论文代写：性骚扰的法律处理手段
其继续存在的另一个原因是性骚扰的处理方式。在工作场所，它是由法律手段处理的。有工作场所的政策，也有法律措施来帮助正在遭受这种骚扰的人。有一些规则是用来处理骚扰的。我相信这种形式的工作场所结构的规则和所有的产生只是因为无休止的折磨的折磨。然而，当制定规则时，女性最终会扮演被动的角色。他们无法定义他们想要的工作场所政策是如何对待骚扰的。他们没有自由选择工作场所应该如何，以及他们如何在工作场所感到安全。组织最终会采取立法，然后利用它来为工作场所制定规则。组织应该专注于吸收员工的投入，但这是他们很少做的事情。
论文代写：性骚扰的法律处理手段
最后，由于妇女对这种情况的否认，骚扰仍在继续。这种否认的原因有很多。女性可能会否认她们所发生的事情是一种骚扰行为，她们可能会让自己相信这是一件一次性事件，或者可能会产生n个后果，让它消失。女性这样做的原因可能是工作保障和其他问题。有时候，即使是理解这些问题的女性也可能不愿意说出来。他们可能害怕吹口哨的行为是在同伴、下属或经理之上。他们可能不会报道这件事并亲自处理。然而，尽管这一行动是为了保护他们，但它并没有设定一个标准。它并没有真正保护那些在工作场所可能没有这样的设施来保护自己的人。
论文代写：性骚扰的法律处理手段
Another reason for its continued presence is because of how sexual harassment is handled. In the workplace it is being handled by legal means. There were workplace policies and there are legal measures that seek to help the person who is undergoing such harassment. There are rules that are clearly defined for handling harassment. I believe this form of workplace structuring with rules and all came into existence only because of the never-ending woes of harassment. However, when rules are created, women end up taking a passive role. They cannot define how they want workplace policies to be with respect to harassment. They are not given the freedom to choose how the workplace should be and how they would like to feel safe in the workplace. Organizations end up taking legislation and then making use of it in order to make rules for the work place. Organizations should focus on taking in input from their employees but this is something they rarely do.
论文代写：性骚扰的法律处理手段
Finally, harassment still continues because of women are in denial about such situations. The reasons for such denial can be many things. Women might be in denial that what happened to them was an act of harassment, they might convince themselves that it is a onetime incident, or might come up with n number of consequences to will it away. The reasoning behind women doing this could be job security and other issues. Sometimes even women who understand these issues might be reluctant to speak up. They might fear the act of whistle blowing on a peer, a subordinate or a manager who are above them. They might not report the incident and handle it personally. However, while this action serves to protect them, it does not set a standard. It does not really protect others who might not have such amenities to protect themselves in the workplace.
