Direct and Indirect Organizational Tolerance summary
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(Goldberg et al., 2019) summarize both direct and indirect effects of controlling and tolerating the sexual harassment training programs in the organization. In the book, the authors summarize sexual harassment training as a customary organizational program. Furthermore, the authors show that there is not enough knowledge about sexual violations training, making it ineffective. Moreover, there is evidence that many employees react undesirably towards the training. The reactions evidence the inconsistent results regarding sexual harassment training and the overall knowledge of the attitudes and transfer of the training into practice. The book’s summary also includes the dissertation that draws from the communal interactionism and the identification theory that suggests that various employees experience various forms of threats that many employees face during these forms of training (Goldberg et al., 2019). Nevertheless, the interactional features identities and employees’ varied perceptions occur due to the harassment, especially when moderators are considered. The effect of the threat of identities reaction on the sexual harassment that includes backlash, knowledge, and the transfer of the training are also included in the book. Furthermore, the survey design summarizes an examination investigating whether company tolerance for harassment influences human resource managers’ acquaintance. Other wrong attitudes about sexual harassment while following the human resource managers’ intended improvement capability to oversee internal investigations that pertain sexual harassment (Goldberg et al., 2019). Nevertheless, the authors determine the role of mediation in learning the relationships, and the summary has noted that the training programs. When inappropriate behavior occurs in the work environment, it adds to and proceeds with subjection. The worry of female workers’ inappropriate behavior in the work environment came to the presence in the mid-1970s when many women were terminated or stopped their positions because of provocation and terrorizing by men
References
Goldberg, C. B., Rawski, S. L., & Perry, E. L. (2019). The direct and indirect effects of organizational tolerance for sexual harassment on the effectiveness of sexual harassment