SEXUAL HARASSMENT IN HIGHER LEARNING INSTITUTIONS: EXPERIENCE OF INSTITUTE OF FINANCE MANAGEMENT AND TUMAINI UNIVERSITY - DAR ES SALAAM CAMPUS
SEXUAL HARASSMENT IN HIGHER LEARNING INSTITUTIONS: EXPERIENCE OF INSTITUTE OF FINANCE MANAGEMENT AND TUMAINI UNIVERSITY-DAR ES SALAAM CAMPUS
JOSEPH. M. MASANJA
A Dissertation Submitted in Partial Fulfillment of the Requirement for the Award of Masters of Public Administration (MPA) Degree of the Mzumbe University
We, the undersigned, certify that we have read and hereby recommend for acceptance by the Mzumbe University, a dissertation entitled, Sexual Harassment in Higher Learning Institutions: Case of Institute of Finance Management and Tumaini University in partial/fulfillment of requirements for the degree of Masters of Public Administration of Mzumbe University.
Accepted for the Board of
…..………………………………………………………………… CHAIRPERSON, FACUTY/DIRECTROR BOARD
I, Joseph M. Masanja, declare that this thesis is my own original work and that it has not been presented and/or submitted and it will not be presented and/or submitted to any other University for a similar or any other degree award.
My first deep thanks go to the almighty God, the giver and the helper. Without his precious love and his gift of good health and life, this research would have not been possible.
The successful completion of this study involved the assistance and contributions from several people whom it is not easy to mention them all. To them all, I extend my sincere gratitude.
I am especially grateful to my wife Ephrasia Nkungu, my children Mathew and Alex for their encouragement and for being far from me for the period of study. They support and guidance not only during this research, but also throughout my academic career at Mzumbe University.
It is benefiting here to acknowledge the help given to me by Mr. Venance Shillingi, my supervisor, who apart from his supervision and open criticism has taken his time to guide me into a good research work
Finally, thanks to all those both in and out of Mzumbe University (MU) who provided the material for this research, particularly Institute of Finance Management and Tumaini University-Dar es salaam Campus.
I dedicate this work to my parents, Mr.Mathew M. Daudi and Mrs.Mathew as well as my sisters Mary, Leticia and young brothers Kashindye, Emanuel and Shija. Also my uncle Mr. Mbikilwa for his support in primary education.
IFM- Institute of Finance Management
MU- Mzumbe University
UDSM- University of Dar es salaam
The objectives of this study are to examine problems caused by sexual harassment, to assess the student’s perceptions and attitudes towards sexual harassment and to identify measures that the government should take to overcome sexual harassment in higher learning Institutions in Tanzania.
A case study method was used and the data was collected using questionnaires, interviews and documentary review and analyzed by using Statistical Package for Social Sciences (SPSS) computer.
The study revealed that among the highly debated social problems faced today, are problems caused by sexual...
...Sexual harassment is a type of sex discrimination. Sexual harassment is defined as unwanted sexual approaches (including touching, feeling, groping). It can occur between people of the same or different gender. It also occurs in a variety of relationships. Sexual harassment usually happens because of inequality of power, such as between graduate teaching assistants and undergraduates, lectures and students, especially a supervisor and a subordinate. Sexual harassment has two forms, namely quid pro quo sexual harassment and hostile environment sexual harassment. In the 1990s, the United States experienced the beginning of a sexual harassment revolution, as the number of cases increased (by HR World Editors). Sexual harassment brings many disadvantages, especially for companies. Although surveys publicized the perils of sexual harassment, many businesses in the United States have not yet solved these problems. Moreover, recent new reports indicate that sexual harassment has reached the highest levels of management. (1) The businesses know that it existed but they do not know what to do about it. That is a reason why sexual harassment continues to happen in the workplace. To solve these problems, companies need to understand the sexual harassment clearly. Hence, in my essay, I mainly discuss about...
Sexual harassment is not new to all of us on the second that you read there are children’s, woman and men suffering in this kind of problem. Worldwide sexual harassment is widely known problem in every part of that are happening in school, workplace and even home. Today sexual harassment poses a threat to all of us. As long as they are abusive people use their power in incorrect manner.
Victims of sexual harassment suffer from both physical and emotional trauma those sometimes lead to mental instabilities that result to suicides. As this research goes further we will find out what is the temporary and permanent effect of sexual harassment in the lives of teenager in a school environment. Provide the necessary preventive measures that help both victim and susceptible victims the risk and aftermaths of sexual abuse, help victims overcome the obstacles they are going to face in the real life situation.
Sexual harassment basically is any unwanted or unrelated sexual behavior in occupational workplace, educational institutions and home. As a result of this is the creation of uncomfortable intimidating hostile environment. The advances of sexual behavior vary. They include an attended blatant sexual assault, a sexual proposition, degrading comments, vulgar language, any pornography and offensive improper...
...Sexual harassment is a two word phrase which hopes to never be brought up in a fire department, legally or just in conversation. It is a despicable practice that is widely acceptable around the nation in fire departments and in business. However, it is not tolerated on the legal front, nor should it ever be condoned in a professional environment. Discrimination on the basis of sexual orientation or gender is absolutely intolerable and is a plague on today’s fire service. Claims on sexual harassment arise all the time and are never short of horrendous and demeaning acts, as well as crude remarks against the plaintiff. Many legal issues arise when it comes to sexual harassment as so many aspects play into a claim of sexual harassment.
The term ‘sexual harassment’ is defined as -
“Unwelcomed sexual advances, requests for sexual favors, and verbal or physical conduct of a sexual nature, when submission to or rejection of this conduct affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile or offensive work environment”
By J. Curtis Varone, Legal Considerations for Fire and emergency services, 2nd edition, page 421. Accordingly sexual harassment claims tend to include almost all the above elements as well as many more elements, be they physical or verbal....
Different cultures around the world have different beliefs on the types of behaviours that are ethical and unethical. If there is no law against an action, it is legal, no matter how many deem it unethical. This is again because ethics are based on personal belief systems which differ vastly from person to person, ethical debates often spark heated polarity. However, whether or not something is legal is a matter of sober fact. In ethics, normative theories propose some principles for distinguishing right actions from wrong actions. These theories can, for convenience, be divided into two kinds which is consequentialist and nonconsequentialist. The two most important under consequentialist theories, egoism and utilitarianism. Kant’s ethics and prima facie obligations are using nonconsequentialist approaches which is the right or wrong are determined by more than the likely consequences of an action.
Actual or attempted rape or sexual assault, unwanted pressure for sexual favors, unwanted deliberate touching, leaning over, cornering, or pinching, unwanted sexual looks or gestures, unwanted letters, telephone calls, or materials of a sexual nature. This is some unethical behaviour which is people had experienced sexual harassment. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about...
...workfare participants are often forced to work in positions where they are subjected to repeated sexual harassment in order to preserve their welfare benefits. In order to protect these vulnerable workers, Congress should enact legislation to provide explicit Title VII protection for workfare participants.
As a result of the welfare reforms of 1996, federal law now requires many welfare recipients to work in public or private sector jobs in order to receive their welfare benefits.2 If these workfare participants do not perform their jobs satisfactorily, their job placement will be terminated, and they will no longer receive their welfare benefits.3 Unfortunately, these workfare participants often experience gender and race discrimination in their job placements.4 Because they will lose their welfare benefits if they do not continue their job placements, these workers are often forced to remain in positions where they are consistently harassed.5
The Personal Responsibility and Work Reconciliation Act (PRWORA),6 which implements the workfare requirements, does not explicitly state that workfare participants are entitled to protection from employment discrimination under Title VII. Congress enacted Title VII to protect employees from discrimination based upon gender, race or religion in the workplace.7 In Meritor Savings Bank v. Vinson, the United States Supreme Court held that sexual harassment was a form of gender discrimination, and therefore,...
...Sexual Harassment in the workplace
Since the beginning of time sexual harassment in the workplace has been present. In the beginning, complaints of sexual harassment were looked at as insignificant complaints about incompatible working relationships as a result of men and woman working together, and it wasn’t of concern of the employers responsibility. After America accepted sexual harassment as a form of sex discrimination in the 1970s, Australia was also deeply influenced by this decision and in the late 1980s, Australian courts drew a connection between unwanted sexual advances and sex discrimination. When the sex discrimination act of 1984 came into effect, sexual harassment was considered to be a legally recognized form of sex discrimination.
Despite sexual harassment being unlawful for more than 28 years, it is still a persistent problem in Australian workplaces. In 2012, the Australian Human Rights Commission conducted a national telephone survey under the name of working without fear, which outlines the findings of the Australian Human Rights Commission’s latest survey on the prevalence, nature and reporting of sexual harassment in Australian workplaces. This was the third study conducted and most recent one in relevance to sexual harassment. The survey showed that 21% of individuals over the age of 15 experienced sexual...
...Sexual Harassment Prevention
BA411 Training and Development
Gustavo A. Hernandez
1. Create 2 more SMART goals for this training.
Identify Different Types of Sexual Harassment
Specific: Trainees will become familiar and aware of the many different forms that sexual harassment comes in.
Measurable: Trainees will obtain knowledge on the following topics on sexual harassment: Harassing Conduct,Sexual Joking, Sexist Words, Sexist Behavior, Sexual Advances, and Requests for Sex and Sexual Intimidation.
Attainable: At this program's conclusion, participants should be able to:
* Define sexual harassment.
* Identify the myths surrounding sexual harassment.
* Review the laws and basic court decisions about sexual harassment.
* Identify what is and what is not sexual harassment.
* Practice dealing with sexual harassment.
* Document their understanding of sexual harassment.
Responsibility: Using sexual-harassment prevention knowledge gained from the program, trainees will have an opportunity to test their knowledge of the law by determining how they would handle a variety of workplace situations.
Time: The training will be conducted 1 hour a week for 3 weeks or until every employee has attended training.
2. Explain what the...
...each stakeholder of the company can be found in Core of conducts of the company. However, Best Buy`s reputation was almost gone when Brian Dunn, CEO, was accused form inappropriate conduct, vendors gift, and conflicts of interest in March 2012.
Even though there are many cases in business sphere when CEO married his/her employee, there are companies which doesn`t allowed such a behavior. Best buy is one of such companies. It lasted at least year when finally the relationship between Dunn and his subordinate come to the light. As was stated in the Report of the Audit Committee of the Board of Directors of Best Buy (May 12, 2012), Dunn had close relationship with one of the female employees. Dunn and young lady did not admit romantic or sexual relationship; both were talking about close and platonic friendship. However, there were a lot of proves such as phone calls; texts, videos, and picture messages, some of them expressing affection; Committee failed to prove their further relationship. Moreover, “Dunn asked a vendor to give his employee a concert ticket. Best Buy forbids employees to accept gifts of value from vendors”(Sandoval, 2012). There was a clear violation of the company policies. Dunn was as well buying a concert tickets for the female employee and in one of such occasions in Las Vegas he even land her $600 for a hotel so she would stay with him. According to Greg Sandoval in his article “Why Best Buy CEO's 'expressed affection' for employee was...