Analyzing Issues Affecting Personal Dignity

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Analyzing Issues Affecting Personal Dignity

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Describe about the Analyzing Issues Affecting Personal Dignity?

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The fundamental premise for ensuring human dignity is through ensuring that the fundamental rights pertaining to each employee and executive of the organization are ensured. The presence of employment laws and regulations relating to workplace behavior has been implemented towards ensuring that none of the employees in business organization is subjected to biasness. The presence of bullying and harassment in workplace is of primary concern for issues pertaining to the dignity at work. Bullying comprises of offensive, insulting and derogatory behavior in order to violate another person’s dignity. Moreover, creation of an hostile and intimidating environment can be considered as bullying. Harassment can be considered as violation of a human dignity through degrading, unwarranted humiliating and hostile conduct.
The inherent nature of bullying and harassment makes them hard to recognize owing to the fact that they are not as explicit or visible as compared to other forms of distresses. Moreover, the detection of genuine cases of harassments are hard to asses resulting from the ambiguity in terms of laying down what is acceptable form of behavior and what is not. The organizational culture thrives on diversity, equitability, accountability. Therefore, presence of cases such as harassment or intimidation tends to display that the organizational culture has become dysfunctional which in turn results in large number of negative repercussions. The primary sets of negative effects comprises of adverse effect on performance, high labor turnover, rise in the level of absenteeism and poor morale.
The responsibility regarding resolving of issues pertaining to harassment falls under the purview of human resource management (HRM). The primary initiative towards resolving such issues comprises of acknowledging the fact that harassment and bullying are unacceptable in the organization. The HR manager requires implementing a zero tolerance policy concerning any form of racism, harassment, bullying or unethical behaviors. Moreover, initiatives should be taken towards creating awareness regarding policies against bullying and harassments. Each employee of the organization should be assured protection from victimization.
There can be many instances of compromising the dignity of an employee. Examples include derogatory remarks, racism, explicit form of partiality and favoritism, intimidation, bullying among others. Moreover, online behavior requires to be taken into consideration while evaluating instances of derogatory behavior. Implementation of guidelines regulating behavior of employees and management staffs online can mitigate risks of harassments and derogatory conduct online.
It can be observed in some instances that when an aggrieved employee approaches a manager regarding harassments or bullying, the manager tends to display complicit behavior. The issue regarding the reported offensive behavior tends to be ignored by some managers or high ranked executives. Thereby, policies preventing harassments, bullying, insulting or any form of derogatory conduct requires taking into account any form of complicit behavior on the part of higher authorities such as operations managers, finance or production managers.
Moreover, other forms of workplace behavior are likely to be derogatory even though not falling under bullying or harassment. Such behavior may comprise of exclusion of a team member from team-oriented tasks, biasness in providing opportunities for development or promotions and recruitments in a non-transparent manner. Thereby, through ensuring transparency in the recruitment processes along with initiating a feedback mechanism that facilitates reporting by the aggrieved employees the instance of improper and unjust behavior in an organization can be mitigated.
Instances of sexual harassments or derogatory comments regarding employee along with threatening to reveal an employee’s sexual orientation are highly derogatory in nature and results in violating a person’s dignity. Such occurrences can be prevented through constituting a sexual harassment cell preventing the victimization of an employee.
Setting up standards relating to workplace behavior through organizational notifications specifying the acceptable behavior from the employees can be construed as another form of remedy regarding workplace behavior. The standards should resolve any form of ambiguity regarding acceptable and unacceptable form of behavior and clearly define relevant terms such as harassment, bullying, racism, partiality and favoritism among others. Further, assurances regarding dealing with such issues in a sensible and confidential manner can help alleviate the frequency of untoward behavior in the organization.
Employees and managerial staff can be recognized for their good conduct by initiating rewarding policies. This in turn could result in setting a good example, which can be imitated by other employees of the organization. Thereby, through setting up grievance cells, encouraging good conduct in the organization and facilitating fair and confidential investigation the instances of violating a person’s dignity in a organization can be prevented.

References and Bibliography:
Sguera, F., Bagozzi, R.P., Huy, Q.N., Boss, R.W. and Boss, D.S., 2016. Curtailing the harmful effects of workplace incivility: The role of structural demands and organization-provided resources. Journal of Vocational Behavior, 95, pp.115-127.
Stievano, A., De Marinis, M.G., Russo, M.T., Rocco, G. and Alvaro, R., 2012. Professional dignity in nursing in clinical and community workplaces. Nursing ethics, p.0969733011414966.

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