When it comes to workplace fairness, there is always room for improvement. Employees may perceive unfair treatment due to their gender, race, ethnicity, age, religion, physical ability, etc., but another factor that could be influencing employee satisfaction is sexualization. Sexualized behavior can include touching, hugging, joking about sex, flirting, and more. It's important for managers to understand how this kind of behavior can impact employee perceptions of workload and recognition.
Let's look at the difference between workload and recognition. Workload refers to the amount of tasks an employee has to do, while recognition is acknowledgment of achievements or effort. Both are important factors in employee satisfaction. When employees feel like they have too much work, they may become frustrated and less productive. On the other hand, when they don't feel recognized for their accomplishments, they may feel undervalued and unmotivated.
Let's consider how sexualized behavior can affect these two things. If one employee receives special attention from a manager because of their sexual relationship outside of work, others may feel resentment towards them. They might think, "Why does he get all the praise? He hasn't done anything different than me." This can lead to feelings of unfairness and even animosity between coworkers.
If a female employee is constantly complimented on her appearance or touched inappropriately by her boss, she may feel objectified and uncomfortable. She may also worry that any promotion or raise will come only as a result of the favoritism shown to her. This can lead to lower morale and decreased productivity.
On the flip side, some employees may use sexualized behavior to gain an advantage over their coworkers.
A male employee might flirt with his female coworkers to get preferential treatment or a raise. While this tactic may be effective in the short-term, it can damage relationships within the team and create a hostile environment.
In order to prevent issues related to sexualized behavior, managers should avoid making assumptions about anyone based on their gender, age, race, religion, etc. Instead, they should focus on individual performance and achievements.
Policies should be put in place to address inappropriate conduct such as touching or suggestive language.
Regular feedback sessions should be scheduled so that everyone feels recognized for their contributions.
How can sexualized behavior influence employees' perception of fairness in workload and recognition?
Sexualized behavior is a common phenomenon that has been observed among employees for many years. The way an employee behaves in terms of gender, race, age, and other identities has a significant impact on their perceived fairness in terms of workload and recognition. This can be seen from research findings that show how managers are more likely to offer rewards such as promotions or bonuses to men compared to women even when they perform at the same level.