Post 1
Knapp, D. E., DuBois, C. L., Hogue, M., Astakhova, M. N., & Faley, R. H. (2017). Russian workers’ experiences with and perceptions of sexual harassment severity. The International Journal of Human Resource Management , 1-28.
The article indicates how sexual harassment has become prevalent in the workplace especially in Russian based organizations. Russia is perceived as one of the most attractive targets where companies that are willing to expand internationally go to seek business-related ideas. Thus, understanding the issue of sexual harassment in Russia would help in guiding expatriates towards establishing successful businesses as well as using proper approaches to ensure the safety of all the employees. As indicated in the article, the International Helsinki Federation for Human Rights in Russia has performed intensive research to identify the levels of sexual harassment in Russian organizations. The report indicated that approximately 6% of Russian women were victims of sexual coercion. About 60% of women in commercial organizations in the Rostov area were also victims of sexual harassment. Moreover, according to the report, 32% of Russian women were viewed as having sexual relationships with their employers. Those women who were assessed to having being raped by their superiors were estimated to be 7%.
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Sexual harassment in Russia is triggered by numerous factors. Most women who experience the assault are regarded as weak and those that are unable to defend themselves. Approximately 25% of females in Russia believe that sexual harassment is a serious problem and should be addressed accordingly. Promotion is perceived to be the main aspect that triggers sexual relation in the workplace. Specifically, 80% of women in Russian organization were attached sexually with their superiors where promotion was contingent on sexual relations. Sexual harassment affects organizations’ performance because it results in psychological stress on the victims, which make it difficult for them to deliver their duties as expected. Most of the Russian women were found not to report critical issues of rape and other forms of sexual violence because of social stigma and inadequate governmental support. Females lack support in utilizing criminal codes to assert their rights. The widespread of sexual biases is viewed to pervade prosecutorial processes in Russia. The Russian authorities dismiss such cases because of disbelieving or because of being bribed by perpetrators. Thus, effective measures should be taken to eradicate sexual harassment in the workplace.
Post 2
You make a remarkable point when you indicate that retaining and attracting talented employees in an organization help to maintain the competitive nature of the organization. However, various factors can hinder organizations from implementing an effective Human Resource Strategic Plan. Most of these factors are usually internal and are psychologically problematic to solve. The factors may emanate from management practices, which do not favor smooth implementation of strategic plans. Additionally, the factors that hinder the right use of H.R strategic planning can be influenced by the social and behavioral aspects of the employees within the organizations. The implementation of the strategic plan should be handled as a process that requires continuous monitoring, effective recruitment and proper engagement of employees in decision making rather than being approached as a one-time activity. Apart from offering premium salaries to attract and retain workers, organizations need to focus on maintaining a conducive environment in which the workers are able to deliver their duties effectively.
Human resources play a fundamental role as strategic partners in the situation where the organization’s policies are established and implemented to boost the effectiveness of strategic human resource management. Specifically, the strategic Human resource is usually demonstrated through different activities such as hiring, rewarding and training workers (Hassan, 2016). Organizations are more likely to succeed when employees are working together as a team towards the same objectives. Organizations that work towards enhancing job satisfaction for the employees, improving the work culture and escalating rates of customer satisfaction are more likely to be more successful in attracting and retaining workers as compared to those that offer minimal support. Offering allowances such medical allowances assist in attracting workers in different organizations. More than 50 nations are identified to experience a critical shortage of health workers because of experiencing a crisis on allowances. All this workers’ dissatisfactions should be addressed to by ensuring that the management provides all the necessary allowances to boost their motivation and commitment towards their tasks. Regular performance appraisal should be done to encourage a systematic assessment of the employees’ performance to identify their weaknesses and work towards improving them.
References
Hassan, S. (2016). Impact of HRM practices on employee’s performance. International Journal of Academic Research in Accounting, Finance and Management Sciences , 6 (1), 15-22.
Mandeville, K. L., Lagarde, M., Hanson, K., & Mills, A. (2016). Human resources for health: time to move out of crisis mode. The Lancet , 388 (10041), 220-222.
