According to the Equal Employment Opportunity Commission (EEOC), sexual harassment can be defined as unwanted sexual advances, desires for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when the submission or refusal of such conduct clearly or completely affects an individual's employment, unreasonably interferes with an individual's work routine, or creates a threatening, antagonistic, or unpleasant work environment (EEOC, 2002). The victim or harasser can be a man or a woman, and sexual harassment is not always directed at members of the opposite sex. Those who experience sexual harassment in the workplace may experience fear or anxiety, lower effectiveness, higher levels of stress, and substance abuse (EEOC, 2002). Quid pro quo harassment occurs when decisions about an employee's employment or employment are based on that employees' acceptance or termination of unwanted sexual behavior (EEOC, 2002). One example Paul cites is that of Valerie Craig, an employee at Y & Y Snacks, Inc. One day in July 1978 she joined some co-workers and her supervisor for drinks after work. Her supervisor had driven her home and anticipated them becoming more intimately familiar. She refused his request for sexual intercourse, for which she was fired ten days after the incident. She soon filed a sexual harassment complaint with the Equal Employment Opportunity Commission (EEOC), and the case wound its way through the courts. Craig won, the company was held liable for damages, and she received back wages, a return to work, and an order prohibiting Y and Y from taking adverse action against her in the future (Paul, 1998). Sexual harassment in the workplace is not tolerable despite the power... middle of paper ......d need to understand the behaviours, legal environment, social context and educational systems, which exist in countries where modern organizations operate. The result of this effort should be the development of not only a pluralistic organization, but also a multicultural workforce from the highest ranks down to the lowest ranks (UMC, 2007). Works CitedEEOC, E.E. (2002). Facts about sexual harassment. available at http://www.eeoc.gov/facts/fs-sex.html retrieved October 31, 2011 at 12:00 am. Goodman, E. (1991). The standard of the reasonable woman. Boston Globe.Paul, E.F. (1998). Exposed buttocks and federal cases. Society, 352-355.UMC, Uo-C. (2007). Power and sexual harassment: Men and women see things differently. Science Daily available at http://www.sciencedaily.com/releases/2007/04/070403184604.htm retrieved 11-1-11 at 7:00.