In-House Learning Methods Analysis

With the increase in gender diversity, organizations have developed sexual harassment training supported by top management. This training includes: defining quid pro quo, what hostile environments are, providing examples of types of behaviors that are prohibited and describing disciplinary actions that will be taken in instances of sexual harassment.

Primary research consisted of statistics I obtained from 2014 WBI national workplace survey taken by 1000 adults in the United States. Secondary Sources included books, and online resources. The results of my research, to be discussed more in depth in my report, reveal a startling truth that we need too bring awareness to that is harassment does exist in the workplace.

This research is about sexual harassment in workplaces. Sexual harassment has been seen all over the world, and it is more directed to women and also some men have reported the issues although not that much. The research was done due to the vast number of people complaining of harassment in their workplace and wanted to prove if it’s true. Harassment in workplaces is not only directed to job advances but also as a way to bully other employees, and this makes work productivity in any company.

When a team is developing, communication during all phases of the project is a key component, if team members treat their roles as independent ones, then communication suffers. If the team leader does not communicate with the team members the project flow suffers. Team meetings should be held to discuss the progress of the project and team members asked about their successes and their challenges to gauge the level of communication among the team members. Developing teams need leaders to offer a sense of purpose of direction. Lack of effective leadership challenges effective team development. Without a strong leader to guide the team and hold members accountable, the team may lose morale and momentum. If unable to be present at team meetings, I appoint my deputy to lead to prevent competition for the role from other team members. When team members lack an understanding of their roles or choose not to follow through with their roles the team cannot develop as a cohesive and well-functioning unit. As a developing team, develop specific well defined roles for each team member. By explaining to each team member their roles in detail it will avoid confusion, and monitoring team members to ensure they adhere to their assigned roles. When developing a team, conflicts are inevitable and how team member’s deal with conflict is critical to team development. Invest time on training staff in conflict resolution skills. With the skills to effectively resolve

Bullying, harassment and discrimination amount to core issues in all workplaces and are an integral connection between employee relations and effective human resource management. Bullying and harassment occurs when an employee is mistreated and victimized by fellow workers or supervisors through repeated negative instances of offensive slurs, detrimental feedback, verbal abuse and intended isolation through social exclusion. These instances correlate to “low satisfaction with leadership, work control, social climate, and particularly the experience of role conflict” (Einarsen et al. 1994). Not all departments within

Team leader lack provide guidance when responding to questions and resolving issues that can delay the team. As new requirement is vetted, team leaders needed ensure the information is understood by all members. Creativity is the process that will lead to innovation and values is what a team much exhibit for others to follow. It was identified by all leaders within the meeting that If the teams that were to be successful, they must emulated self directing characteristics. Those teams must followed team development models like the Tuckman model.

Experiential learning as a philosophy is based on the ideals of active and reflective learning, building on previous learning experiences and requiring the personal involvement of the learner. It has been applied in wide variety of learning situations; the experiential approach encourages learners to develop the target language skills through the experience of working together on a specific task, rather than only examining discrete elements of the target language. Experiential learning encourages personal input, initiative, and

Leadership and followership are worthless when a strong foundation for a team is absent. Few teams quickly begin operating and succeeding without taking time to progress through the stages of team development, which reinforces the necessity of educating students on these four stages: “Forming, storming, norming and performing” (Day). The forming stage is simple, as it is a group of individuals joining together to form a team. Most people can accomplish this task without any knowledge or training, but those who partake in a team-building course gain knowledge to form a stronger team from its inception. Such knowledge allows team members to break through the social, economic, and mental barriers that divide them individually in order to see their

In every group there is always that one person who keeps the team on track and motivated. That one person is called the team leader and only select few people are made to be a team leader. The team leader’s main goal is motivating the team members and encourage the team and the leader cannot be selvage. Leaders have to work in their favor and all so the teams favor and wellness. Rules and regulations have to take place to thrive as a team. The team has to agree to take risk, be confident, do research, and do more than complete the goal. Teams have to be passionate in their craft instead of just achieve what is required of

The teamwork and leadership class took me step by step to the academic and practical side of what needs to be developed in my real-life profession. As an assistant professor, and a former team leader of a team-based organization I realize even more. where and how my team and I need to improve. In this paper, firstly I will review the definition of leadership, secondly I will discuss my three top learning choices from the class discussions including self-assessments, resolving conflicts, and the BART theory of listening. Finally, I will conclude with the future development, or practices that will be inserted into my profession in teamwork, team leadership, and the areas need to improve, establish or change.

There have been some scientific studies and/or surveys suggest that workplace bullying is a well known epidemic problem in the American Workforce. Studies suggested that from 2007 and 2008 that more than 1,000 adults confirmed that 45 % reported that they have indeed worked for an abusive boss or co-worker. Also, in September of 2007 a poll suggested that 37% American Workers or 54 million employees reported that they have been bullied at work. Bullying affects nearly half or 49 % of full and part time employees in America or an estimated 71.5% million workers. With this in mind, there was a study conducted by the Society for Human Resource Management or (SHRM) and the Ethics Resource Center that a 3rd of HR professionals or 32% have reported observing some form of misconduct regarding workplace bullying. HR also indicated that this violated their company’s ethnic’s standards, policies and procedures etc. (Daniel. T. 1-30)

Upon successful completion of this project I will identify an existing problem of a team that I am a part of and I will act as team leader and develop a coaching plan to solve this problem. I will use my current place of employment as an example. As team leader, I will lead the resolution to the problem and build a more cohesive and productive team.

The focus of this paper is to show how communication is a very vital and important factor in a team’s success. I will cover how it helps to identify each individual team member’s role. I will discuss how team communication helps everyone in the team to understand the end goal, and I will also discuss how communication is a vital part of project planning within the team.

The article “The Discipline of Teams” defines the team, a team is a few people, who have complementary skills, and they are insisting on the same purpose, they should set the performance goals and the approach for which they hold themselves mutually accountable. Moreover, it should be mentioned that the supervisors want to make a better determination about the team; at the first they should clearly understand what is a team. In addition, the writers discuss the four elements in the article: common commitment and purpose, performance goals, complementary skills, and mutual accountability. Those are deciding the function of the teams.

One of a manager’s chief responsibilities is to create working situations that are in line with the vision and goals of the organization, and to utilize the talents and skills from people within the company ranks. The manager is the leader of the team, and the leader must have a clear understanding of the company culture and vision, and of the goals that the company wishes to achieve, so that he can select the right people to work together. The leader must know how they will contribute to the team and what the team will be consistently able to expect as guidance and direction once formed. In order to design an effective team, leaders must be active participants in the development and continued success of groups through a cyclical process of observing teams through their work and rewarding their successes as a unified collective.