Sexual harassment is a matter that all organizations should take seriously. It is not an issue that should be swept under the rug as thought it has not taken place. The issue of sexual harassment should be addressed immediately with violators being disciplined immediately. In the matter of sexual harassment the victim as well as the harasser can be male or female, of the same race, and of the same sex. When offensive remarks about a person’s sex are present or incidents that create a hostile work environment are present, sexual harassment is present and should be handled promptly. In the case of Rabidue v. Osceola Refining Co. the matter of sexual harassment was not addressed at all. The employee, Rabidue, faced several instances where she, as well as her coworkers, was the victim of sexual harassment and the issue was never addressed by management. The ongoing abuse not only came from one coworker but from most of the male coworkers within the organization. Despite Rabidue’s numerous complaints about her coworker’s behavior management dismissed an complaints because they needed the expertise of a particular coworker (Bennett-Alexander & Hartman, 2009). The dissent in this case is closer to my view of sexual harassment. Henry and his coworkers were out of line with their remarks and gestures toward women in this case. To have posters of women who are semi-naked posted through the office is vulgar and shows no respect at all for women. Title VII is very clear in its explanation of sexual harassment and the acts that are shown by these employees fit the description perfectly (Bennett-Alexander & Hartman, 2009). Another reason I am in agreement with the dissent is because I have a victim of sexual harassment and I can relate to how Rabidue is feeling. While the incident that I experienced was not as lengthy as the one described in the case the feelings that Rabidue experienced were spot on. As a victim of sexual harassment I was left feeling very uncomfortable in the presence of my harasser and found myself avoiding him at all costs. As a result, my responsibilities at work began to be incomplete or passedon to other coworkers. Fortunately, I went to management and the issue was addressed immediately. The employee was reprimanded and even apologized for his inappropriate behavior. While my harasser did apologize, it did not change the fact that the incident took place. It also did not deter me when it was time for the necessary documentation to be done and making sure the necessary steps are taken for the employee to suffer the consequences of his actions (Bennett-Alexander & Hartman, 2009). The reason for the majority’s decision is unclear. An assumption that can be made is that this group is part of the group referred to in the case as “a society that condones and publicly features and commercially exploits open displays of written and pictorial erotica....” (Bennett-Alexander & Hartman, 2009, p. 437). Another assumption one could make is that the majority was a group of men and could not relate to the uncomfortable environment that is developed when a woman experiences sexual harassment. One could also presume that because the photos were in the offices of Rabidue’s coworkers there was no reason for her to be offended. There is always the option of staying out of her coworker’s office to avoid being exposed to vulgar actions of her coworkers. As far fetched as these assumptions may sound they are possible. To assume that a hostile environment was not created for Rabidue and her fellow female coworkers would be an insult to all women within this organization. To assume that everyone is part of a society that condones this type of behavior simply because it is the behavior that is on television or in magazines is preposterous. As a woman, I can say there is never a time when I feel that I want to be degraded by a man within the organization I work for, or any man in general. If I were management and I needed Henry’s expertise I would simply find someone else who could provide the expertise that is needed to run that particular department. For an organization to retain an employee simply because his expertise is needed regardless of his blatant sexual harassment says a lot about the organization. This type of action shows that management is not concerned about the well being of their employees, but rather the success of the organization. While making sure the organizational is successful, it should not be done at the expense of the organization’s employees. If an employee does not feel valued within the organization their performance will suffer which will ultimately affect the success of the organization. Employees who feel valued will have a high productivity and aid in the success of the organization. As management my most important concern would be the well being of my employees. Making sure employees feel comfortable coming to work and in their work environment would be the priority. Rather than tolerate the actions of Henry, I would have found someone else to replace him. Sexual harassment is a very serious matter. It should not be overlooked by management of any organization for any reason at all. Whether the victim of sexual harassment is a male or female the matter should be addressed immediately and appropriately. No preference should be given to a male because he a man and no preference should be given to a female because she is a woman. The ultimate goal should be making sure the matter is addressed and the harasser should face the consequences of his actions. Making sure employees are comfortable in their work environment is a responsibility of management and that responsibility should be one of the first priorities of the organization.