There are many reasons why implementing the Consensual Relationship Agreement into the workplace policy and guidelines of any job is important. There are also many opinions on why this policy is unnecessary, and can give the vibe of invading one’s personal space. Implementing such a policy will allow for the company to have a surety in place, so that the company is safe from lawsuits, and being solely liable for any mishappenings of those involved. Implementing these types of policies may also convey the sense of fairness to all. There are two ethical principles: sexual harassment, and stakeholder responsibility, that I feel are major aspects on the whys and the hows of the Consensual ...view middle of the document...
An organizationally sensible approach would not focus on the potential for harassment claims at the expense of other work criteria (e.g., employees’ job performance (Cole, 2009)). Given the recommendation that Human Resource leaders should adopt an organizationally sensible approach, a key question is: What types of romance policies and procedures are sensible for organizations? As a first step toward addressing this question, we examine individuals’ perceptions of different types of romance policies and consensual relationship agreements. A romance policy consists of general guidelines and rules, whereas a relationship agreement is a contractual method used to manage employees who are participating in a workplace romance.
The goals of my research on the matter are as follows: to determine whether different types of romance policies and relationship agreements are perceived differently in terms of fairness; determine whether an organization’s type of romance policy and relationship
agreement affect how the organization is perceived in terms of potentially being
a fun place to work; and assess whether individuals’ perceptions of fairness of different types of romance policies and relationship agreements are associated with their perceptions of the
organization potentially being a fun place to work, or even a place you want to invest your time and skill in that organization.
The aim is to determine whether perceptions of fairness of romance policies and procedures play a role in individuals’ job pursuit intentions and hence an organization’s ability to recruit. Given the prevalence of workplace romances and dual-career couples, organizations are faced with recruiting paired employees (Cole, 2009). Next, we draw from organizational justice, signaling, and attraction theories to develop a framework for understanding the role of romance policies and procedures on individuals’ job pursuit intentions.
As a first step toward developing organizationally sensible romance policies and
procedures, a key perspective to consider is fairness perceptions. It would not be
sensible for organizations to implement policies and procedures that are perceived as
unfair. According to organizational justice theory, individuals’ perceptions of justice
are socially constructed based on subjective assessments of the: fairness of outcome distributions (distributive justice); fairness of procedures used to determine outcome distributions (procedural
justice); and quality of interpersonal treatment people receive when procedures are
implemented (interactional justice).
The use of Consensual Relationship Agreement in my current workplace would be very beneficial for the Human Resources department to implement. Using this agreement would definitely create a provision that will protect the company, if and when something were to go wrong in the relationship. Having this in place would allow Human Resources to counsel with the employees on what is...