Introduction

Human Resources Management is related to the process of hiring and developing

employees in the organization. This is because an employees performance and his
behavior in an organization may affect the organization itself. That is why the existence
of human resources management is to improve the employees so that they become more
valuable

and

can

contribute

more

for

the

organization.

Managing employees is not a simple task, therefore large scale of companies have
their own department set up just specially in focusing on monitoring their human
resources. In this department, managers are hired to analyses, make planning, recruiting
the right candidates, orienting and training, managing wages and salaries.

However there are problems inside the management itself in every organization, such
as harassing the lower lines, making decisions with a stereotype personality, and
irresponsible attitudes are the majority of the causes the company to be loses their
productivity as it causes impacts in employees satisfaction, therefore well be researching
the background of these facts that lead to the misconduct and disciplinary issues among
the management in an organization. Sometimes satisfaction is just so hard to be achieved
in an organization, as human is an uncommon breed. By far facts such as harassment of
the employg bad effect into the organization management.

Harassment
Harassment is continued unwanted actions of a party towards another, including
threats and demands. The overall common purpose is to attempt to obtain his own selfish
desires. Harassment also occurs in the workplace. Harassment carried out by an employee
toward another may result to a lawsuit against the employer for failing to protect the
oppressed employee. (Gerald and Kathleen 2007)
Harassment generally happen when an individual in the workplace singles out
another, represented by minority demographics like race, disability, and gender. The more
noticeable form of harassment includes sexual harassment, improper use of religious and
racial terms, or discrimination of disability. This category is commonly known to public
in most countries, especially the content of sexual harassment. In Malaysia, Employment
Act 1955 Part XVA states, Sexual harassment is now defined in the Act as any unwanted
conduct of a sexual nature, whether verbal, non-verbal, visual, gestural or physical,
directed at a person; the act which is offensive or humiliating or is a threat to his wellbeing, arising out of and in the course of his employment.
An example of an employees experience with sexual harassment in workplace is
as follows:
After company meeting, I was asked to stay in the meeting room by my boss to have a
further discussion on the work-related mattersMinutes before the discussion ended, he
came close to meHe tried to pressure me for sex and asked me not to turn him down if I
wanted my year-end bonus Christina, 37 years old, Kuala Lumpur (Teh 2014)
Sexual harassment also includes unwanted flirtatious and explicitly sexual usage
of words (verbal), and actions like staring on the body and unwanted touches (nonverbal). Women are commonly known as the victims of harassment but men too can be
victims, and are normally less protected and their cases are left unspoken.

All forms of harassment are toxic to the workplace environment, in which the
workplace is supposed to be a socially secured area for employees to work with ease and
with optimum productivity, having not to fret over threats and risks of harassments. The
effects of continued harassment are destructive on the victims and they experience low
self-esteem, anxiety, depression and feeling powerless. These often results in withdrawal,
isolation and resignation. Such results impacts companies in the area of lacking
workforce and also credibility and responsibility of protecting their own employees,
therefore lowering the image of the company.
Thus, there are a few ways to overcome harassment in the workplace.
The victim can firstly approach and talk to the harasser directly. If harassment persists, he
can report to the advisor, likewise, he can further contact the HR Manager and Senior
Management to solve the case. Finally, if the Senior Management are unable to take
reasonable action, he has the right to report himself to the employee and labour
representative associations and also file a lawsuit. (Johnson 2016)
Employers can help protect their employees by making sure that all employees are
aware of the companys policies and regulations relating to all forms of harassment.
Some employees themselves can be oblivious to their own actions and do not know they
are the harassers. Employers have to take firm and corrective actions against harassers
within the company, to avoid losing loyalty of the oppressed and lowering the companys
image.
The law of Employment Act 1955 protects the employees. However, to avoid it
altogether comes from a proper upbringing of all individuals.

Stereotypes of managing

One of the misconduct among management in an organization is stereotyping.

Stereotypes are often related to gender, race, sexual preference and religion. Stereotypes
in the office aren't distinctly different from stereotypes in everyday life, especially given
that the modern-day workforce includes people of all nationalities, ages, races and sexual
preferences. A stereotype isn't necessarily workplace harassment; if a management
believes something about a employee because of her age, for example, he's not harassing
her unless he takes overt action to do so.
Stereotypes are harmful and unfair in everyday life, they can quickly wreak havoc on
morale and productivity in the workplace. Varying degrees of stereotyping occur in
workplaces despite a greater awareness and acceptance of diversity. Stereotyping, or in
other words placing labels on people, results from making general assumptions about an
individual with little or no personal knowledge about them. For example, we've all heard
the spacey blond jokes which is a play on the assumption that all blonds are dumb -- but
of course, we know that isn't true. Management must ensure they don't perpetuate
stereotypes, while acting swiftly to discipline those who do.
There are many types of stereotyping among managements, one of them is gender
stereotyping. Despite the advances of women in the workplace over the last several
decades, stereotypes about women are prevalent in many offices. Common examples
include that a women with blonde hair is unintelligent and thus cannot fulfill simple
tasks, or that an attractive woman who receives a promotion is rewarded it because she
flirted or slept with her supervisor. "Forbes" reports that common male/female
stereotypes are that men are too stoic and hold their feelings while women are too
emotional at work.
The second one is age-related stereotypes, which are prevalent in workplaces that
employ people of a wide range of ages. Management might believe that older employees
are incapable of keeping up with modern-day trends, while older workers can mistakenly
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believe that their young co-workers are lazy. A 2011 study by the consulting group
Achieve Global reports that traits of a workplace that has problems associated with age
include employees judging each other based on their age alone and employers only hiring
people from a certain age group.
The third one which is the most common stereotyping is racial stereotyping.The
website Law Teacher reports that racial stereotypes are common because popular culture
often perpetuates these beliefs. For example, many will stereotype African-Americans as
being lazy or unintelligent, while others might believe that most Latinos working the U.S.
are in the country illegally. Some stereotypes have a positive twist, but are stereotypes
nonetheless. Many people assume that all Asians are skilled in such disciplines as
mathematics.
To prevent further issues caused by stereotyping, human resources and management
should address individual violations in private. Group meetings, role-playing and training
seminars should be mandated in addition to punitive policies for those who violate stated
policies. Group sessions can educate employees and help workers get to know each other
personally. Once individuals are viewed independently of their demographics, the
impetus to lump them together diminishes. Work groups and teams may be organized
specifically to mix people of different races and genders in an effort to break down
inaccurate perception barriers.
Stereotype threat produces numerous consequences, most of which are negative in
nature. If the management does not take corrective actions dealing with stereotypes, it
can cause negative effects such as decreased performance by employees, distancing self
from stereotyped group, lower self-esteem, conflict between parties, altered professional
identities and so on.

Irresponsible attitude of managers in the organization

There are numerous scandals in business such as those big company such as Intel have
raised many concerns about the emergence of unethical and irresponsible behavior in
organizations. The seemingly unending occurrence of instances of corruption, in both
business and politics, has also activated consciousness about ethics in general and
business ethics in particular. Although there may be no universal definition of business
ethics, and one scholar likened defining it to nailing jello on a wall most definitions
focus on evaluating the moral acceptability of the actions of management, organizational
leaders and their employees. Imagine that you are a leader with a team member who
behaves irresponsibly. You believe the person has potential to contribute, but youve not
found the key to motivating the person beyond superficial commitment. How do you
handle this seeming no-win situation?
Irresponsible employees have a direct impact on productivity and the bottom line.
Workers who shirk their responsibilities and rely on other staff to pick up the slack can
also damage workforce morale. In a small business, just one irresponsible employee can
create a culture of irresponsibility throughout the company, particularly if other workers
see that the behavior is condoned or, worse, rewarded with promotions or plum
assignments. Managers must act immediately to correct irresponsible behavior and
promote responsible actions. However, in reality there are some companies that are
irresponsible by putting their priority as profit rather than people. For example Nestle,
one of the largest companies and most successful companies.
But do you know what they have done inside the organization itself. More than 40%
of the worlds chocolate comes from Africa, where tens of thousands of children are
estimated to be working in dangerous conditions on cocoa farms. Nestle uses cocoa
harvested by slave labor.
There are some ways to deal with all the irresponsible people. First and foremost, we
need to tell them whats wrong and whats right. Many people who are chronically
irresponsible dont realize the depth of the chaos that they leave in their wake. Its not up
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to us to teach and train the masses about how to be responsible members of society, but
that doesnt mean we cant point out that they have caused a problem due to their
irresponsible behavior. If they get upset about it, that is probably because they know that
youre right, and no one likes to face the fact that they screwed up. Next, we need to have
a backup plan-namely Plan B . Despite your best efforts to tell certain people about
their less than savory personality traits, some people are just going to be irresponsible no
matter what you do. Your only recourse then is to have a plan in place for whenever they
live up to your expectations of them. Whenever you are involved in any dealings with
these people, you can think positive about the outcome and maybe that will come to
pass but you should also plan for that person to drop the ball. By having a backup plan
in place long before this person has a chance to cause an issue, youll save yourself and
everyone involved a lot of headaches.

Last but not least, we need to prepare ourselves mentally. In order to plan something,
we need to simply expect them to be that way. This isnt to say that you should run
around thinking the worst of people. However, there are some people who are going to do
what they are going to do, no matter how many problems it causes for other people. If
they are going to do their thing regardless of your efforts to the contrary, then the best
thing that you can do is to just be ready for it on a mental level. Often, just being ready
for something will limit the negative effect that it has on us.

Conclusion
As in conclusion, through a few decades that has brought major changes in the
strategies that adopted in people. Sometimes when there are things we do, somewhere we
feel like weve reach the limit. However for a company to develop and grow their
businesses, for example, companies that drive through years of hardship into being a
successful well-known having prestigious such as AirAsia, Panasonic, Intel,
SevenEleven, and so on. Running a successful large scale of business is not easy, there
are sometimes problem that cannot be resolve through simple facts. Therefore having a
good teams of professionals in the management can be crucial for a companies especially
in handling human behavior. Human resources management is all about hiring to
analyzing, make planning, recruiting the right candidates, orienting and training, and
managing

wages

and

salaries.

I have always believe that good Human Resources Management Practices creates a lot
difference in enhancing the productivity of employees.- Bhagria A.(2014)
Through our assignment we discusses several factors that are the negative side of the
human resources management. However we believe there are also companies that take
importance in their employees much as they love seeing the business runs. For example, a
company that take focus in social media, Twitter. Of course having a productivity
employees is good for the company business. However before looking at the perspective
view of productivity, its more important to first look into the satisfaction of employees.
Therefore no matter what happen in the future, should we be in task of Human Resources
Management, its important to look into people first before putting our ego in our mind.

References List

1.

Gerald N. Hill and Kathleen T. Hill (2007), Harassment, Burtons Legal Thesaurus.
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February

2016

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http://legal-

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2.

Harassment in the Work Place: Equal Rights Publication ERD-7334, State of

Wisconsin Department of Workforce Development [Retrieved February 1 2016 from:
https://dwd.wisconsin.gov/er/discrimination_civil_rights/publication_erd_7334_p.ht
m]

3.

Teh WS, (2014) Sexual Harassment At Work: Where Do You Draw The Line?,
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Digest,

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2016

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Johnson R, (2016) Seven Ways to Deal With Sexual Harassment in the Workplace,
Chron Small Business, 2016 Hearst Newspapers, LLC. [Retrieved February 1 2016
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http://smallbusiness.chron.com/seven-ways-deal-sexual-harassment-

workplace-18095.html]

5.

Rogers S (7th May 2009) Profits Before People :7 of the World's Most Irresponsible
Company, Gardenia Media

6.

Carson C (March 1967) Organized Iresponsibility, Creative Commons Attributions

4.0
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7.

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