INTRODUCTION

Infosys Technologies Limited is a multinational information technology Services

Company headquartered in Bangalore, India. It is one of India's largest IT companies
with 105,453 professionals (including subsidiaries) as of Nov 9, 2009.It has offices in 22
countries and development centers in India, China, Australia, UK, Canada and Japan.
Infosys was founded on July 2, 1981 in Pune by N.R.Narayana Murthy and six others, N.
S. Raghavan, Kris Gopalakrishnan, S. D. Shibulal,
K. Dinesh and Ashok Arora, with N. S. Raghavan officially being the first employee of
the company.

Nandan Nilekani Murthy started the company by borrowing INR 10,000 from his wife
Sudha Murthy. The company was incorporated as "Infosys Consultants Pvt. Ltd.", with
Raghavan's house in Model Colony, north-central Pune as the registered office.

In 1982, Infosys opened an office in Bangalore, which soon became its headquarters.
Infosys headquarters in Bangalore, India.

Infosys went public in 1993. Interestingly, Infosys IPO was under subscribed but it was
"bailed out" by US investment banker Morgan Stanley which picked up 13% of equity at
the offer price of Rs. 95 per share. The share price surged to Rs. 8,100 by 1999 making it
the costliest share on the market at the time. At that time, Infosys was among the 20
biggest companies by market capitalization on the NASDAQ well ahead of Adobe
Systems, Novell and Lycos.

According to Forbes magazine, since listing on the Bombay Stock Exchange till the year
2000, Infosys' sales and earnings compounded at more than 70% a year.
In the year 2000, President of the United States Bill Clinton complimented India on its
achievements in high technology areas citing the example of Infosys.

In 2001, it was rated Best Employer in India by Business Today.

Infosys won the Global MAKE (Most Admired Knowledge Enterprises) award, for the
years 2003, 2004 and 2005, being the only Indian company to win this award and is
inducted into the Global Hall of Fame for the same.

Infosys was rated best employer to work for in 2000, 2001, and 2002 by Hewitt
Associates. In 2007, Infosys received over 1.3 million applications and hired fewer than
3% of applicants. Business Week reported that Infosys, along with Wipro and Tata
accounted for nearly 80% of the [H-1B] visa petitions approved in 2007 for the top 10
participants in the program. In April 2009, Forbes rated Infosys among the 5 best
performing companies in the software and services sector in the world. In 2009, Infosys
was considered one of the Business Week’s 50 Most Innovative Companies.
From December 2008 till April 2009, Infosys fired over 2500 employees for poor
performance. The company has been hit hard by lower income from a crisis hit European
and North American market. On April 15, 2009 Infosys reported its first ever-sequential
fall in its revenue in a decade during the March 2009 quarter.

N. R. Narayana Murthy
Chairman of the Board and Chief Mentor, Infosys Technologies
N. R. Narayana Murthy is the Founder-Chairman of Infosys Technologies Limited, a
global software consulting company headquartered in Bangalore, India. He founded
Infosys in 1981. Under his leadership, Infosys was listed on NASDAQ in 1999.
Mr. Murthy articulated, designed and implemented the Global Delivery Model which has
become the foundation for the huge success in IT services outsourcing from India. He has
led key corporate governance initiatives in India. He is an IT advisor to several Asian
countries.
He serves on the boards of HSBC, Ford Foundation and the UN Foundation. He served as
a member of the Unilever board between 2007 and 2010. He also serves on the boards of
Cornell University, Wharton School, Singapore Management University, Indian School
of Business, Hyderabad, Indian Institute of Management Technology, Bangalore, and
INSEAD.
The Economist ranked Narayana Murthy among the ten most admired global business
leaders in 2005. He topped the Economic Times list of India’s most powerful CEOs for
three consecutive years: 2004 to 2006. He has been awarded the Padma Vibhushan by the
Government of India, the Legion d’honneur by the Government of France, and the CBE
by the British government. He is the first Indian winner of Ernst and Young’s World
Entrepreneur of the year award and the Max Schmidheiny Liberty prize, and has
appeared in the rankings of businessmen and innovators published by India Today,
Business Standard, Forbes, BusinessWeek, Time, CNN, Fortune, and Financial Times.
He is a Fellow of the Indian National Academy of Engineering and a foreign member of
the US National Academy of Engineering.
 Infosys Technologies Limited

TYPE - Public

BSE - 500209

NASDAQ - Infy

FOUNDED - July 2, 1981

HEAD QUARTERS - Banglore,India

KEY PEOPLE - N.R.Narayana Murthy(Chairman)

Kris Gopalakrishna (CEO)&(Director)

INDUSTRY - Software services

PRODUCTS - IT service

SERVICES - Information Technology consulting

Services & solutions

REVENUE - US$3.16 billion (2009)

NET INCOME - US$1.16 billion (2009)

EMPLOYEES - 1,03,905 (2009)

WEBSITE - Infosys.com
 HISTORY

Established in 1981, Infosys is a NASDAQ listed global consulting and IT services

company with more than 105,000 employees. From a capital of US$ 250, we have grown
to become a US$ 4 billion company with a market capitalization of approximately US$
27 billion.
In our journey of over 28 years, we have catalyzed some of the major changes that have
led to India's emergence as the global destination for software services talent. We
pioneered the Global Delivery Model and became the first IT Company from India to be
listed on NASDAQ. Our employee stock options program created some of India's first
salaried millionaires.
Infosys Technologies Limited is a leader in software development and was co founded by
N.R. Narayana Murthy and a group of seven IT professionals in the year 1981 with an
investment of $1000. He emerged as the company's chairman and CEO and is regarded as
a great manager because of his numerical abilities and Western style of management. It
has created several firsts in Indian industry like being the first Indian company to be
listed on NASDAQ in 1999 and the first to provide employee stock options plan (ESOP).

The company opened its first international office in USA in 1987. It became a public
limited company in 1992 and offered its IPO in three of the nine Indian exchanges in
1993. It received its ISO 2001 certification in 1993 and opened other development
centers in India in 1995.

By 1995 the firm was worth $200 million, had 900 employees and annual revenue of $20
million. It opened its first European office in United Kingdom in 1996. Infosys
established its headquarters in Bangalore as there the workforces were not required to be
unionized, benefits to the workforce were relatively a minor cost, and there was a huge
potential for profit.

The late 1990s was a time for exponential growth and the main reason for this was its
offshore software development model. By 2000 its market capitalization was more than
$20 billion.
In 2003 it established subsidiaries in China and Australia. In 2004 it crossed $1 billion in
revenue. In 2006 its revenue crossed $2 billion and it completed 25 years.
 Awards

Infosys has consistently been honored by customers, industry bodies, media

and other influencers. The following are among the recognitions we received
over the past year:

Infosys was ranked among the top 50 most respected companies in the
world by Reputation Institute’s Global Reputation Pulse 2009. We have
been voted the 'Most Admired Indian Company' in The Wall Street
Journal Asia 200 for 10 years in a row since 2000. We won Sears Holding
Corporation's Partners in Progress award for the second consecutive year.
We also won HDS' Diamond Award for 'Best Virtualization Strategy'
and Platinum Award for 'Best Green Strategy for a Data Center'.
Infosys was also listed in the Most Admired Knowledge Enterprises
(MAKE) 2008 study and Forbes' Asian Fabulous 50 for the fourth
consecutive year. We were ranked among the 'Best Companies for
Leaders' in a survey by Bloomberg BusinessWeek and Hay Group in 2009,
'India's Best Companies to Work For - 2009' in a survey by the Great
Place to Work® Institute and conferred with the NASSCOM gender
inclusivity award. Asset magazine acclaimed our Corporate Governance,
acknowledging our corporate policies and practices as among the best in
the industry.
 Infosys Members of the Board

Srinath Batni
Director and Head, Delivery Excellence and Member of the Board, Infosys
Technologies

David L. Boyles
Independent Director

K. Dinesh
Director and Head, Communication Design Group, Information Systems and Quality
and Productivity

S. Gopalakrishnan
Chief Executive Officer and Managing Director

T. V. Mohandas Pai
Director and Head, Finacle, Admin, Human Resources, Infosys Leadership Institute
and Education and Research

N. R. Narayana Murthy
Chairman of the Board and Chief Mentor
 Sustainability
Infosys began its journey in India's business environment in the 1980s, in an era when
endless red tape was imposed on the private sector. In this environment, building a
company whose long-term objectives included operational longevity, high ethical
standards and global respect demanded commitment to a core set of values. For Infosys,
these values focus on instilling trust in our relationships with all stakeholders, including
employees, investors, clients, society and the communities in which Infosys operates.

• At Infosys, we believe that we must develop trust with the communities in which
we operate to achieve longevity as a corporation. Through the Infosys
Foundation, which receives a grant every year from Infosys (the last year's grant
was US$ 3 million) we contribute to betterment of healthcare (hospitals,
infrastructure), education (books, scholarships, refurbishment of infrastructure)
and skills

• Infosys emphasizes its commitment to investors through stringent corporate

governance. Infosys was also among the first Indian companies to voluntarily
comply with the US Generally Accepted Accounting Principles (GAAP) and now
provides financial results in the GAAP of six countries

• With employees from over 70 nationalities, Infosys has built an enduring value
system based on openness, honesty, fairness and transparency, which has earned
us the confidence and trust of our clients. We enjoy +95% customer retention

• Infosys has built one of the largest corporate education centers in the world. This
'finishing center', with an annual capacity of 15,000, provides engineering
graduates who aspire to be employees with the equivalent of a Bachelor of
Science degree in Computer Science from an American university
 INFOSYS AMONG TOP 20 FIRMS THAT PROMOTE
LEADERSHIP
Human resources consultancy Hay Group has named IT major Infosys among the world's
20 best companies for leadership, evident from its continued focus on employee
development even during the global slowdown.

The annual study by Hay Group, in partnership with Bloomberg BusinessWeek.com,

ranked the best companies for leadership globally and examined how those companies
develop leaders.

General Electric, which has been ranked number one in the list, spends around $400
million annually on leadership development, the study said.

It is followed by low-cost American airline Southwest Airlines, conglomerate 3M

Company, consumer products maker Procter & Gamble and IT consultancy Accenture.

Indian IT firm Infosys, which employs over one lakh people, has been ranked 10th
overall in the top 20 list for best companies in terms of leadership practices.

(18 Feb 2010, New York Times)

 Employees in INFOSYS

Infosys technologies, a leading software company based in India, was voted the best
employer in the country in many HR surveys in the recent years. The company was well
known for its employee friendly HR practices, though infosys grew to become US$ 2
billion company by the year 2006, it still retain the culture of a small company. Infosys
attracted the best talent from across the world, and recruited candidates by conducting
one of the toughest selection process. All the selected candidates were required to go
through an intensive 14 week training program. All the employees were required to
undergo training every year, and some of the chosen employees were trained at the
Infosys Leadership Institute to take an higher responsibilities in the company.

Infosys was one of the first companies to offer ESOPs to its employees. The company
followed variable compensation structure where the employees' compensation depended
on the performance of individual, the team and the company. The case highlights many
such best practices of Infosys in human resource management. It also discusses the
challenges faced by the company to retain its talented workforce.

Infosys Technologies is the second only company to cross the one-lakh employee mark
after industry leader TCS. Infosys and its subsidiaries added 10,117 employees in the
second quarter of this fiscal that ended on 30 September, taking the total head-count to
1,00,306 employees, Infosys said on Friday, oct 10 after announcing its quarterly results.

During the quarter, the IT job market was under pressure due to the global financial
crisis. Many IT firms had also postponed some of the new recruitments for next quarter.

Infosys announced its quarterly profit of a 30.2 per cent jump, helped by a weaker rupee,
beating market forecasts. Infosys said July-September consolidated net profit rose to
14.32 billion rupees ($291 million) from 11 billion rupees a year ago. However, the
results failed to cheer up its shares, which dipped to an intra-day low of Rs 1,040, down
over 17 pc from its previous closing price.
 Recruitment Targets for Infosys

YEAR NO.OF EMPLOYEES

2001 10000

2002 11000

2003 13000

2004 15000

2005 18000

2006 25000

2007-2008 35000
Bangalore - India's IT bellwether Infosys Technologies plans to
hire 25,000 during the ongoing fiscal year and hike wages by
11-13 percent for its offshore employees.

According to T.V. Mohandas Pai, head of human resource development and

education and research, Infosys, the company added 5,947 employees (net addition
2,586) in fourth fiscal quarter of 2007-2008, and 33,177 employees (net 18,946) in the
full year.

In the ongoing year, the company plans to hire 25,000 people (8000 lower than last year)
with nearly 18,000 people to be hired from various campuses in the country, taking the
total number of employees from the present 91,187 to over 100,000, he said."We have
already made campus offerings of 18,000 for this fiscal," Pai said. The company also
plans to hire as many locals in the US, Europe, Australia, China and Mexico where it has
set up development centers, he continued.

The attrition rate has come marginally to 13.4 percent in fiscal 2008 as against 13.7
percent during the previous period, while the utilization rate has been at 76 percent as
against 68.4 percent during the previous corresponding period, he added.The average
salary hike this year would be between 11-13 percent (compared to 12-15 percent
announced last year) for its Indian employees and 4-5 percent for overseas employees,
Pai said.

Nonetheless, the wage hike for the Indian staff would shave off 2.3 percent from the
company's profit margins in the June quarter, while costs of processing visas would
impact margins by 80 basis points (0.80 percent) in the same quarter, V. Balakrishnan,
CFO, Infosys, said.Infosys has a training center in Mysore with a capacity to train 13,500
candidates every quarter - the largest training facility in the world. The campus also
provides accommodation for 10,000 candidates and teaching staff.The company, which
has been investing about Rs.700 crore ($175 million) each year towards training its
employees, plans to invest Rs.1,000 crore ($250 million) more towards training next
fiscal, Pai said.
 HR policies in Infosys
The following policies on various sustainability issues are adopted uniformly through out
the reporting entity

.
HIV (+) & AIDS CONTROL POLICY

Infosys would take measures to prevent the incidence and spread of HIV and AIDS in the
society. In case of need, the company would arrange to provide counseling and medical
guidance to these patients and their families.

QUALITY POLICY

Consistent with the group purpose, Infosys shall constantly strive to improve the quality
of life of the communities it serves through excellence in all facets of its activities. We
are committed to create value for all our stakeholders by continually improving our
systems and processes through innovation, involving all our employees. This policy shall
form the basis of establishing and reviewing the Quality Objectives and shall be
communicated across the organization. The policy will be reviewed to align with
business direction and to comply with all the requirements of the Quality Management
Standard.

ENVIRONMENTAL, OCCUPATIONAL HEALTH & SAFETY POLICY

Infosys reaffirms its commitment to provide safe working place and clean environment to
its employees and other stakeholders as an integral part of its business philosophy and
values. We will continually enhance our Environmental, Occupational Health & Safety
(EHS) performance in our activities, products and services through a structured EHS
management framework. Towards this commitment, we shall; Establish and achieve EHS
objectives and targets. Ensure compliance with applicable EHS legislation and other
requirement and go beyond. Conserve natural resources and energy by constantly seeking
to reduce consumption and promoting waste avoidance and recycling measures.
Eliminate, minimize and/or control adverse environmental impacts and occupational
health and safety risks by adopting appropriate "state-of-the-art" technology and best
EHS management practices at all levels sand functions. Enhance awareness, skill and
competence of our employees and contractors so as to enable them to demonstrate their
involvement, responsibility and accountability for sound EHS performance.
HUMAN RESOURCE POLICY

Infosys recognizes that its people are the primary source of its competitiveness. It is
committed to equal employment opportunities for attracting the best available talent and
ensuring a cosmopolitan workforce. It will pursue management practices designed to
enrich the quality of life of its employees, develop their potential and maximise their
productivity. It will aim at ensuring transparency, fairness and equity in all its dealings
with its employees. Infosys will strive continuously to foster a climate of openness,
mutual trust and teamwork.

ALCOHOL AND DRUGS POLICY

Infosys believes that the loyalty and commitment of its employees depend upon the
quality of life they are offered at work and at home. We recognize that indiscriminate use
of alcohol and drugs is injurious to the wellbeing of individuals, their families and the
community as a whole. We acknowledge that the misuse of these psychoactive
substances is a major health and safety hazard. Infosys is therefore committed to creating
an alcohol and drug-free environment at the work place. This would be achieved through
the involvement of all employees and the Joint Departmental Councils in spearheading
appropriate initiatives. The initiatives would include; raising awareness, through the
dissemination of information, education and training and by promoting healthy life styles
among our employees and their families.Motivating those employees who have an
alcohol/drug problem, to seek assistance, while maintaining confidentiality about such
cases.

RESEARCH POLICY

Infosys believes that research provides the foundation for sustained, long-term,
stakeholder delight. Infosys shall nurture and encourage innovative research in a creative
ambience to ensure that the competitive advantage in its overall business is retained and
surpassed. Towards this goal, the Company commits itself to providing all necessary
resources and facilities for use by motivated researchers of the highest calibre. Research
in Infosys shall be aligned to the technological initiatives necessary to evolve and fulfil
the overall business objectives of the Company.

CORPORATE SOCIAL RESPONSIBILITY POLICY

Infosys believes that the primary purpose of a business is to improve the quality of life of
people. Infosys will volunteer its resources, to the extent it can reasonably afford, to
sustain and improve healthy and prosperous environment and to improve the quality of
life of the people of the areas in which it operates.
ENERGY POLICY

Infosys reaffirms its commitment to conserve scarce energy resources and shall endeavor
to-

1. Comply with national and international regulations.

2. Adopt best available technology for energy efficiency.

3. Implement world-class operating practices.

4. Conduct regular Energy Audit for continual improvement.

5. Promote energy efficiency through mass awareness.

Implementation

The strategic goals of the organization are derived from Vision, Mission, Value, Policies
and Code of Conduct (Refer Annexure-II) of the Organization. These goals as indicated
in MD's Balance Score Card (Figure#3.7) deployed across the organization. These
policies are applicable only to Infosys and not applicable to its subsidiaries, associates or
supply chain partners.
Listening to our shareholders The minutes are prepared for proceedings of Annual
General Meeting. These minutes include the suggestions, comments and feedback from
the shareholders. Concerns of shareholders are discussed in the Board Meeting and after
prioritization of these concerns Board directs the management to integrate the same in
business decision. Besides the AGM, Investor Satisfaction Surveys, meeting with
investors and an Investor Grievance Cell are other forums through which shareholders
provide recommendations or direction to the Board. pvt. Ltd.
 Human Resource Management: Best Practices in Infosys
Technologies

Best Employer in India

Infosys Technologies Ltd. (Infosys), based in Bangalore, India, was named 'The Best
Company to Work for in India' by Business Today magazine in a survey conducted by
Business Today, HR consulting firm Mercer, and international market research firm TNS.

Infosys had been adjudged the 'Best Company to Work For' in 2001 and 2002 but had
lost this position in the next couple of years (Refer Exhibit I for the 'Best companies to
work for in India' from 2001-2006). In the 'Best Employer' survey conducted by
Dataquest-IDC in the year 2006, Infosys was adjudged the 'Dream Company to Work
for.'Attracting the best and the brightest and creating a milieu where they operate at their
highest potential is very important. Our campus and technology infrastructure is world-
class, we pay a lot of attention to training and competency building, we try to have
sophisticated appraisal systems, we try to reward performance through variable pay.
These are all part of the same motive."Since the early 2000s, Infosys' operations had been
growing rapidly across the world. The number of employees in the company also
increased four-fold to 44,658 in March 2006 as compared to 10,738 in March 2001
(Refer Exhibit III for the number of employees in Infosys between 1995 and 2006).

The company believed that its key assets were people and that it was important to bring
its employees on par with the company's global competitors. In spite of its rapid global
expansion, Infosys retained the culture of a small company. According to Bikramjeet
Maitra (Maitra), Head of Human Resources, Infosys, "We like to maintain a smaller
company touch and we have split the overall business into several smaller independent
units of around 4,000 people each.

Moreover, Infosys was also recognized globally and featured among the top 100
companies in Computerworld's 'Best Places to Work for in IT – 2006'.For participating in
this survey, the companies needed to have revenues of over US$ 250 million in 2005, and
to employ 500 employees in the US. Infosys also featured in the list in 2004 and 2005
(Refer Exhibit II for some of the honors/awards received by Infosys).
On the company's HR practices, Nandan Nilekani (Nilekani), CEO, President and
Managing Director of Infosys, commented, "It is about creating a highly motivated
workforce because this is not a factory where you can monitor the quantum of output at
the end of the day. But in the intellectual business you cannot do that. So, you have to
create a motivated set of people who can operate.
Salaries for Employees
SALARIES IN US $ AVERAGE

Programmer Analyst $55,965

3,049 Infosys Salaries

Project Manager $81,191

1,390 Infosys Salaries

ERP Analyst $59,835

755 Infosys Salaries

Technical Analyst $72,658

720 Infosys Salaries

Programmer Analyst - Hourly $28.18/hr

563 Infosys Salaries

Business Analyst $72,112

490 Infosys Salaries

Systems Administrator $55,930

275 Infosys Salaries

Technical Analyst - Hourly $36.54/hr

91 Infosys Salaries

Project Manager - Hourly $42.69/hr

86 Infosys Salaries

ERP Analyst - Hourly $29.00/hr

59 Infosys Salaries

CASE STUDY
Organization : Infosys
Industry : India

Abstract:

The case examines the controversy surrounding the charges of sexual harassment and
unlawful termination made by an employee against Infosys, leading Indian software
company, during 2001-03. Phaneesh Murthy, a top level executive and a director on the
company board, was accused of sexually harassing and unlawfully firing his subordinate,
Reka Maximovitch. The case provides information about the definition of sexual
harassment and examines in detail the events that occurred from the time Maximovitch
joined Infosys to the out-of-court settlement of the lawsuit. The reasons for the out-of-
court settlement are discussed and the measures taken by Infosys to improve its internal
policies regarding sexual harassment are described.

The fall of high priest

This is a story of blackmail, sex, stalking, threats, oppression, hurt feelings and revenge.
Interestingly, all this happened in and around the US offices of Infosys, one of India's
most well-known and respected software companies, between October 1999 and
December 2000.

As a result, Infosys became entangled in a scandal, that dented its reputation as a

company that had the best corporate governance structure in the country. The events that
took place during October 1999 and December 2000 became public knowledge in India
only when Phaneesh Murthy (Phaneesh), the head of the sales and marketing, and
communication and product services division of Infosys (and a director on the board),
resigned from his post in June 2002. Phaneesh said that he had resigned in order to focus
on fighting a lawsuit filed against him in the US. The lawsuit, filed by his former
secretary, Reka Maximovitch (Reka) alleged that Phaneesh had sexually harassed her and
unlawfully terminated her employment. The company's share price declined by 6.6%
soon after Phaneesh left.

The case attracted a lot of media coverage since a sexual harassment lawsuit implicating
such a senior official had never been heard of in the Indian corporate world. It was also
being seen as an event that could make Indian companies stop ignoring the sensitive issue
of sexual harassment at the workplace.

While sexual harassment of female employees was prevalent in the country, it was either
not reported or ignored. Either the victims kept quite due to fear of social ridicule and
fear of losing their jobs, or the matter was somehow hushed up by the management. The
stance adopted by Infosys in this case seemed to go against its image of a company
considered to be a model of good corporate governance. Analysts claimed that the
company had kept the issue under wraps for a long time. Media reports blamed Infosys
for neglecting to formulate/implement a structured policy regarding sexual harassment
and for compromising on moral values for an 'economically-valuable' person like
Phaneesh.
Analysts wondered how a company that Forbes had once described as "a model of
transparency, not just for the rest of corporate India but for companies everywhere," do
such things! The saga of Phaneesh, Reka and Infosys and the issue of sexual harassment
at the workplace (in India as well as abroad) were debated heatedly in corporate and
media circles, as many more shocking events unfolded over the next one year.

Background Note:

The sexual harassment of employees manifests itself in different ways, depending on the
social norms prevalent in various parts of the world. Broadly speaking, sexual harassment
at the workplace can be divided into two categories: 'quid pro quo' and 'hostile working
environment.'

Quid pro quo involves making the conditions of employment contingent on the employee
(prospective/existing) granting the employer sexual favors. The employer makes it very
clear that hiring, promotions, perks, facilities etc. would be possible only if the employee
consents to the former's sexual advances. This is a very 'easy to identify' and
comparatively 'easy to prove' form of sexual harassment.

he 'hostile working environment' form of harassment, which is the basis of most of the
court cases filed, is more difficult to identify and prove. As per a 1993 US Supreme Court
ruling, this has been defined as, "When the workplace is permeated with 'discriminatory
intimidation, ridicule, and insult that is 'sufficiently' severe or pervasive to alter the
conditions of the victim's employment and create an abusive working environment."

Thus, any employee who indulges in speech or conduct of sexually discriminatory nature,
without encouragement from/being welcomed by the employee so as to create an abusive
working environment and negatively affecting the employee's performance would fall
under the purview of this form of harassment. Though the law clearly defines sexual
harassment, the diverse socio-cultural environment of different countries complicates the
matter. Reportedly, the rather 'free' behavior of Japanese bosses towards their female
subordinates would come as a shock to people from the US or many other parts of the
world. Even within a country, organization or office, the exact nature of the incident
depends on the attitude, upbringing and behavioral patterns of the people involved...