Recognise when and how you would raise matters which conflict with ethical values or legislation

Bullying and harassment are behavioral conflicts arising in managers of given organizations. When considering ethical issues, it is advised that follow a stepwise approach in my decision-making process:
·       Recognize there is an issue
·       Identify the problem and who is involved
·       Consider the relevant facts, laws and principles
·       Analyze and determine possible courses of action
·       Implement the solution
·       Evaluate and follow up
Some complaint mechanisms permit complaints from any person who believes he or she has witnessed harassment or discrimination. Other mechanisms restrict complaints to people who believe they have been subjected to harassment or discrimination.
Complaint procedures may differentiate between “formal” and “informal” processes. Informal processes seek to resolve human rights issues without investigating or assessing the merits of the allegations by facilitating communication between the people involved. This type of informal process is generally not appropriate where there are serious or systemic allegations. If an informal process is used, it must still be clear that the complaint will be taken seriously and addressed by the people who are responsible. The internal policy and procedure should set out forms and processes for making a complaint. However, organizations should address complaints whether or not they are in the requested format.
Since there may be power imbalances at play, or the potential complainant may fear reprisal, or there may be safety issues, do not require complainants to address the matter directly with the potential respondent before using the complaint mechanism.
In some cases, I have to take temporary steps while the investigation or dispute resolution is proceeding, to safeguard the environment of the complainant. For example, it may be necessary to limit contacts between the respondent and the complainant. Make sure that the steps taken do not penalize the complainant for making the complaint. Treat any concerns about the complainant’s safety with the utmost seriousness.
To create cultures of transparency and trust, practitioners should demonstrate strong standards of integrity when advising business leaders (CIPD, 2019). To ensure that employees are not discriminated against, harassed or bullied, workplaces should develop and implement polices for workplace practices to address inappropriate workplace behaviour and respond to complaints effectively. Creating clear policies is the main way to create a positive work environment and protect the organization. The key aspects of effective policies: 
1. Clear process for reporting and investigating claims
The policy should include clear instructions on how to report, and provide options for who the victim can report to, especially in the case that the harassment comes from their immediate supervisor. It should state that every complaint will be thoroughly investigated, and possibly name an outside consultant to bring in to ensure that the investigation will remain impartial.
2. Steps for following through
The policy should include measures to determine a fitting punishment – which may be anything from termination, to a probation period, to mediation, depending on the severity of the offense.
3. Training
Use a policy management to ensure that every leader, supervisor, and employee reads and signs off on the organization’s policy. Conduct regular awareness seminars to train employees on what behavior could be considered inappropriate, and how to file a complaint in the case of harassment.
Most of all, emphasize each employee’s responsibility to create a respectful, healthy work environment.
A good policy and employees awareness through training and onboarding process can help prevent incidents of harassment, make the organization a place where employees feel safe and comfortable, and keep the organization running smoothly.
Also, motivate for effective of open-door policy and whistle-blower procedure will create trust and transparency working environment.
In case of I experience any other kind of harassment, I should also report it to my employer immediately when I feel uncomfortable or un-safe, this will be through report it to my supervisor, the head of the human resources department, or someone else who has the power to stop it. Our organization has the internal policies for how to report harassment. I have to: Make the complaint in writing. Include all the details; try not to leave anything out. Keep a copy of my written complaint in my record. If the organization fails to respond adequately to my complaint, still don’t feel safe, or if the behavior continues. I have the option of raise grievance to the labor authority that can investigate my complaint.
organizations need to be ethically responsible to develop new competencies that result in forward thinking by engaging employees.
Any complaints or reports of harassment will be treated seriously and sympathetically and acted upon quickly. They will be investigated thoroughly, impartially and confidentially. Managers, Supervisors and Human Resources personnel must act immediately on any reports of harassment. Personnel will not be disadvantaged in their employment conditions or opportunities as a result of lodging a complaint.

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