Week 8 EOC: 9 to 5

This was my first time viewing the movie 9 to 5 and one of the main things i saw happening throughout the movie was constant sexual harassment. Women in the work place were not only being stared at but also being touched in inappropriate ways, and being spoken about based on their appearance. Sexual harassment in the work place or any place at any time is never ever acceptable. “From a legal perspective, if harassment is established under the quid pro quo version, the employer automatically is liable and will be held accountable for whether or not steps were taken to correct the situation…an employer's liability in a hostile work environment case must be established by showing not only that the harassment occurred, but also that the employer did not take appropriate action to stop it” (Human Resources Management in the Hospitality Industry, 1^st Edition. Pg. 351.) The next thing I noticed throughout the movie was that threats were constantly being thrown around. Whether it be from the boss or the workers. The boss was constantly threatening his employees and one if the employees even pulled a gun on their boss because he was threatening her. "Unavoidable crises are unfortunate, but even more unfortunate are those crises that, with proper preplanning, could have been prevented. Experienced HR managers know that security programs designed to eliminate threateningand violent behavior at work are important—and critical to the protection and productivity of their employees."(Human Resources Management in the Hospitality Industry, 1^st Edition. Pg. 332.) The last thing I noticed was that there was literally no real HR department. Employees had to gossip or just try and talk to their boss to get their issues resolved even if the issue involved the boss himself. Every work place or place of business needs some sort of HR department or the company will not run as smoothly. "Many HR texts describe the operation of an organization's HR department. In the hospitality industry, the on-site manager is that unit's HR department in all except the largest of operations. Thus, it is extremely important that hospitality managers be well versed in HR management, including employee recruitment and selection, training, compensation, performance appraisal and discipline, safety, and other key areas in which they will be personally called upon to make critical decisions. Therefore, this text asks the reader to assume the role of that decision maker."(Human Resources Management in the Hospitality Industry, 1^st Edition. PREFACE.)