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Responsibilities Should the Individual and the Organisation Take in Preventing Harassment in the Workplace?
As individuals we can also challenge negative behaviour in others without necessarily being aggressive ourselves. For Example, through the use of humour, we can make others aware of our disapprovals. It is also suggested by Rayner, et al (2002) that by becoming an activist, we as individuals can prevent harassment within the workplace. We can participate with the initiation programmes concerned with harassment. We can lend support.
In conclusion, the author hopes to have shown that it is not only the responsibility of the employer and employee to prevent harassment within the workplace; rather at stages it is necessary for the Law to step in. As such the author suggests that through research, it seems clear that the prevention of harassment at work - both on the individual level and organisational - largely depends upon adherence to government guidelines in the form of the various acts mentioned throughout.
This is not to say that organisations internal policies and individuals own efforts are not beneficial in eradicating this problem, rather one is simply suggesting, with above noted concurrence from many theorists work, that it is extremely imperative for organisations and individuals alike to be certain that they are aware of... the signs of a perpetrator, the effects upon a victim and organisation and the many ways in which a perpetrator may cause many of the earlier mentioned effects of persistent harassment.
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