is made of situations that are not acceptable (Misbehavior slide 15).
Documenting the claims is also important, as having written record of a bullying or sexual harassment claim can be useful in taking action in the future. Documenting in this case can be done by reporting the case to the supervisor and giving written record of the bullying instance to the supervisor. Documenting can work out as a proof of inappropriate behavior at workplace and help in warning or punishing employees such as Dan and Jacob.
Documenting can also help to identify the words, expressions or phrases that should not be used to stereotype or insult a fellow employee (Misbehavior slide 15).
Finding witnesses is important as it will help in creating a powerful support system for employees such as Jim who are insulted at the workplace. Witnesses would also testify against inappropriate workplace behavior and work as a guarantor that employees who cross their lines are punished. In this case, it is important that other employees, who have witnessed Dan and Jacob insulting Jim or others, are brought forward and their account is documented. This would help in bringing disciplinary action against employees who have crossed their line. Also, it would ensure that in future other employees would deter from making similar mistakes, as witnesses can work against them (Misbehavior slide 15).
One of the best solutions is complaining to a government agency through a lawsuit. Jim can easily file a lawsuit against Dave and Jacob, as their behavior is a classic example of verbal abuse faced by people who transitioning from one sex to another. Jim can get support from fellow employees and the organization, which work against Dan and Jacob, who would have to pay the penalty for their inappropriate behavior. In addition, Jim can teach misbehaving employees a lesson and ensure others are not forced to face such form of abuse and criticism from their fellow workers (Misbehavior slide 15).
Management of Misbehavior
Developing Definitions of Unacceptable Behaviors
It is important that definitions are developed and communicated to all employees of unacceptable behavior at the workplace. This would ensure that employees such as Dan and Jacob are informed that their verbal abuse and bullying is not accepted in the workplace. Also, it would make employees such as Jim better aware that they do not need to get bullied and they have option to protect themselves. Overall, having clear cut definitions of the unacceptable behaviors would ensure that employees are made aware that certain actions would be punished and they would not have any excuses while getting reprimanded (Misbehavior slide 38).
Developing Monitoring Procedures
Having monitoring procedure present in the organization would ensure that every employee and their actions are monitored and any form of misbehavior is recorded. Monitoring procedures can be effective in identifying and quashing any form of misbehavior in the organization. Also, in case someone is continually harassing other employees, monitoring helps in reprimanding the misbehaving employees and taking preventive action to maintain a healthy working environment. In Jim’s case, monitoring would bring actions of Dan and Jacob in light and ensure either stop misbehaving or get fired (Misbehavior slide 38).
Penalties and Disciplinary Steps
Having disciplinary steps and penalties are preventive measures that can ensure misbehaving employees pay for their mistakes. Disciplinary steps are needed to ensure employees are given an opportunity to change their behavior or else they would be fired from the organization. Penalties work as a final warning in the ensuring employees is punished for their actions when they misbehave with others at the workplace. In this case, Dan and Jacob would be asked to go through disciplinary action, and in case they repeat similar behavior they would be penalized for their actions (Misbehavior slide 38)
Appeals or Grievance Procedure
Another important measure for managing misbehavior in the workplace is through appeals and grievance procedure. The procedure ensures that misbehaving employees are reported to the supervisor and their actions are documented. The appeals and grievance procedure in the case of Jim would ensure that Dan and Jacob are reported for their misbehavior and protective action is taken (Misbehavior slide 38).
Conclusion
Dan and Jacob have bullied and sexually harassed Jim over his slight frame and might have been deliberately insulting over his ongoing transition from being a man to a woman. It is important Dan’s and Jacob’s actions are reprimanded and Jim is protected from their insults.
Some of the actions that can be taken are telling the harasser to stop, complaining to a supervisor, documenting claim. Recording witnesses and complaining to the government. Also, it is important that similar actions are never repeated; therefore, misbehavior needs to be managed. Some of the actions that can be taken are making definitions of behaviors, penalties and disciplinary action, appeals and grievance procedure, and monitoring.
