Professional Documents
Culture Documents
Project Report
On
Research Methodology
2009
Acknowledgement
This project provides me great opportunity of learning new interesting
and help this project would not have been a success. I owe a sincere
gratitude towards him for his untiring and instant academic and
have got the conceptual clarity. My thanks are also towards the Library
of the University as, if they wouldn’t have provided me with the data I
would not have been able to complete the project. I sincerely hope that
NIHARIKA SHARMA
INTRODUCTION :
Despite numerous court cases and over 10 years of research attention, what
we don't know about sexual harassment far exceeds what we do know. This
paper critically assesses the research literature on sexual harassment,
identifies methodological problems and proposes recommendations for
advancing our knowledge of this important construct. Over the past two
decades, workplace violence has become an alarming factor for both the
employers and the employees. Incidents of work related violence were
minimal till the 1980s. But now they are happening frequently. The companies
demand more from their employees due to reengineering, down-sizing and
globalization which increases the stress level of employees, and sometimes
causes violence in the workplace.
Today, organisations are living in an information era, with very high demand
and competition, which has a direct impact on the work environment.
Organisations have to tackle challenges to survive in the competitive
environment with heavier and intense workloads. Accumulated stress may be
the cause for an employee’s exhibiting violent behaviour. Such violent
behavior is unacceptable in a work environment, as it causes damage to both
the employer and the employee.
Violence in the workplace can occur due to social issues such as drug abuse,
layoffs, etc. It is found that these issues have become contributors to the
dramatic increase in workplace violence. Women tend to face violence at
whatever level they are in. When they go higher up the ladder, it is even more.
Now every organization has started recognizing the impact of violence and
the financial consequences associated with workplace violence. There is a
dramatic increase in employee turnover and an equally dramatic drop in
employee morale. The employees lose productivity and their image in the
society. Workplace Violence Research Institute (WVRI) found that many
employers were sued under the violence act for injuries or death caused by
violence. Employees feel that it is the employer’s duty to provide a safe work
environment.
Employers can help the victim with proper counseling to reduce the risks
associated with violence. It is, in fact, the human resource manager’s
challenge, to support the employees who experience abuse. This could be
handled with a well-developed strategic plan and written policies with a real
commitment to offer support.
GOAL : The goals of the project were to ensure the prevention of sexual
harassment of women as to live with dignity is a human right guaranteed by
our constitution.
OBJECTIVES:
SEXUAL HARASSMENT
SEXUAL DISCRIMINATION
Sex role static
Sexual role stereotyping
Sexual Abuse
Sexual Criminal Behavior
HYPOTHESIS:
RESEARCH QUESTIONS:
1.WHY WOMEN ARE TARGETTED?
2.WHICH AREA AND SECTOR ARE AFFECTED THE MOST?
3.WHAT KIND OF OF HARASSMENT DO MOST OF THE WOMEN FACE?
4.WHAT ARE THE CONSEQUENCES OF SEXUAL HARASSMENT?
5.HOW DO WOMEN REACT TO SEXUAL HARASSMENT?
6.AFTER FORMATION OF LAW,HOW IS SOCIETY AND WOMEN IN
SPECIFIC REACTING TO THIS LAW?
RESEARCH METHODOLOGY:
RESEARCH TYPE:
My research type will be doctrinal as well as non-doctrinal in nature and
therefore data will be collected from both primary and secondary sources.
Information collected will be tabulated, analyzed and recommendation will be
made.
DATA SOURCE:-
PRIMARY DATA SOURCE:- Data collected through the means of
questionnaire.
SECONARY DATA SOURCE: The Constitution of India, News Papers,
Magazines, various Judgments of the Courts,Internet, e-books and online
newspaper journals.
METHOD:
Analytical, Critical, Comparative, Multi-Disciplinary & Case Law analysis.
TOOLS/ TECHNIQUE:
Survey through Questionnaires. The survey will be conducted by the means
of questionnaire in which various questions on the topic will be posed to the
respondents.
LIMITATION: The area of research needs views of experts & the subjects on
which survey done, and due to time constraints their views could not be
collected.
LITERATURE TO BE SURVEYED
Sexual Harassment has long been associated with poor work performance
and poor academic performance. The impact that sexual harassment has on
its victims can be monumental. This is why reporting sexual harassment is so
important. Over the years there has been a great deal of research conducted
related to the factors that influence a person's decision to report sexual
harassment. Most of this existing literature is related specifically to the factors
that influence a women's decision to report sexual harassment. However in
recent years there has been an increase in the number of men that report
sexual harassment."
ABSTRACT
This book depicts basic understanding of gender bias, sexism, and sexual
harassment,and how it suffers from stylistic flaws and inconsistent
documentation. The bulk of the text addresses gender stereotyping. Fictional
scenarios showing young adults in situations involving harassment and
gender bias illustrate the concepts, enhance readability, and make the ideas
more relevant to teens.The book does an adequate job of defining terms, and
its emphasis on aspects of gender bias makes it more unusual than those
with a sole focus on harassment. Positive, clear, and readable, this title is a
secondary source.
http://books.google.co.in/books?
id=4fMstJadqksC&pg=PA11&lpg=PA11&dq=research+on+sexual+harrassment+at+c
orporate+level&source=bl&ots=QyzkulU8Lr&sig=GemL4FMOo3cZPBjsF1AD9PAl35
8&hl=en&ei=wRh4Ssm0M9uXkAX27eXACQ&sa=X&oi=book_result&ct=result&resnu
m=3#v=onepage&q=&f=false
ABSTRACT
In the chapter 19, sexual harassment and violence against women in india
deals with the constitutional and legal persepective.acc. to this,sexual
harassment is a violation of one’s freedom and personal integrity.it deals with
the meaning of sexual harassment,the constitutional provisions and
international conventions along with the legislative provisions.while there is no
specific legislation dealing with sexual harassment in india,each incident of
sexual harassment of a women may result in the violation of constitutional
provisions relating to fundamental rights of gender equality,the right to life and
liberty and the right to practice any profession or to be involved in any
occupation,trade and business.’
It was in 1997 in Vishaka Vs. State of Rajasthan and others, that for the first
time sexual harassment had been explicitly- legally defined as an unwelcome
sexual gesture or behaviour whether directly or indirectly as
It was in this landmark case that the sexual harassement was identified as a
separate illegal behaviour.The critical factor in sexual harassement is the
unwelcomeness of the behaviour. Thereby making the impact of such actions
on the recipient more relevant rather than intent of the perpetrator- which is to
be considered.
http://gayathiri1.tripod.com/sexualharassmentatwork.html
Abstract:
Suppose a firm has a widespread reputation for sexually harassing its workers
(or it follows the practice of telling workers that if they wish to work for the firm
they must be prepared for sexual harassment). When a worker offers to work
for such a firm and is accepted, there is, therefore, a Pareto improvement. Is
there a case for banning such "contractual" sexual harassment? This paper
argues that the answer is yes, and that we can be both Paretian and ask for a
ban. A general principle, called the large-numbers argument, is developed to
justify this and it is shown that there are other areas, such as occupational
safety where this principle can be applied. That is, there may be a case for
preventing firms from exposing its workers to excessive hazards even when
each worker finds the pay attractive enough to want to submit to this. Hence,
this argument provides a general principle for deciding which market
transactions ought to be banned as obnoxious, instead of relying on ad hoc
judgments. The paper goes on to discuss how our sexual harassment laws
ought to be reformed so as to be more receptive to the needs of society.
http://papers.ssrn.com/sol3/cf_dev/AbsByAuth.cfm?per_id=34513
ABSTRACT.
http://pos.sagepub.com/cgi/pdf_extract/31/4/525
ABSTRACT:
This article says that Harassment of a sexual nature has to be dealt with
severly and awarded the same kind of punishment that any disciplinary lapse
warrants. It is no more the ‘personal’ problem of a female employee when her
male counterpart makes any sexual advances that are unwelcome to her.
Unwelcome action of sexual nature or connotation, is illegal.
http://www.w3.org/1999/xhtml
ABSTRACT
http://humanresources.about.com/od/glossarys/a/sexualharassdef.htm
Questionaire for the Working Women:
1. How long should the female wait before bringing forth her concerns?
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2. With whom in the company would the female employee speak first concerning this
problem?
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3. With whom could she speak if that person did not respond to her problem?
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4. Could a company officer be empowered to act upon such a case, or would more
drastic acts need to occur before company action could be taken?:
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5. Should she contact these people in person, by telephone, or should she write a
formal letter?
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6. If she writes a formal letter, is it required that copies be sent to other people (e.g.
the CEO)?
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8. What is your company's policy, official or unofficial, concerning sexual
harassment?
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9. How does your company go about informing its employees of its policy on sexual
harassment? Are letters sent out? Are workshops held?
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11. How would the decision affect both parties, i.e., what actions would be taken?
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12. Could you describe an example of a sexual harassment case brought out in your
company?
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13. If yes, How long did the female wait before bringing forth her concerns?
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