Week 9 EOC: Sexual Harassment

“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) 

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. 

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. 

Week 7 EOC: Profile Statements

Passionate creative consultant who enjoys seeking the latest fashion trends by researching the latest fashion websites. Always offering a company loyalty and dedication.

An experienced fashion creative consultant, who will deliver great customer service to the consumers that need styling services.

Motivated consultant who is eager to serve consumers and always excel in customer service, with proven experience in customer service and has communication and interpersonal skills. 

Week 6 EOC: Job Posting for Sweetwater Travel

JOB DESCRIPTION

Sweetwater Travel is a company located in Livingston, Montana founded in 1995 by three Vermillion brothers (Dan, Jeff and Pat and Ron Meek). Sweetwater Travel is a family owned business that provides the best of class fly fishing experience. Sweetwater Travel Company has helped build and create some of the best known loges in the business (some include: Royal Amazon, Lodge in Brazil, and Mangrove Cay Club in the Bahamas). We make sure to plan out a trip in which our clients can encounter the greatest fly fishing experience. We encourage our clients to take plenty of pictures, so epic catches are well-documented.

A day in the Sweetwater…

·         Prepare and come up with a trip for our client(s)

·         Travel to our feature destination

·         Carry at least two rods (one by Sage and one by Echo)

·         Carry-on a waterproof Simms backpack (which will hold laptop, camera, satellite phone, passport, and reading material)

·         Checked Duffel Bag (will pack waders, guide raincoat, new pair of wading boots, Altera Alpaca socks, fingerless gloves, UV-protection gloves by Buff)

·         Carry a plastic briefcase (bring two or three dozen flies {some trips might require five dozen flies})

·         Use dyed bucktail, feathers, bunny fur and foam on single, barbless hooks

·         Keep a supply of materials at the fishing camp

·         Guide our clients into the wildernesses

·         Fly Fishing

·         In the evenings will sit around a fire camp tying flies late into the night

JOB REQUIREMENTS

·         Ability to perform travel agent responsibilities

·         Be willing to travel and be out in the wilderness for days (sometimes weeks)

·         Ability to guide/leadership skills

·         Communication skills (be able to communicate with our clients as well as being  able to interact with our clientele)

·         Meet our client expectations

·         Have fly fishing abilities/skills

·         Be willing to do research (must have prior knowledge of environment, eco systems, and must know fly fishing terminology)  

·         Must be able to perform fly tying, dry fly tips and tricks, knot tying, fly; casting etc.

·         Ability to carry numerous amounts of pounds

·         First Aid certification

·         Be Family oriented

We’ve got you covered…

We are a company that not only cares about our clientele but we also care greatly about our employees. Our employees are like a part of our family. We plan astonishing trips for our clients while our employees enjoy the very same experience. Come onboard and be a part of Sweetwater Travel. Turn your dreams and to reality while we visit feature destinations such as Suskeena Lodge, Mangrove Cay Club, French Polynesia, and many other destinations.

Websites

http://www.sweetwatertravel.com/
http://www.wsj.com/article_email/what-it-takes-to-go-fly-fishing-with-the-president-1424214978-lMyQjAxMTI1MDE0OTQxMzkzWj
http://fishandboat.com/fish_skills.htm
http://www.careerbuilder.com/jobseeker/jobs/jobdetails.aspx?sc_cmp1=js_jrp_jobclick&APath=2.21.0.0.0&job_did=JHV2026HJ13DP1511Y1&showNewJDP=yes&IPath=QHKV0A

Week 4 EOC: Physical Attractiveness

“Tattoos are more popular than ever, but workers can be dismissed from or denied jobs because of their body modifications.” (http://www.bbc.com/news/magazine-28758900) There are controllable factors such as tattoos and personal hygiene and uncontrollable factors such as scars; they all play a big factor when it comes to seeking a job in places such a hospitality organizations. Physical attractiveness is conclusively a factor used to select employees in positions such as front-of-the-house food servers and hotel front desk agents. I can personally see why companies might not want to hire people with tattoos, personal hygiene and/or with scars. In a consumer point of view, I would feel very uncomfortable watching someone make my food with bad hygiene, certain scars, and/or with tattoos. Not everyone has the same opinion, but that is how I personally feel as a consumer. Thinking as a manager I wouldn’t want to loose customers due to the issue. I understand that certain people might be well fit for the job and they are discriminated over a scar, for example. Certain scars are uncontrollable, and I would understand why it would not be fair for them to get rejected from getting a job. Personal hygiene and tattoos are something that are controllable and I feel that if a person wants to work for a front-of-the-house food server, for example, they should think twice before getting a tattoo in a place that is visible by the public. Personal hygiene is also controllable and there shouldn’t get mad because they cannot get a job due to their bad hygiene. It wouldn’t make sense to hire someone with bad hygiene in any type of job, especially in an area in which consumers are around/visible.  “In nearly all cases, hospitality managers such as Latisha can (and often do) legally impose rules and guidelines that have a basis in social norms, such as those prohibiting visible tattoos, body piercings, or earrings for men.” (Human Resources Management in the Hospitality Industry, P. 78) Since not everyone has the same views and/or opinions about piercing, tattoos, scars, etc. I do believe that there should be certain rules and certain laws when it comes to hiring someone for a job. I believe that a company has the write to hire people who they believe will fit their company’s culture and who will bring more clientele. “While tattoos and piercings may be examples of employee self-expression, they generally are not recognized as signs of religious or racial expression (and thus are not typically protected under federal discrimination laws).” (Human Resources Management in the Hospitality Industry, P. 78) Although it might be unfair for certain people, I feel that it is the right thing because a company can loose their clientele due to certain qualities of their employees.

Week 3 EOC: Work Place Fairness

a. Note that the National Employment Lawyers Association (NELA) sponsors the site. Why do you believe they would do so?
“In the past, some managers felt their employees were not sophisticated enough, nor had the financial resources, to really challenge policies those employees felt were discriminatory or unfair. It is not true today.” (Human Resources Management in the Hospitality Industry, P. 96) I believe that the National Employment Lawyers Association (NELA) sponsors the site so that they can have support from outside organizations. Having support from more than one company and/or organization makes it a better organization. When an organization is a nonprofit organization, it is a good idea to get sponsors because it gives them the opportunity to receive outside resources and also money that will help them be more successful without having to feel like the organization has to come up with all of the money, for example. NELA is an organization that wants to help people who have been discriminated (for example) in their workplace. NELA is a create company that helps employees in cases that involve employment discrimination, illegal workplace harassment, wrongful termination, denial of employee benefits, and also other employment-related matters.
b. What specific resources are available on this site? List at least three such resources.
“Web sites such as Workplace Fairness provide significant assistance to any employee with access to the Internet. According to its posted information, Workplace Fairness “provides information about job rights and employment issues around the country and in all 50 states.” (Human Resources Management in the Hospitality Industry, P, 96) Some of the resources that are available on the NELA site are seminars, articles, reports, different advocacy programs, references from the United States’ courts, and many other resources. NELA is a create website that helps every person and/or employee that is facing some sort of discrimination or harassment in their workplace.
c. What are some specific work-related issues you feel would compel an employee to seek out the type of information found on a site such as this one? How can hospitality managers best address these issues?
“It is for workers, employers, advocates and anyone else who wants to better understand, protect, and strengthen workers’ rights.” (Human Resources Management in the Hospitality Industry, P. 96) Since the NELA website focuses on anyone who is interested in knowing more about the protection of someone’s job any situation due to issues with discrimination, illegal workplace harassment, wrongful termination, denial of employee benefits, and also other employment-related matters would be a great issue would compel an employee to seek out information found in the NELA website. An issue that someone might have can be that they have been feeling discriminated in their job because of their color of skin, hair, ethnicity, etc. Also if someone feels harassed. Examples of these issues are those who NELA can help with. I feel that the hospitality managers can best address these issues by researching themselves about what is right from wrong. They should go to this website and do some research so that they are educated enough and they should be able to teach that everyone is equal in their workplace, for example.

Week 2 EOC: Returning Veterans

There are hundreds of American Soldiers who go flight for our country’s peace, yet they do not think about the challenges that they can face when they return to the civilian world. It is very common for a returning veteran to face PTSD. “War veterans brought PTSD to public attention. But PTSD can stem from traumatic incidents, such as mugging, rape, torture, being kidnapped or held captive, child abuse, car accidents, train wrecks, plane crashes, bombings, or natural disasters such as floods or earthquakes.” (http://www.nlm.nih.gov/medlineplus/magazine/issues/winter09/articles/winter09pg10-14.html) Many returning veterans face with PTSD and they also face challenges when wanting to find a regular job in the civilian life. It is not easy for both the veteran and the employer. The veteran has to face with traumatic situations and/or feelings. There whole life may be affected do to a bombing that they experience, for example. Some returning veterans face with many difficulties; some veterans might feel like they are still at war and when they here a simple thunderstorm, for example, they might react like if they were in war. It is very crucial and hard for the employer to hire a returning veteran. An employer might feel scared and/or intimidating when it comes to hiring a veteran because they do not know what fears or traumas they are facing with. Employers have to think about hiring someone who has been trained to shoot anyone who seems to be a threat, for example. Returning veterans face with many difficult situations such as PTSD or not being able to find a job when they return from war. There life could never be the same.