Romance in the workplace, perceptions, performances and pitfalls.

INTRODUCTION

BACKGROUND AND CONTEXT

BACKGROUND AND CONTEXT-USA

AIM OF THE STUDY

THE VALUE OF THE STUDY

PROBLEM STATEMENT

RESEARCH METHODOLOGY

QUANTITATIVE RESEARCH

RESEARCH OBJECTIVES

RESEARCH QUESTIONS

ETHICAL REQUIREMENTS

QUESTIONNAIRE

DATA ANALYSIS

LIMITATION OF THE STUDY

SUMMARY

LITERATURE REVIEW

INTRODUCTION
ROMANCE IN THE WORKPLACE
THE DISTINCTION BETWEEN ROMANCE AND SEXUAL HARASSMENT
WHAT DRIVES SEXUAL BEHAVIOURS IN THE WORKPLACE?

ATTITUDE SIMILARITY
PERFORMANCE
PERCEPTION

THE EFFECT OF WORKPLACE ROMANCE

MOTIVATION
JOB SATISFATION
MORALE AND WORK CLIMATE

MINIMIZING THE NEGATIVE EFFECTS OF WORKPLACE ROMANCE

THE NEED FOR POLICY
RESPONDING TO WORKPLACE ROMANCE: A PROACTIVE AND PRAGMATIC

TYPES OF WORKPLACE ROMANCE

HIERACHAL ROMANCE

EMPLOYEE GUIDELINES
EMPLOYER GUIDELINES
CASE LAW DEVELOPED BY COURTS IN UNITES STATES (US)
SUMMMARY

According to Pierce et al. (2000), there is a fine line between workplace romance and sexual harassment. However, Pierce et al. (2000) claim that 24% of respondents in their survey suggested that reports of sexual harassment in the workplace were often the result of failed workplace romances. According to Mainiero (1995), cited by Appelbaum et al. 2007) Another aspect of romance in the workplace is that it has an impact on production.

Table 2.1: Key issues to be considered in a workplace romance policy

RESEARCH METHODOLOGY

INTRODUCTION
AIM OF THE STUDY
SAMPLING
PRETESTING OF QUESTIONS
QUANTITATIVE RESEARCH METHOD
DATA COLLECTION METHODS
ETHICS IN DATA COLLECTION
THE QUESTIONNAIRE

MAIL QUESTIONNAIRE
CONSTRUCTION OF THE QUESTIONNAIRE
TYPES AND FORMS OF QUESTIONS

SCALE
VALIDITY
ANALYSIS OF DATA
CODING
ANALYSES USED

GRAPHS AND TALBES

SUMMARY

The nature of the study and the small population of 100 inhabitants is considered acceptable to use the census. The supervisor also checked the wording to ensure that there were no leading questions and that there was no bias in the sequence of questions. At the heart of the research concept is the protection of the fundamental human rights of the respondent.

The information obtained by the researcher must be respected and the data must be kept confidential. According to Sekaran and Bougie (2010), the advantage of the mail questionnaire is that a wide geographical area can be covered in the survey. The nature of the subject and the objectives determine the types of questions asked in the questionnaire.

The questions are structured to address and answer all the objectives of the study and the topic. An interval scale not only ranks, but also provides information about the magnitude of differences in variables (Sekaran & Bougie, 2010). The ratio scale shows not only the size of the differences, but also their proportion (Sekaran & Bougie, 2010).

In this research, an attempt was made to ensure the face validity of the questionnaire.

PRESENTATION OF RESULTS

INTRODUCTION

DEMOGRAPHIC FACTORS

GENDER
MARITAL STATUS
AGE CATEGORY
EDUCATIONAL QUALIFICATION

The composition of the United States (US) workforce has changed in recent decades in terms of gender ratios. It is noted that the total number of male respondents was 43, compared to 26 females (see Figure 4.2). The results of the survey show that 44 respondents were married, 19 were single, and five were divorced and one was widowed.

While all MBA students are expected to obtain a degree and some formal qualification, it is noted that students are admitted to the course based on the years of experience they have gained in the industry and what position they have held. This clearly shows that the majority of respondents have some form of post-matrix qualification.

ROMANCE IN THE WORKPLACE

IS WORKPLACE ROMANCE ACCEPTBLE?
I ENCOURAGE WORKPLACE ROMANCE

POSITIVE IMPACT

The results are a clear indication that the majority of the population does not agree with the promotion of romance in the workplace. Another 20% or 14 respondents strongly agreed with the above statement, 13% or nine respondents disagreed while 13% or nine respondents were neutral and 5% or three respondents strongly disagreed with the above statement (Figure 4.14) . This shows that employees are uncomfortable when there is an element of romance in the work environment (Figure 4.15).

Overall, respondents felt that romance did not increase performance because employees are more interested in the relationship than in job performance (Figure 4.18). A small number of 3% of the survey (2 respondents) strongly agreed, 9% (6 respondents) agreed that romance in the workplace can increase productivity, 20% or 14 respondents were neutral, 43% or 29 respondents disagreed that romance in the workplace can increase productivity. while 25% or 18 respondents strongly disagreed with the statement (Figure 4.19). Another 6% or four respondents disagreed and only 4% or three respondents disagreed with the survey (Figure 4.22).

Further 15% or 10 respondents were neutral, 13% or nine respondents disagreed and 7% or five respondents strongly disagreed with the statement (Figure 4.23). The study showed that many respondents felt that workplace romance will have a negative impact on the organization. Workplace romance has a positive impact on the atmosphere in the workplace as long as the relationship is public knowledge.

From my personal experience, my workplace romance has no effect (either positive or negative) on my reputation or that of my partner.

Figure 4.7 I encourage workplace romance.

STATISTICAL ANALYSIS OF ROMANCE IN THE WORKPLACE

A HISTOGRAM OF THE SCORES IS DISPLAYED
NORMAL Q-Q PLOT

To determine whether differences in workplace romance perceptions differ by demographics, we first developed a cumulative scale to measure the acceptability of workplace romance. First, we rate each of the eighteen acceptability questions from 0 to 4, with 0 corresponding to a response of minimal acceptability and 4 corresponding to a response of maximum acceptability. I encourage workplace romances,” “Strongly agree” would be scored 4 and “Strongly disagree” would be scored 0, while “I strongly disagree” would be scored 4 for the question “I am thinking about romance at work place as an abuse of power by superiors" and "Totally agree" as 0.

By summing the 18 individual question scores for each respondent, we obtain an overall measure of their perceived acceptability of workplace romance, on a scale from 0 to 72. Workplace romance acceptability scores were calculated using this scale for the 69 respondents in the sample. This average score can be interpreted as indicating moderate disapproval of romance in the workplace.

The following quantile-quantile plot suggests that the data can reasonably be assumed to be normally distributed, although there are a surprising number of outliers towards the upper end of the distribution's range.

FIGURE 4.24 ACCEPTABILITY OF ROMANCE IN THE WORKPLACE

LINEAR REGRESSION MODEL

CROSS-TABULATION

MARITAL STATUS AND WORKPLACE ROMANCE INCREASES THE TIME
GENDER AND WORKPLACE ROMANCE ENCOURAGES BAD BEHAVIOUR
GENDER AND WORKPLACE ROMANCE REDUCE COMPLIANCE WITH
AGE CATEGORY, EDUCATIONAL QUALIFICATIONS AND WORKPLACE
MARITAL STATUS, EDUCATIONAL QUALIFICATION AND WORKPLACE

The multiple R-squared estimate for this linear regression model is 0.0487, which means that only about 5% of the variation in perceived acceptance of workplace romance can be explained by these independent variables (gender, marital status, and age category). One of the problems associated with romance in the workplace is compliance from the employees involved. The results are for age categories and educational qualifications compared to workplace romance increases the productivity level of those involved.

The educational qualification also played a role compared to workplace romances increasing the productivity level of those involved. This leads to the conclusion that the majority of respondents do not believe that workplace romance increases the productivity level and performance of those involved. The marital status and education of the respondents is an important factor in the study.

The purpose of the study was to explore perceptions of relationships between superiors and subordinates. To answer the objectives, we have compared the marital status, educational qualification with the atmosphere caused by romance in the workplace. Marital status vs workplace romance makes the atmosphere pleasant at work has these results.

The results also show that regardless of the education level of respondents, there was a perception that romance in the workplace does not make the workplace atmosphere pleasant.

Table 4 6 2 Gender and workplace romance encourages bad behaviour Cross

SUMMARY

DISCUSSION

INTRODUCTION
OBJECTIVES

TO EXPLORE THE EXTENT TO WHICH WORKPLACE ROMANCE
TO ESTABLISH IF DIFFERENCES IN THE PERCEPTIONS OF WORKPLACE
TO IDENTIFY THE PITFALLS ASSOCIATED WITH WORKPLACE ROMANCE

SOUTH AFRICAN PERPECTIVE
THE WORKPLACE IS A COMMON PLACE FOR PEOPLE TO MEET
ACKNOWLEDGEMENT OF ORGANISATION’S OBLIGATION TO
PERSONAL DISCOMFORT
WORKPLACE POWER STRUGGLES
ETHICAL AND MORALE ISSUES
PRODUCTIVITY
PERFORMANCE
STRESS
MOTIVATION
SUMMARY

Powell and Foley (1998) cited by Perez and Liberman (2010) argued that romance in the workplace can increase productivity and the quality of work can be improved. The study found that the level of education is crucial when it comes to romance in the workplace. Perez and Liberman, (2010) argue that the concept of power is the most important key variable in understanding the dynamics of workplace romance.

Perez and Liberman (2010) found power to be the primary key variable for understanding the dynamics of workplace romance. Romance in the workplace can threaten the unity of the organization or the division in which it occurs. In the study, the researcher's goal was to determine whether workplace romance affects individuals when they work together.

The findings showed that abuse of power by superiors is one of the main problems when it comes to workplace romances. One of the aims of the study was to investigate the extent to which workplace romance affects performance. From the collected data, it is clear that romance in the workplace is not acceptable behavior and should be discouraged at all costs.

The results also showed that workplace romance has a negative impact on most of the respondents.

RECOMMENDATIONS AND CONCLUSIONS

INTRODUCTION

RECOMMENDATIONS

DEVELOPMENT OF WORKPLACE ROMANCE POLICY
STRESS MANAGEMENT
ACCEPTABLE BEHAVIOUR
PERFORMANCE
PRODUCTIVITY

Possible problems arising from workplace romances can be avoided before they even begin. 2009) agree to reduce negative outcomes of romance in the workplace;. For organizations to establish effective and realistic behavioral guidelines, it is essential that leaders gain a clearer understanding of the issues surrounding sexuality in the workplace (Perez & Liberman, 2010). It is important to include the workplace policy in the contract of employment or conditions of employment for employees.

In the event that the new applicant is hired or employed, the organization must have the new applicants sign all contracts, including those on workplace romance and work relationships. When developing policies on workplace romance, it is important to ensure that employer and employee rights are protected at all times. Specify the consequences for failure to report workplace romances if required by policy (Perez & Liberman, 2010).

It is also noted from the research that certain superiors use junior employees to reduce their stress levels and inject some fun into their lives. Based on the survey, the respondents have shown that it is important to ensure acceptable behavior in the organisations. The implementation of performance standards may reduce employees' willingness to engage in workplace romance.

In the absence of a workplace policy, companies may be affected by workplace relations in terms of productivity and company profits may decline.

SUMMARY

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Explain how you think workplace romance affects the workplace atmosphere (positively or negatively). 16 2.7 FACTORS AFFECTING INTERPERSONAL ATTRACTION IN THE WORKPLACE 17 2.8 THE EFFECT OF ROMANCE IN THE WORKPLACE 18 2.9 MINIMIZING THE NEGATIVE EFFECTS OF ROMANCE IN THE WORKPLACE.