yees who have been found guilty of sexual harassment, and to take action to remedy the situation with the wronged employee. While this is more common at lower levels of the organization than at top levels, companies are demonstrating a commitment to dismissing employees, although they may be motivated by seeking to avoid expensive settlements later on (Kruger, 1995).
Sexual harassment situations carry with them claims and counterclaims by those bringing the allegations and those against whom the allegations are brought. Employers must elicit details, verify these with corroborating witnesses and documentation, weigh the credibility of those involved, and make decisions on how to resolve those conflicts.
Managing conflict of this nature becomes critical for employers and managers. Unlike other types of conflict, which are unpredictable and which cannot be anticipated in the specific by managers, most companies are now choosing to put a sexual harassmen
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