No Marshmallows, Just Term Papers
Within the modern and most common work place, romances and relationships are bound to occur. This is increasing an issue that keeps reoccurring for employers. These are becoming more common due to the nature of work hours being longer and the relative “team building” concepts as well. So this is becoming ore commonplace to have dinner o r have a drink with a colleague and it could be metamorphic and develop into a sexual or emotional relationship. Look at it as such, the president of the United States meet his wife at the place of their employment. It is a fact of life that relationships will develop in the workplace and employers must understand how to properly manage them. According to the study, it would suggest that employers encourage a fraternization policy, such as the military or the department of defense. Studies are showing that the exact opposite is happening. Therefore, rather than stop it, employers began requiring the parties involved to sign consensual relationship agreements (CRA). Most commonly know as a love contract, this is a basic way to prevent and protect against sexual harassment lawsuits in the workplace. Understanding this concept I can personally state the use of the CRAs is a necessity in the capacity of protection from the employer’s aspect. The most convincing and factual evidence that was discovered which supports using CRAs came from Pierce & Aguinis’ …Managing Workplace Romances… article. The argument states that taking a orthodox approach within the workplace that the CRAs are purely based on the concept of legal protection. Instead, the article states that the human resource (HR) leaders would need to trend to a level of “organizationally sensibility” in managing relationships within the workplace. Within other levels of the approach recommends taking into consideration of workplace romance such as sincere long-term relationships; “44% of valut.com survey respondents said that their romance ended...
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