Good Dissertation Methodology About Definition Of Sexual Harassment

Dissertation Methodology

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Dissertation Methodology

In accordance with the Harassment Act of 1997: “A person must not pursue a course of conduct
“(a) Which amounts to harassment of another, and “(b) which he knows or ought to know amounts to the harassment of the other.” (UK 1997).
Sexual harassment takes place when on the basis of gender, an employer or one of their agents becomes engaged in undesirable conduct that the outcome or the impact of causing a violation to the employee’s dignity or enabling the creation of a humiliating, offensive, hostile, degrading or interrogating environment to the complainant. These activities include non- verbal conduct, verbal conduct and physical conduct. The behaviours must be undesired by the recipient, the behaviours do not require that the person committing the offense has a reason or an intention for the sexual harassment. Harassment is detailed in the event that the perpetrator is incognizant of the detrimental outcomes caused by their behaviours (UK 1997).
The methodology that was be applied in this dissertation includes the distribution of two surveys. The surveys will be distributed to one thousand participants (N= 1000). The two surveys were distributed to the respondents by means of Survey Monkey.com and Facebook.com. This method of distribution was applied in order to minimize the time and expense involved in the data collection process. The research design that is applied for the evaluation of data is the quantitative method. The questionnaire will apply a descriptive format. The setting of the questionnaire will be the places of employment in the UK. Considering the frequency of complaints with regards to female sexual abuse in the UK workplaces, a deductive reasoning approach will be applied in the formation of the questions in the questionnaire. Each of the components of the questionnaire will be analyzed according to their point value of a “yes” or “no” answer. The “no” answers will be assigned a point value of zero. The “yes” answers will be assigned a point value of one.
Quantitative data analysis incorporate the application of numbers in order to evaluate information. The data that is derived from the questionnaires can be assessed by means of statistical analysis. The application of statisti8cal analysis enables researchers with the potential of reviewing the data that has been collected in order to derive greater significance. There is specific information that is numerical by nature. However, with the correct application, information that is not numerical in quality can be coded into a numerical value. In the data methodology that is applied, the yes and no answers will be coded (Goertz & Mahoney 2012).

Pivot Table

The data summarization tool that is a pivot table will be applied for data analysis. The Pivot table is an implementation that enables the sorting, comprehensive count or the provisions of means on the data that is accumulated on a spreadsheet or a data table. The pivot table displays the outcomes in a second table that demonstrates the summarized data. Pivot tables can be applied for enabling the creation of cross tabulation. The summary’s format can be adjusted by dropping and dragging the fields graphically. Pivot tables are used in Microsoft analysis. The spreadsheets have matrices of data. The Pivot table is also available in Oracle database.
In the conventional data entry and storage, the data is demonstrated for the yes and no answers of the respondents in flat tables. These data tables can contain a variety of data components. It is tedious to acquire summarized information from the pivot table. The pivot table is extremely generalized and is reliant on the situation. The pivot table is composed of rows data and columns fields. These fields enable a variety of aggregations. The aggregation category of sum will provide a summary of the facts and demonstrate the facts in a data chart that has multipole dimensions. The Pivot tables are not automatically created in Microsoft Excel. One must initially select the entire data that is found in the original table. The function of insert Pivot table must be applied. . The Pivot table will provide a list that includes all of the column headers that are manifest in the data. The Pivot table enables the easy access of information. The categories of information that can be applied in Pivot table are the following:

Microsoft Business solutions data that is operating on a Windows Share Point server.

The document archives that are operatizing on the Microsoft Share Point servers.
Text file databases that include values that are separated by commas.
Microsoft analysis service information archives and Microsoft SQL servers.
Paradox database archives.
Oracle databases.
Microsoft Excel Workbooks.
Microsoft Access Database archives
dBase database archives.

Microsoft FoxPro and Visual Pro archives.

In order to choose an external data organ, the external data source would be selected on the tab that is listed as OLAP cubes, Queries or Databases. The tab OK would be selected. Depending on the data category, the directions that are placed on screen would be applied for the data analysis (Cornell 2005; Dalgeish 2006; Jelen & Alexander 2010).

Survey 1(University of Edinburgh 2015)

Have you ever had the following experiences in the workplace?
Individual(s) making comments possessing sexual inferences that cause discomfort.
Coworkers’ cat calling or wolf whistling. This includes noises and activities that possess sexual overtones.

Coworkers’ directing inquiries of a personal nature with regards to physical attributes, sexually related themes or romantic experiences without consent?

Coworkers exposing their private body parts without consent?
Coworkers attempting to undress you without consent?
Coworkers making undesired comments with regards to sexually related disabilities, preferences or race?
The incidents occurred in the confines of the working environment.
Have you ever been pressured or intimidated to go to a bar, club or venue by one of your Coworkers during working hours in the work environment?

Have you been the subject of online based sexual harassment?

Were the unwanted sexual inferences documented on any of the online social venues (Facebook, Twitter, Tumbler and My Space)?
Have you ever been sexually harassed by a co by means of a mobile phone?
Have you been repeated invented to attend a social or sports club by a coworker in an intimidating manner?
Have you been willing to share your sexual harassment experiences?
Have you been subject to repeated violations of your personal space in the workplace?
Have you ever officially made complaint of sexual harassment against one of your Coworkers?
Would you be willing to convey details about the sexual harassment incident?
There have been other females who have complained about sexual harassment at my place of employment.
Have you been denied promotions based on your unwillingness to participate in sexual activities with your coworkers?
Have you ever been followed from your place of employment to your residence by one of your coworkers without your consent?

Survey 2 (AWARE 2008)

Have you ever been the recipient of communications that you would be dismissed or denied a promotion if you did not agree to requests for sexual favours?

Have you ever been the victim of rape or sexual assault art your place of employment?

Have you ever been the recipient of verbal sexual abuse? This includes being addressed by adjectives that include ‘whore’, ‘bitch’, ‘slut’ etc.

Have you ever been the recipient of comments that are invasive with regards to anatomy, menstrual cycle or sexual preferences?

Have you ever been coerced to listen to crude narratives and dirty jokes in the workspace that have sexual inferences?
Have you ever been the recipient unwelcome invitations with regards to dates or sexually directed recommendations?
Have you been the recipient of verbal sexual abuse? This includes repetitive direction of sexually inferred insulting or obscene sounds that are not invited or desired in the workplace?
Have you been the recipient of repetitive emails and text messages that are composed of sexually directed language by your coworkers?
Have you been the victim of visual sexual abuse? This implies coworkers starring at your private body parts areas in a manner that is disturbing at the workplace.
Have you been the victim of someone demonstrating their private body parts to you in the workplace in a manner that was uninvited and unwelcome?

Have you been repetitively coerced to view depictions that were sexually explicit in nature at the workplace without your consent?

Have you ever been passed in the workplace in a manner that invaded your private space?
Have you ever been cornered by one or more of your coworkers at the workplace with the intent of sexual contact?

Have you been the victim of sexual discrimination at work?

Would you share your experiences in the workplace with anyone?
Are you familiar with the process of documenting a complaint for workplace sexual harassment?
Have you ever been hugged or kissed against your will in the workplace environment?
Have you ever had a coworker take pictures of you and post the pictures on one of the social networking websites (Facebook, My Space and Twitter)?

Have you ever been the subject of ridicule by your coworkers for not acceding to sexual advances?

Have you ever been stalked by one of your coworkers on your way home from your place of employment?
Rating and Scoring Values of Each of the Respondents’ Collection of Answers
The questionnaire applies two answers that the respondents can select from for the components on the questionnaire. These responses are: “yes” and “no”. The answers were given point rating. That is to say that the value of the answer “yes“ is at one point for each answer. The value of the rating “no “would be valued at zero points per answer. The respondents would receive ratings for the questionnaire that enables the score to vary between zero and twenty points. After the questionnaire distribution process is completed by means of Facebook.com and Survey Monkey.com, the scores could be tabulated and measured on a scale that allows the assessment of the mean, frequency and standard distribution. The mean of the answer and the standard deviation would be manifested on a Bell distribution curve in order to show standard deviation and the range of the score derived from each of the respondents’ collection of answers on the questionnaire. The results can also be tabulated by using ANOVA (Cornell 2005; Dalgeish 2006; Goertz & Mahoney 2012; Jelen & Alexander 2010).

Reference List

AWARE 2008, ‘Research Study on Workplace Sexual Harassment 2008.’AWARE. Available at: http://www.ethicsworld.org/ethcisandemployees/PDF%20links/sexual_harassmsnt_singapore.pdf[accessed 2 February 2015].
Cornell, P 2005, A Complete Guide to Pivot Tables: A Visual Approach. New York, NY: Springer Verlag GmbH & Co.
Dalgeish, D 2006, Excel Pivot Tables Recipe Book: A Problem Solution Approach. New York, NY: Springer Verlag GmbH & Co.
Goertz, G. and Mahoney, J. 2012, A Tale of Two Cultures: Qualitative and Quantitative Research in the Social Sciences. Princeton, NJ: Princeton University Press.
Jelen, B. and Alexander, M. 2010, Pivot Table Data Crunching: Microsoft Excel 2010. Indianapolis, IN: Pearson Education.
UK 1997, Protection from Harassment Act 1997. UK Legislation. Available at: http://www.legislation.gov.uk/ukpga/1997/40/contents {accessed 2 February 2015].