“Sexual harassment can happen anywhere but is most common in
the workplace (and schools). It involves unwelcome words, deeds, actions,
gestures, symbols, or behaviors of a sexual nature that make the target feel
uncomfortable.”(Human Resources Management in the Hospitality Industry, p.339) The
majority of the people have experienced or someday experience sexual harassment
in some sort of way throughout their life. All kinds of harassments are
considered serious such as: bullying harassment, psychological harassment,
racial harassment, religious harassment, stalking, and sexual harassment. There
are two types of sexual harassment quid pro quo and hostile environment. Quid
pro quo is “when a perpetrator makes conditions of employment contingent on the
victim providing sexual favors. This type of harassment is less common.” (https://rainn.org/get-information/types-of-sexual-assault/sexual-harassment)
Hostile environment is when unwelcome, severe and persistent sexual conduct on
the part of a perpetrator that creates and uncomfortable environment. Some
examples are jokes, lewd postures, leering, rape, and inappropriate touching. “This
type of harassment constitutes up to 95% of all sexual harassment cases.”( https://rainn.org/get-information/types-of-sexual-assault/sexual-harassment)
People should not have to face with any types of harassment, but unfortunately
we face different types of harassments every single day. There are many
different types of harassments and everyone should know how to tell if they are
harassment and be able to report it. If someone feels like they are going
through any types of harassment they should always report it. For example, if a
woman feels harassed by her boss or one of her co-workers she should report him
to the department of Human Resources. This can also go vise versa if a man
feels his co-worker is harassing him or boss he should also report it to the
Human Resources department. “Harassment does not have to be of a sexual nature, however,
and can include offensive remarks about a person’s sex. For example, it is
illegal to harass a woman by making offensive comments about women in general.”
(http://www.eeoc.gov/laws/types/sexual_harassment.cfm)
Thursday, March 12, 2015
Thursday, March 5, 2015
Week 8 EOC: Nine to Five
1. Provide an overview of the individual on-job training process.
In the movie 9 To 5 there are a few examples of individual on-job training processes. One example from the movie is the woman who would drink alcohol on the job. At the end of the movie the three secretaries came up with the idea of having an alcohol awareness program that helped employees with alcohol issues that they might have. Having an alcohol awareness program for this movie was a great idea because during the movie a couple of secretaries had the need to drink on the job, this program would really help out the woman on the stressful job.
In the movie 9 To 5 there are a few examples of individual on-job training processes. One example from the movie is the woman who would drink alcohol on the job. At the end of the movie the three secretaries came up with the idea of having an alcohol awareness program that helped employees with alcohol issues that they might have. Having an alcohol awareness program for this movie was a great idea because during the movie a couple of secretaries had the need to drink on the job, this program would really help out the woman on the stressful job.
2. Explain steps that are important in the four-step individual (on-job) training method:There are four steps that are important for individual (on-job) training they are: preparation, presentation, trainee practice and demonstration. In the movie 9 To 5 there was not a method for on-job training preparation. There was not a preparation for the on-job training. Violet Newstead was asked to train Judy Bernly but she did not explained everything properly. Violet Newstead briefly explained Judy Bernly what she was going to expect on the job but Violet Newstead did not have any preparation for any training methods. There was also no presentation in this movie, Violet never presented training methods to Judy, she simply told her what to do. Judy did not have any trainee practice (she was just asked to do the job). When she was answering the phones she did not have any control, she didn’t know exactly what to do because she did not have trainee practice and/or any demonstration from Violet or any other employee.
3. Explain additional on-job training approaches.
In the movie 9 To 5 there were no on-job training methods and/or approaches. It seems that everyone had to figure it out by themselves. For example, Judy was told to make certain copies from the copy machine without having proper training. She did not know how to use the copy machine, if the company had better training methods Judy would’ve known what to do in case of an emergency.
4. Provide an overview of the group training process.
There are different training methods that a company can do when it comes to group training. In the movie 9 to 5 there was no real trainings and/or group training. “Group training is used to teach the same job-related information to more than one trainee at the same time, and it can be done at or away from the worksite.” (Human Resources Management in the Hospitality Industry, p.230)
5. Review specific procedures to prepare for group training:
The specific procedures to prepare for group training are determining group training room requirements. "Training rooms should be clean, well-ventilated, free from noisy distractions, and provide controlled room temperature.” (Human Resources Management in the Hospitality Industry, p.231) “Effective trainers use a variety of supplemental media to emphasize training points and to maintain the trainees’ attention. Among the most popular audiovisual tools are flip charts, hard-copy overhead transparencies, video, and PowerPoint overheads.” (Human Resources Management in the Hospitality Industry, p.233)
6. Discuss procedures to facilitate group training:
The procedures to facilitate group training are the following presenting group training, interacting with group participants, conducting group training exercises and managing special training issues. Ice breaker training can be very helpful when it comes to getting to know each other in a work place. This may allow employees/trainees to get to know each other. There are various of different training methods that can work to help the training process go smoothly.
7. Discuss the training evaluation process:
The training evaluation process is reasons for evaluation, levels of evaluation, and methods of evaluation. It is the responsibility of the employer of managers of the company to make sure that there are evaluations throughout the workplace. This will allow employees to grow within the company and it will allow the company to grow as well. Employees will know how they are doing on their job and what things they have to work on. The company will also know who are their best assets and what things they can do better on so that the company can flourish.
3. Explain additional on-job training approaches.
In the movie 9 To 5 there were no on-job training methods and/or approaches. It seems that everyone had to figure it out by themselves. For example, Judy was told to make certain copies from the copy machine without having proper training. She did not know how to use the copy machine, if the company had better training methods Judy would’ve known what to do in case of an emergency.
4. Provide an overview of the group training process.
There are different training methods that a company can do when it comes to group training. In the movie 9 to 5 there was no real trainings and/or group training. “Group training is used to teach the same job-related information to more than one trainee at the same time, and it can be done at or away from the worksite.” (Human Resources Management in the Hospitality Industry, p.230)
5. Review specific procedures to prepare for group training:
The specific procedures to prepare for group training are determining group training room requirements. "Training rooms should be clean, well-ventilated, free from noisy distractions, and provide controlled room temperature.” (Human Resources Management in the Hospitality Industry, p.231) “Effective trainers use a variety of supplemental media to emphasize training points and to maintain the trainees’ attention. Among the most popular audiovisual tools are flip charts, hard-copy overhead transparencies, video, and PowerPoint overheads.” (Human Resources Management in the Hospitality Industry, p.233)
6. Discuss procedures to facilitate group training:
The procedures to facilitate group training are the following presenting group training, interacting with group participants, conducting group training exercises and managing special training issues. Ice breaker training can be very helpful when it comes to getting to know each other in a work place. This may allow employees/trainees to get to know each other. There are various of different training methods that can work to help the training process go smoothly.
7. Discuss the training evaluation process:
The training evaluation process is reasons for evaluation, levels of evaluation, and methods of evaluation. It is the responsibility of the employer of managers of the company to make sure that there are evaluations throughout the workplace. This will allow employees to grow within the company and it will allow the company to grow as well. Employees will know how they are doing on their job and what things they have to work on. The company will also know who are their best assets and what things they can do better on so that the company can flourish.
Subscribe to:
Posts (Atom)