The Leadership/Management Interview Experiment
Report
1.
How did you locate the leader(s) and manager(s)
you interviewed? Describe your initial contacts.
2.
Describe the level and responsibilities of
your leader(s) and manager(s). Do not
supply names—their responses should be
anonymous.
3.
Describe the interview settings. How long did the
interview last?
4.
In what ways were the leaders/managers similar or
in agreement about issues?
5.
What were some of the major differences
between the leaders/managers and between the
ways in which they approached their jobs?
6.
In what ways would the managers agree or
disagree with ideas presented in this course?
7.
Describe and evaluate your own interviewing style
and skills.
8.
How did your managers feel about having been
interviewed? How do you know that?
MANAGEMENT AT WORK
Abuse of Power
At first glance, it doesn’t seem too hard to figure out
what sort of behavior constitutes
sexual harassment
in
the workplace. The U.S. Equal Employment Opportu-
nity Commission (EEOC), the federal agency that
investigates complaints of workplace discrimination,
offers the following explanation:
Unwelcome sexual advances, requests for sexual
favors, and other verbal or physical conduct of a
sexual nature constitutes sexual harassment when
submission to or rejection of this conduct explicitly
or implicitly affects an individual’s employment,
unreasonably interferes with an individual’s work
performance, or creates an intimidating, hostile, or
offensive work environment.
If you still have questions, the EEOC is happy
to clarify a few of the legal fine points. Sexual harassment,
for example, can occur in a variety of circumstances,
including but not limited to the following:
• The victim as well as the harasser may be a woman
or a man. The victim does not have to be of the
opposite sex.
• The harasser can be the victim’s supervisor, an agent
of the employer, a supervisor in another area, a
coworker, or a nonemployee.
• The victim does not have to be the person harassed
but could be anyone affected by the offensive
conduct.
• Unlawful sexual harassment may occur without
economic injury to or discharge of the victim.
What does all of this mean in a practical sense—if,
let’s say, you’re a woman who must go to court to
assert your rights against workplace discrimination, as
defined by Title VII of the Civil Rights Act of 1964
(and subsequent court decisions)? According to
employee-rights attorney Ellen Simon, you’ll have to
establish four facts:
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