Preventing Harassment in the Workplace
Course Name: Preventing Harassment in the Workplace
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These are Preventing Harassment in the Workplace LinkedIn Learning answers
The Reality of Harassment – Chapter Quiz
Q1. Why is it beneficial to think in terms of a spectrum when you are examining behaviors that could constitute sexual harassment?
- A spectrum is like a box in which the legal definitions of harassment are contained and pulled out when needed.
- A spectrum provides a clear cut-off point in which behaviors cross the line from merely inappropriate to harassment.
- It is important to address behavior that is merely inappropriate before it blossoms into harassing behavior.
- It gives you an opportunity to address behavior that is inappropriate but lawful, so the behavior does not lead to harassment.
Answer: It gives you an opportunity to address behavior that is inappropriate but lawful, so the behavior does not lead to harassment.
Preventing Harassment through Organizational Culture – Chapter Quiz
Q1. You decide to bring in an outside expert to help identify potentially risky behaviors. What should you expect the expert to do first?
- It is imperative that someone steps in immediately by understanding how improper behaviors affect others.
- Provide a process for mentoring individuals engaging in risky behavior.
- Coach managers on how to avoid risky behavior.
- Identify how the behaviors affect others in your company.
Answer: Identify how the behaviors affect others in your company.
Q2. You would like to start an open discussion with employees about harassment but you are concerned the discussion will bring up emotions. Why is this exactly the reason you should have the discussion?
- Harassment should be moved from emotions to legal definitions.
- Harassment should be moved from emotions to company policies.
- Harassment is very emotional to employees. You need to show you understand this to make employees comfortable.
- Harassment should be seen as an emotional problem for employees.
Answer: Harassment should be seen as an emotional problem for employees.
These are Preventing Harassment in the Workplace LinkedIn Learning answers
Q3. ABC Corp. human resources [HR] notices that a large number of harassment reports are coming in via the company’s anonymous 800 number tip line. Why would this cause concern for the HR manager?
- It suggests employees trust HR to deal fairly with harassment complaints.
- It suggests sexual harassment is pervasive in the company.
- It suggests HR is not trusted to deal fairly with harassment complaints.
- Anonymous reports send a strong signal that HR is not trusted, often because HR is viewed as being on the company’s side.
Answer: It suggests HR is not trusted to deal fairly with harassment complaints.
These are Preventing Harassment in the Workplace LinkedIn Learning answers
Q4. Eileen “saw something” and would like to “say something,” but she is concerned she will not be supported. If you are the company CEO, where should you start in trying to find out why Eileen is uncomfortable saying something?
- Eileen’s concern is fear of retaliation.
- What Eileen saw was not at the level of sexual harassment.
- Eileen’s concern is likely due to the workplace culture.
- A respectful and positive workplace culture is needed for employees to feel comfortable saying something.
Answer: Eileen’s concern is likely due to the workplace culture.
These are Preventing Harassment in the Workplace LinkedIn Learning answers
Final Quiz
Q1. You want to create a company culture free of sexual harassment. What must you consider regarding the workplace culture beyond just addressing harassing conduct?
- Sexual harassment is separate from how employees are treated.
- Sexual harassment is a subset of discrimination.
- Sexual harassment only involves managers.
Answer: Sexual harassment is a subset of discrimination.
These are Preventing Harassment in the Workplace LinkedIn Learning answers
Q2. Lee is the sales manager of ABC Corp. How can Lee address the values of the workplace culture without sounding challenging or creating negativity?
She should phrase them in terms of employee professionalism.
She should only step in when behavior becomes harassment.
She should leave accountability to the employees.
Answer: She should phrase them in terms of employee professionalism.
These are Preventing Harassment in the Workplace LinkedIn Learning answers
Q3. Ed yells at, and argues with, every one of his managers, both male and female. You decide to discipline Ed. What can you use as justification to discipline Ed so you are not abusing Ed’s rights?
- Because Ed is being abusive, even though his conduct is not sexual harassment it does violate company standards.
- Because Ed is being abusive to his managers, he is creating a hostile workplace regardless of the managers’ sex.
- Because female managers might feel Ed is creating a hostile environment for them, he is a committing sexual harassment.
Answer: Because Ed is being abusive, even though his conduct is not sexual harassment it does violate company standards.
These are Preventing Harassment in the Workplace LinkedIn Learning answers
Q4. If a female coworker feels you are harassing her, what can you do?
- Avoid the coworker in the future unless necessary.
- Ask a colleague if something you did was harassment.
- Pay attention to the coworker’s body language.
Answer: Pay attention to the coworker’s body language.
These are Preventing Harassment in the Workplace LinkedIn Learning answers
Q5. To avoid a sexual harassment complaint, what should be the default position a company takes regarding managers dating subordinates?
- Presume that the difference in power makes dating advances unwelcome, even If the manager receives a positive response from the subordinate.
- Provide a policy in the employee handbook requiring subordinates to obtain company approval to date a manager.
- While there may be the potential for harassment claims, the company cannot prohibit any employee from dating another employee.
Answer: Presume that the difference in power makes dating advances unwelcome, even If the manager receives a positive response from the subordinate.
These are Preventing Harassment in the Workplace LinkedIn Learning answers
Q6. Amy is an engineer in a largely male firm. What social norm might prevent her from reporting sexual harassment?
- identity management
- retaliation
- neutralization
Answer: identity management
These are Preventing Harassment in the Workplace LinkedIn Learning answers
Q7. Why should you always think of sexual harassment in terms of “power”?
- Individuals being harassed have the power to tell the harasser to stop the conduct.
- Employees engaging in harassment always have power over the person being harassed.
- Companies have the power to prevent any instances of harassment by its employees.
Answer: Employees engaging in harassment always have power over the person being harassed.
These are Preventing Harassment in the Workplace LinkedIn Learning answers
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