Page 274 - DMGT106_MANAGING_HUMAN_ELEMENTS_AT_WORK

Managing Human Element at Work

Notes employees having put in their best efforts. A predominantly young workforce not exposed to
life-skill development and stress-handling abilities has only added to the woes of the outsourcing
industry. The industry is plagued with high rates of absenteeism with an estimated 60 to 70
workers per 1,000 IT/ITes workers availing sick leave per day in India. Somatised depression,
with symptoms such as dullness, low morale, lack of self-esteem, lack of confidence,
sleeplessness, poor appetite, unexplained aches and gastric-related problems, has been found
to be the main cause of absenteeism. Companies have a crucial role in creating a stress-free
workplace. They should ensure that employees are not exposed to injuries at work and try to
foster a creative and challenging work environment. Team leaders have the crucial role of
helping each member to become an integral part of the team by giving them support but
accomplishable goals.

12.5.10 Sexual Harassment at the Workplace
Sexual harassment is one of the most pressing concerns facing companies the world over.
Most companies have adopted stringent policies to ensure that they are not mired in lengthy
and expensive lawsuits. Indian companies are also waking up to the seriousness of this issue
as more and more women enter the workforce. The problem in India also impacts the lives
of the 92% of women in the country who work in the unorganized sector as well as the
women who work in the organized corporate sector. The supreme court in a landmark
judgement Sexual Harassment of Women at Workplace in Vishakha and Others vs. State of
Rajasthan and Others ruled that sexual harassment is violate of the fundamental rights “to
practice any profession or to carry out any occupation, trade or business”. It equated the
right to life as a right to life with dignity. Since the government has come out strongly
against harassment, Indian companies have been forced to lay down stringent rules preventing
it. At Wipro, a complaints committee with three women employees looks into the matter.
New recruits are given a complete rundown on how “to behave or not behave with women
employees.” even sending unsavoury e-mail messages is censored by companies. Indian
companies should adopt a zero tolerance policy towards any form of harassment in the
workplace.

Companies should have clear-cut policies to identify what includes sexual
harassment, procedures for dealing with it, and appropriate punishment
for those who engage in this behaviour.

12.5.11 Aggressive Behaviour

A very common form of aggressive behaviour in organizations is observed in the form of
violence and sexual harassment. Aggressive behaviour that intentionally threatens or causes
physical harm to other employees has been defined as workplace violence. It has been found
to be one of the major sources of stress in firms. Sexual harassment is unwanted contact or
communication of a sexual nature. Today, with more number of women employees entering
the corporate world, this issue has become very pertinent and has to be dealt with in right
ways. Management, therefore, has a strong responsibility to prevent sexual harassment
happening in organizations. If it occurs in any way, it has to be dealt with quickly and firmly.
Ignoring genuine complaints can prove to be costly. Mitsubishi had to pay $34 million to 350
female workers at its Illinois plant because it repeatedly ignored their complaints about a
sexually hostile working environment. Infosys had to make a $3 million payout to settle a
sexual harassment case filed against it and its former director, Phaneesh Murthy.

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