User talk:MGMT90018 2015S2 Workplace romance

General suggestions and questions
Suggest Article structure: 1)Definition 2)Factors 3)Motives 4)Effects(advantanges & disadvantages) 5)Management(policies) 6)Argument(overlap with sexual harassment) 669129MGMT (talk) 11:53, 9 September 2015 (UTC)669129MGMT

I suggest to add two more parts: 7) famous historical events like: William Jefferson Clinton 663208MGMT (talk) 05:48, 12 September 2015 (UTC)663208MGMT 8) statistics of the outcome of the office romance (Michael 2006) 663208MGMT (talk) 06:02, 12 September 2015 (UTC)663208MGMT

I think it is a great idea to add part 7. But in terms of part 8, I think we can include it in the effect part. 669129MGMT (talk) 12:11, 12 September 2015 (UTC)669129MGMT

Yeah, I agree with you, Part 8 could be added to the effect part. 663208MGMT (talk) 14:15, 12 September 2015 (UTC)663208MGMT

The thought of Part 7 is great! We can do connections between the famous historical events and other theoretical parts. 679674MGMT (talk) 00:35, 14 September 2015 (UTC)679674MGMT

Pls refer to this link to organise your words. [] 669129MGMT (talk) 01:20, 11 September 2015 (UTC)669129MGMT

The original article author has put too much effort on discussing the advantages and disadvantages of workplace romance. We need one person to simplify this part and do some researches to verify his/her statements. 669129MGMT (talk) 01:24, 11 September 2015 (UTC)669129MGMT

For the management part： Once a hierarchical workplace romance sours, it is virtually inevitable that the host organization will be negatively influenced by the dissolution. Some organizations prohibit supervisor-subordinate romances in an attempt to elude such organizational conflict (Schaner, 1994). Nevertheless, these types of romances still occur. More e􏰄ffctive and realistic policies for managing hierarchical romances, and even workplace romances in genera： romantically involved employees could be given a written contract to sign in which they mutually agree to specific congenial terms should the romance sour, such as an agreement that one member of the liaison relocates his or her on􏰅ce space to another part of the building. In this manner, organizations will not be prohibiting romances that are merely the result of human nature and, concurrently, will be better able to cope with dissolutions, thereby (hopefully) avoiding situations that foster sexual harassment.（J. Organiz. Behav. 18: 197±200 (1997)） 670904MGMT (talk) 05:38, 11 September 2015 (UTC)670904MGMT

The key de- fining attributes of workplace romances are that, unlike sexually harassing behavior (U.S. Equal Employment Opportunity Commis- sion (EEOC), 1993), they are consensual and mutually welcomed relationships (Amaral, 2006; Clarke, 2006). In general, organizations fear being liable for sexual harassment and thus have traditionally managed workplace romances in a cost-centered or legal-centric manner. A legal-centric HR management practice does not necessarily involve legal mandates (e.g., enforcing a workplace romance policy) but prioritizes legal considerations while es- sentially ignoring organizationally relevant nonlegal considerations (Roehling & Wright, 2006). Example of a legal-centric HR practice is discouraging socializing between male and female employees because of con- cern about potential sexual harassment claims The traditional legal-centric management style stems from the origins of organizational theory, which emphasize rationality and scientific management to the exclusion of sexual relations in the workplace (Clarke, 2006; Rabin-Margalioth, 2006; Schultz, 2003). Legal-centric management approach within a broader and more strategic organizationally sensible approach that both minimizes risks (costs) and maximizes rewards (benefits) of work- place romance.

MOVING BEYOND A LEGAL- CENTRIC APPROACH TO MANAGING WORKPLACE ROMANCES: ORGANIZATIONALLY SENSIBLE RECOMMENDATIONS FOR HR LEADERS CHARLES A. PIERCE AND HERMAN AGUINIS  This article clarifies the approaches to manage the workplace romance and the risks and rewards. 670904MGMT (talk) 06:26, 11 September 2015 (UTC)670904MGMT

Pls simplify your suggestions and questions to modify this article. Do not put a whole paragraph of references in the talk. If it is what your part is, pls put it directly in the sandbox. Thanks. 669129MGMT (talk) 10:04, 11 September 2015 (UTC)669129MGMT

Don't forget that we need to modify the introductory material which is in the beginning of the article after we finish other parts. 669129MGMT (talk) 10:11, 11 September 2015 (UTC)669129MGMT

I have built up six parts to clarify our suggestions and questions posted in the sandbox. Pls refer to the corresponding headlines for your postings. Thanks. 669129MGMT (talk) 10:19, 11 September 2015 (UTC)669129MGMT

！！！Pls refer to this link for how to cite sources. https://en.wikipedia.org/wiki/Wikipedia:Citing_sources     669129MGMT (talk) 05:27, 12 September 2015 (UTC)669129MGMT

I suggest you do your own parts in your own sandbox and set the citation first. 669129MGMT (talk) 05:39, 12 September 2015 (UTC)669129MGMT

Hey guys, I think you can post some of your writings in the sandbox first. Don't wait till the last minute. 669129MGMT (talk) 02:08, 14 September 2015 (UTC)669129MGMT

Hope the new look of talk will be more convenient for your use. ^_^ Now you can only open a certain part to add your talk. Pls show your questions with your own parts here and try to answer others' questions, otherwise it is not necessary for us to "talk" here. 669129MGMT (talk) 06:08, 14 September 2015 (UTC)669129MGMT

After some researches, I think I can add a part named "the formation of workplace romance" after the definition part but before I look into the factors and motives as the formation is highly related to the factors. What are your opinions? 669129MGMT (talk) 06:13, 14 September 2015 (UTC)669129MGMT

part 1: Definition
In this part, besides the pure theoretical definition of workplace romance, I think I can include the common types of it. 669129MGMT (talk) 10:27, 11 September 2015 (UTC)669129MGMT

I've found two ways of classification. 1) mutually desired, fun-loving, passionate romantic affiliations with their nearby coworkers 2) romance between mentor/supervisor and subordinates, relationships between peers in office, tomantic flings in office, long term relationships, extramarital affairs (I still have some questions with this kind of classification. I need to find some evidence to verify this)  669129MGMT (talk) 12:01, 11 September 2015 (UTC)669129MGMT

Do we need to discuss the homosexual and heterosexual in the definition? 669129MGMT (talk) 12:29, 11 September 2015 (UTC)669129MGMT

I think it depends. It depends on whether we mention or go deep to the contrast or differences between the two in the following parts. 679674MGMT (talk) 12:10, 12 September 2015 (UTC)679674MGMT

I have found something about literature reviews of academic definition. Just hope that helps with our job:)

Workplace romance is defined as a mutually desired relationship that includes physical attraction between two members of the same organization (Quinn, 1977; Foley and Powell 1999; Pierce, 1998). Workplace romance is consensual and mutually welcomed (Clarke 2006). Workplace romances are characterized by desiring to be with the other person and feelings of emotional and physical attraction, which may lead to a sharing of personal information, mutual caring and respect, and quite likely sexual behavior such as touching, kissing and hugging, and sexual intercourse (Pierce et al, 1996). Working together allows people to get to know each other; and as familiarity grows, workplace romances may be more likely to occur. These relationships may form between peer co-workers, supervisors, subordinates, or even with company clients (Rabin-Margaloith 2006).679674MGMT (talk) 11:50, 12 September 2015 (UTC)679674MGMT

Thanks. I've also found this^_^. But I want to remind you that when you write your words, do not state subjectively. 669129MGMT (talk) 12:26, 12 September 2015 (UTC)669129MGMT

part 3: Factors and motives
Do I need to introduce the background? Or is it one of the factors as the sexual integration of the workforce in the past few decades has increased the frequency of intimate contact between male and female employees? 669129MGMT (talk) 11:41, 11 September 2015 (UTC)669129MGMT

I find the factors should be discussed in different levels as there are three phases of workplace romance : interpersonal attraction, romance attraction, participating in a workplace romance. Different factors and motives affect different phases and decide whether they will enter into next phase. 669129MGMT (talk) 01:38, 12 September 2015 (UTC)669129MGMT

part 4: Effects (advantages and disadvantages)
Disadvanges:

1. sexual harassment 663208MGMT (talk) 05:48, 12 September 2015 (UTC)663208MGMT

2. Potential retaliation between employees (Conflicts between co workers after break ups) 663208MGMT (talk) 05:48, 12 September 2015 (UTC)663208MGMT

3. The impact on the productivity 663208MGMT (talk) 05:48, 12 September 2015 (UTC)663208MGMT

4. The influence on the morale 663208MGMT (talk) 05:48, 12 September 2015 (UTC)663208MGMT

5. Conflict of interest 663208MGMT (talk) 06:02, 12 September 2015 (UTC)663208MGMT

The other content will be added later after I gather more data about the disadvantages.

Actually, I am thinking about whether we should discuss the effect using "advantages" and "disadvantages" as these two words are sort of subjective. Can we just discuss the effect or possible conscequences in this part and use some research data to illustrate it? And we may insert some pictures of the data graphs. 669129MGMT (talk) 02:13, 14 September 2015 (UTC)669129MGMT

I have found out other scientific statistics about the outcomes, and I will list it out in the other parts of the effects. 663208MGMT (talk) 10:26, 17 September 2015 (UTC)663208MGMT

part 5: Management ( organisational behaviors)
I noticed that a traditional viewpoint existing for a long time in the topic of management of workplace romance.The traditional legal-centric management approach focuses on minimizing risks of workplace romances. However, not only the risk mitigation is of vital importance, but also the reward maximization should be focused with great attention. So leaders should develop approaches that are organizationally sensible to have both cost minimization and benefit maximization. 679674MGMT (talk) 07:38, 12 September 2015 (UTC)679674MGMT

Key points related……

1.Written Ethics Code and Corporate Culture

I think this part is quite important and provide a thorough description of successful system which do good to the management process of workplace romance.679674MGMT (talk) 05:56, 14 September 2015 (UTC)679674MGMT

To communicate an organization’s values and ethics code to employees, a written workplace romance policy should at minimum state and justify the following: (a) types of romances that are permitted or encouraged (b) types of romances that are discouraged (c) types of romances that are prohibited and (d) actions management will take if employees violate any of the terms in the policy. Once top management adopts a written workplace romance policy, organizations should evaluate the extent to which employees comply with stipulations in the policy as part of a performance management system that entails a “continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization” (Aguinis, 2009, p. 2). 679674MGMT (talk) 11:58, 12 September 2015 (UTC)679674MGMT

2.Performance Outcomes and Intervention(Cost and Benefits management)

Quinn (1977) described three general kinds of interventions that organizations make in response to a specific organizational Romance: no action at all, punitive action (e.g. reprimand, warning, transfer, termination), and positive action (e.g. open discussion, counseling). The most frequent response was no action, involving either a decision to ignore the romance, a belief that whatever problem the romance presented would resolve itself, or an avoidance of the risk associated with talking action. To minimize the risk of unfair management interventions, we recommend that organizations only intervene in workplace romances when they cause declines in participants’ job performance or cause work disruption. Furthermore, when management intervenes, their action(s) should be tied directly to romance participants’ job performance and the functioning of their workgroup (Brown & Allgeier, 1995).679674MGMT (talk) 11:57, 12 September 2015 (UTC)679674MGMT

3. Training HR leaders

First, HR leaders should be trained on how to counsel employees who participate in workplace romances. 679674MGMT Second, HR leaders should be trained on how to manage risks and rewards of workplace romance as part of a performance management system (Aguinis, 2009).679674MGMT Finally, HR leaders should be trained on how to respond to harassment complaints.679674MGMT (talk) 10:16, 12 September 2015 (UTC)679674MGMT

I want to write this part in the above three parts. How do you guys think? If you have some good points, just let me know~ Thanks:) 679674MGMT (talk) 06:05, 14 September 2015 (UTC)679674MGMT

part 6: Arguments (e.g. overlap with sexual harassement)
We had better point out that sexual harassement has a different definition. Try to find the definition. Maybe we can refer to the wikipedia page of sexual harassement. 669129MGMT (talk) 10:36, 11 September 2015 (UTC)669129MGMT

In this part, I think we can do some research on potential risks of sexual harassment after a workplace romance. 679674MGMT (talk) 00:43, 14 September 2015 (UTC)679674MGMT

Of course the sexual harassement is the most related topic in this part.I think we can also find more arguments related to workplace romance beside sexual harassement.670904MGMT (talk) 23:25, 18 September 2015 (UTC)MGMT670904

part 7: Famous cases
For this part, I think we may work together after we finish other parts. Anyway if you find something interesting during your research, you can do an editing of this part first. 669129MGMT (talk) 06:03, 14 September 2015 (UTC)669129MGMT