Choose one (1) from the following topics and develop an essay, based on the four (4) questions that appear below. The work will be submitted to Task of Week 1, but not before having passed it through the "Safe Assign". labor difficulty

The topics are: (the pages of the book are included as a reference, concepts which will be enriched with the research they will carry out on the chosen topic) Frank and Lillian Gilbreth - page 6 The "Hawthorne" studies - page 7 Ethics in Industrial Psychology - page 30 Discrimination in the workplace - pages 78 -79 -80 Sexual Harassment in the workplace - page 96 The ADA Law - (Investigate) Ethical Approach - The Ethics Behind Privacy in the Workplace - Page 109 Job Interviews page 134 Four (4) questions to be answered in essay form How did Industrial Psychology change this topic? What led us to this conclusion? Is it possible to work well if this concept is not used? Explain whether or not you agree with this concept and why. The chosen topics are intended to illustrate the application of the concepts that have been studied and/or read in the unit. The student may use the textbook and additional sources. Respond to the questions and submit your responses in an APA The student should Prepare a Word document with the answers to the questions indicated and deposit it in the task box.

Reference

Aamodt, M., (2010). Industrial/Organizational Psychology 6th edition. ISBN-13: 978-607481226-8

I selected Sexual Harassment in the workplace - page 96

Homework Help X Contenido X Bb 72115 X Bb Originality Repor X Bb Untitled Docume X x Traductor de Goc X | W Theories of Divid X Search Results | X | G La retroalimentar X G aamodt, m., (201 x Industrial/Organi X Industrial/Organi X + C @ Archivo | /Users/rosycasals/Downloads/wW5mwoOYgYo.pdf : E Industrial/Organizational Psychology: An Applied Approach 118 / 705 - 100% Correcting Sexually Harassing Behavior If an employee complains of sexual harassment, it is essential that the orga- nization investigate the complaint quickly and then promptly take any nec- essary action to rectify the situation and punish the offender. To reduce an 114 organization's liability for sexual harassment, Jacobs and Kearns (2001) advise the following: " All complaints, no matter how trivial or far-fetched they appear, must be investigated. The organization's policy must encourage victims to come forward and afford them multiple channels or sources through which to file their complaint. Complaints must be kept confidential to protect both the accused and the accuser. Information from the investigation should be kept in a file separate from the employee's personnel file. Action must be taken to protect the accuser during the time the 115 complaint is being investigated. Actions might include physically separating the two parties or limiting the amount of contac between them. Both the accused and the accuser must be given due process, and care must be taken to avoid an initial assumption of guilt. The results of the investigation must be communicated in writing to both parties. The severity of the punishment (if any) must match the severity of the violation. As mentioned previously, the proper handling of a sexual harassment com- plaint can protect an employer from legal liability. In such cases as Linda Roebuck v. Odie Washington (2005) and Rheineck v. Hutchinson Technology (2001), courts 116 of appeal ruled that the organization was not liable for sexual harassment because it investigated the complaint in a timely manner and then took prompt corrective action against the harasser. In contrast, in Intlekofer v. Turnage (1992), the court of appeals found the Veterans Administration liable for harassment because it ignored nearly two dozen complaints by a female employee and refused to take corrective action against the harasser. However, the concern for prompt action should not deny the accused due process. In 1997, a jury awarded a man accused of sexual harassment $26.6 mil lion. He was fired by Miller Brewing Company for discussing an episode of the TV show Seinfeld in which Jerry Seinfeld forgot the name of a date but remem- bered that it rhymed with a female body part (Delores). The jury ruled that a rea- sonable person would not have been offended by the discussion, and thus Miller 117 Brewing went too far in firing the accused employee. Rather than being reactive to sexual harassment complaints, it is in the best interests of an organization to be proactive, and prevent harassment. Pro- active steps include having a strong organizational policy against harassment (Frederick v. Sprint, 2001) and training employees about behavior that constitutes harassment. LEGAL ISSUES IN EMPLOYEE SELECTION 118 In addition to the obvious legal costs, sexual harassment has other financial ramifications for an organization. Sexual harassment results in higher levels of turnover, greater absenteeism, and lower levels of productivity (Munson, Hulin, & Drasgow, 2000; Pratt, Burnazi, LePla, Boyce, & Baltes, 2003; Schneider, Swan , & Fitzgerald, 1997). To test your knowledge of sexual harassment, complete Exer- cise 3.5 in your workbook