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Organization Behavior

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Assignment 1
Consensual Relationship Agreements Case Study

BUS 520
Leadership & Organizational Behavior

Dr. Hammad ElBedour

Razi Abdalla

10/28/2012
Consensual relationships are one of the biggest obstacles organizations must overcome in the workplace. They could be defined clearly as one in which both parties consented to the relationship - agreed to it, however when it comes to the work place it can be better defined as romantic, amorous and/or sexual relationships between consenting employees. Today, more men and women are working together than at any point in U.S. history. Sometimes sexual attraction in the working environment is clearly mutual, sometimes it is well-concealed, and sometimes it is very difficult to determine. So that’s why there has been workplace policies being put out on most organizations around the world like Consensual Relationship Agreements (CRA). Although it is more or less a new theory that is being implemented in a lot of organizations, it is being implemented fast.

I am working in the Saudi Arabian Cultural Mission in The United States; it is a segment of the Saudi Arabian embassy. In the organization I work in Consensual Relationship Agreements are not yet implemented officially as in there no contract binding the relationship but it is also implemented. Working in a conservative organization where the culture is different from US culture puts several environmental pressures that could relate to a Consensual Relationship Agreement implemented in the organization. The conservative Middle Eastern culture usually doesn’t condone relationships developing between co-workers within the workplace and for romantic, amorous and/or sexual relationships to be kept outside of the workplace. The use of Consensual Relationship Agreements (CRAs) in my organization is an essential matter, making sure every one agrees to behave professionally and to prevent the relationship from affecting their performance. I believe that relationships in the work place affect performance especially when couples have to work alongside each other, because at times couples can be sensitive to each other’s interactions. Logically, if you and your couple engage in personal disagreements at home, it is more than likely the problem will arise in the work place as well which will reduce performance and create an unstable work environment. Therefore, this is one main point that makes Consensual Relationship Agreements very important. CRA could also decrease sexual harassment litigation risk; after a workplace romance fails, the employee sometimes claims to have been pressured into the relationship. A CRA signed can effectively refute such claims.
One of the Main examples of CRAs protection is in the “Clinton v. Jones - 520 U.S. 681 (1997)” (Starr, 1998) {On May 6, 1994, former Arkansas state employee Paula Corbin Jones filed a federal civil rights lawsuit against President Clinton claiming that he had sexually harassed her on May 8, 1991, by requesting her to perform oral sex on him in a suite at the Excelsior Hotel in Little Rock. Judge Wright's rulings followed the prevailing law in sexual harassment cases: The defendant's sexual relationships with others in the workplace, including consensual relationships, are a standard subject of inquiry during the discovery process. Judge Wright recognized the commonplace nature of her discovery rulings and stated that she was following a "meticulous standard of materiality" in allowing such questioning. January 12, 1998, Ms. Jones's attorneys said they intended to call a Jane Doe named Monica Lewinsky as a witness to support Ms. Jones's claims. Under Ms. Jones's legal theory, women who had sexual relationships with the President received job benefits because of the sexual relationship, but women who resisted the President's sexual advances were denied such benefits.} So this is an example of a Consensual Relation Agreement at its best.
Secondly, favoritism in the workplace is another big issue. Favoritism, in most cases, generally occurs when one of the employees is in a higher managerial position and has the authority to influence rewards available to the other employee by giving unfair preferential treatment to one person at the expense of another. Favoritism is very common in the work place in the Middle Eastern world. In countries like UAE, for example, there is a law called “Emiratisation law” which favors nationals of the UAE when it comes to applying for jobs and promotions in the workplace. One of the great things in my workplace is that favoritism is not very common although it does happen at times. The use of Consensual Agreements is very important in this case because it make sure in the case of favoritism that every one is treated equally in the work place and no one is getting a reward for any specific gender, race, ethnicity, culture, or in this case nationality.
On the other hand a counter argument against the use of CRAs in my organization could prove that CRAs are more or less affecting an organization rather than helping its performance and stability of employees within. In most organizations, there is always motivation towards team work, and some times couples working together can prove to be a stronger team than two people with different ideas and usual disagreements on matters that focus on benefitting the organization’s general progress. Sometimes during the working life of the employees, they may have dated or even married someone they worked together with. In the survey conducted during 1995, it was found that about eighty percent of employees were found to be involved in romantic relationships with other employees at work place.
Romance and love relationships at work is common, the employers have numerous reasons to be concerned with the dating of employees. Among these reasons, the biggest fears employers may have would be sexual harassment lawsuits which may be filed either against supervisors having the habits of asking their subordinates to go out on dates, employees who file lawsuits after a consensual relationship goes sour, and co-workers that feel undervalued by supervisors that undeservedly favor his or her “Significant Other” (Cropper, 1997).
On the other hand the laws related to sexual harassment also prohibit the sexual advances which may be unwelcomed by the partner or other employees. Therefore, the participants who are involved in true consensual relationships can never prove the sexual harassment (Alderman, 1995). On the other hand the difficulty they may face would be to prove the relationship among them as consensual. The main difficulty in this regards that the employers may face would be when the employee argues that he or she would be the unwilling participant in the relationship, which seems to be the consensual. When it goes sour, this may result in unwelcome advances and proceedings, and other predatory conduct.
When it comes to ethical principles involved in the use of CRAs, During the course of subject study it has been found that the principles that might be used in order to justify the use of Consensual Relationship Agreement includes mainly but not restricted to the “Organizational Interest Principle”. The organizational interest principle refers to the act on the basis of which the employees must have to perform what would be good for the organization. In this situation and case where one may be able to foresee the possible issues and might be able to improve and impose the policy in order to prevent these issues from affecting the company and therefore, it would be the best to do so. This may also make it possible for the employers and the managers to save lot of time and money, and to avoid the problems in long run (Cropper, 1997).
In the case when the consensual relationship is between the subordinates and the supervisors or managers the subordinates often is the recipient of the preferential treatment. In the case when the employees may have asserted claims for the sake of sexual harassment which might be based on the theory that they may not receive the same benefits due to the reason that they are not sleeping with the boss (Copley News Service, 2002). Most of the courts in this regards may also reject these types of arguments due to the fact that the consensual relationship has disadvantages for both the males and females employees in equal ways. The exceptions in the regards may also, of course, exist in the case when those who acquiesce receive preferential treatment (Cropper, 1997).
When it comes to other option besides CRAs that could address workplace romances, in this regards the best approach would be that office romance is probably avoided altogether. Numerous guidelines may be generated in order to recommend the employees and employers to avoid the negative impact of employees’ love and romance relationships at work place. During the field survey numerous instances have be observed and pointed out where the romance and the love affairs have left the trail of resentments, shattered working and hurt feelings in their wakes.
The ways which might be used in order to avoid and address the romance and love relationships among the employees may also depend upon nature of business, working conditions and environments and level at which the employees are working at (Alderman, 1995). Some of the most common and generally accepted suggestion in this regards are summarized below:

1. Avoid from assuming about Cloak of Invisibility:
It has been observed commonly that the employees involved in romance and love relationships at workplace are presumed that no one would notice them while it is wrong, at all.

2. Resistance to urge to the Talk:
It has also been observed that the employees involved in love and romance relationships have uncontrollable desires and wishes in order to announce. Make the employees sure that they must urge to control the babble on about their love life. This would also work as the fuel that the office grapevine and bore the workers (Copley News Service, 2002).
In conclusion to Consensual Relationship Agreements, there are several arguments that are for the use of Consensual Relationship Agreements and there are also several counter arguments to it too. Employers and leaders must know when to apply CRAs and if there organization’s work force environment needs one or doesn’t.

Refrences:

1. The Starr Report. (1998, September). Grounds: I Retrieved from http://elibrary.bigchalk.com 2. Alderman, L. (1995). Surviving an office romance without jeopardizing your job. Money, 24: 37-40. 3. Copley News Service. (2000, February 27). Arkansas Democrat-Gazette. Office romance can be a dicey proposition, 8K. 4. Cropper, C. M. (1997, October 26). That unwritten code against fraternization: Companies prefer not to ask or tell. New York Times, 3:14.…...

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