Analysis of Different Workplace Trainings

In addition, training should also be tailored to specific positions in the company and employees roles. Management may need additional training to help deal with employee issues, while someone in purchasing may need more training on gifting policies and someone in finance needs to understand the company’s position on fraud.

Eliminate sexual harassment against women at work, educational institutions and the provision of goods and services.

There will be a lecture and group activity meeting held every six months in regards to discrimination, harassment, and accountability. There will be behavior stimulation activities to ensure that attitude and behavior adhere to these policies. These meetings should last approximately 30-60 minutes. Any and all questions about these policies can be addressed during this time to make sure everyone thoroughly understands these topics and our policies associated with them.

The training must include information and practical guidance regarding federal and state laws that prohibit sexual harassment, including prevention and correction of harassment, and remedies available to victims. The statute specifically requires employers to use practical examples aimed at instructing supervisors in the prevention of harassment, discrimination, and retaliation.

The resources I chose to help people with workplace training was Canada Social Development Services and Canoshweb. Canada Social Services help inform citizens about workplace safety and tells them what they are allowed to do, depending on the problem. It also informs the user about the rights they have and what they can do to get some help if any of these are being violated. It also lets the worker know what they can say if any of their worker rights are being violated, furthermore this website expands on your rights, and what is safe to do and what is not safe to do and how you can tell if it is safe or not. Also it lets the user know what their duty as a worker is and what they can or cannot do.

1:   The organization can revised the policy so that employees are clear of what Sexual Harassment is.    (1 point)

While employed at Store X no training on the prevention of sexual harassment or harassment ever took place. Prevention and education is key to informing employees of their rights should a right be violated and to keep the discrimination from happening. If training

The structural and psychosocial subsystems are being affected. The structural subsystem is being affected by the behavior of Mr. Johnson, Mr. Ellis, and Mr. Watts. Structural subsystems are the designs, policies, and procedures set forth by the organization. (Brown, D., 2011, pg 41) The employees have followed the chain of command set forth by the organization to deal with problems and change that arise. Both Mr. Ellis and Mr. Watts failed to follow through on their duties by neglecting to address the issue. Most organizations have a policy against sexual harassment and employers have a duty to uphold a harassment free environment, Mr. Ellis and Mr. Watts failed at this measure also. Promoting Mr. Johnson to a supervisory role also disrupted the normal chain of command within the

A survey indicated that about ____ percent of organizations offer some type of sexual harassment training.

Thirty-nine agencies were surveyed (19 adult, 16 youth, and 4 combined), and all agencies had formalized training programs. The results showed that forty-six percent of the agencies offered training to address specific needs of female employees. Seventy-six percent required all staff to take courses in sexual harassment awareness. Fifty-nine percent offered training to decrease gender and race bias/stereotyping and to increase awareness and understanding of gender differences. The primary concern, voiced by 36 percent of these agencies, was for training to understand and help eliminate sexual harassment. (Federal Prisons Journal, 1994, p. 1-23).

b. Based on what you learn from the article, how should a company handle sexual harassment? Consider two situations: (i) before any complaints about sexual harassment have been made; (ii) when a specific claim of sexual harassment is made, for example, a female employee complains to the Human Resources Office that her male supervisor several times has made lewd comments to her and has touched her in an inappropriate way.

The best solution to combating sexism in the workplace is to equalize the gender gap within sexual assault situations by hiring people who are more willing to sleep with men such as heterosexual or bisexual women and homosexual

Regarding effective policies and processes to prevent and handle sexual harassment, one important factor is the federal law Title VII of the 1964 Civil Rights Act under which sexual harassment is prohibited in the United States ("Title VII of the Civil Rights Act of 1964," n.d.). More over, the Equal Employment Opportunity Commission (EEOC) has been granted powers to enforce the Act ("EEOC," n.d.). Throughout the interview, several topics are addressed to bring clarification to uncertainties with procedures for handling

The objective of providing sexual harassment training is to provide knowledge of what behaviors can be considered sexual harassment, prevention of such behavior, and consequences for violation of sexual harassment policy. This training is necessary to show employees they are a valued resource, and the company takes an interest in employee safety and satisfaction while maintaining productivity. The organization will annually provide an interactive training on the company intranet over a one month period. All employees will receive email notification they are signed up for training with required completion by month end. The first part of training will consist of reading the sexual harassment

There is a high importance in implementing commonly successful training procedures such as audiovisual methods, E-learning portal, and on the job experience. Remember, the main purpose of employee training is to develop the employee's skill which will eventually make the organization more profitable (Ameeq-ul-Ameeq, & Hanif, 2013).