Week 9 EOC: Sexual Harassment

"It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature."

 Sexual harassment has become much bigger than an action, it is now an action with legal consequences. It doesn't even have to be sexual but an offensive remark about a person's sex. Through the eyes of the law, it is equal. The harasser and the victim can be either a woman or a man or both can be the same sex. Through its definition it counts through the act itself. Sexual harassment causes emotional and physical reactions that deeply affect a person's life. In some cases, it can get so difficult for the victim that they can turn for the worse such as:

"Stress on personal relationships, fear/anxiety, debilitating depression, sleep/weight problems, alcohol or drug use, tarnished company reputation, and vulnerability to hostile confrontations."

Nowadays, we are educated clearly on how to react to these unwanted advances. The obvious one is to clearly say no and make it known that you reciprocate the advances. If it doesn't stop, it is advised that you document the harassment and get emotional support. It isn't a good or easy idea to handle the situation by yourself. Also document your work, another great backup when (if the advances still continue) would it in writing of the quality of your work that you perform in your job. Finally, when all else fails, file a complaint. The law will take care of the situation, and better in your favor when you have taken the right precautions.

"Although the statistics don't reveal whether the alleged harassers of men also are male, they typically are -- it's rare for a man to file charges against a female coworker or supervisor, says EEOC spokesman David Grinberg."

But here is something else to think about: what about when men are harassed? Surprisingly, there is a high percentage of men who have reported to have been sexually harassed at work. And most of who have be harassed by other male colleagues. Apparently, sexual harassment cases filed by men made up about 16.4% of the 17,717 charges back in 2010 compared to the low 8% from 1990. The work environment isn't the main factor for the difference in the results from both eras but the legal recognition of sexual harassment. The harassment can be the use of feminine pronouns and sexual taunts, stimulated sex acts, and threats of a sexually aggressive nature. Either way, men or women it has to be acknowledged and stopped. One has to file a complaint or take legal action against the harasser. It shouldn't be tolerated!

"We assume that the vast majority of the cases are not individuals who are necessarily gay or transgender, but they're in situations where there are these abrasive codes of masculinity to which men are expected to live up to," Wilchins says."

Source Links:
 http://www.eeoc.gov/laws/types/sexual_harassment.cfm
 http://www.un.org/womenwatch/osagi/pdf/whatissh.pdf
http://career-advice.monster.com/in-the-office/workplace-issues/more-men-report-sexual-harassment-at-work-hot-jobs/article.aspx

Week 8 EOC: 9 to 5 Movie

1. Provide an overview of the individual on-job training process.
 The job training process in the film was basically a quick overview and then they would send you to learn everything else on the job. Judy had never worked before her job at this company, and she was very taken aback by the work routine she would have to follow from then on. Violet showed her what was what but never really ensured that Judy had every task down. She pretty much had to fend for herself and learn from mistakes she made. Mistakes that could have been avoided if Violet had supervised her more carefully in case Judy had a question or needed help. 
 
2. Explain steps that are important in the four-step individual (on-job) training method:
Just like the four-step individual (on-job) training method or preparing, presenting, practice and demonstration, and follow-up coaching. Judy would have really learned her tasks better with all that extra practice and coaching. Not only would Violet have made sure that Judy knew what her job entailed, but there would have been less mistakes later on (like the printer incident). The company would be running more efficiently with the decrease of those mistakes. 
 
3. Explain additional on-job training approaches.
 Just like the four-step individual (on-job) training method or preparing, presenting, practice and demonstration, and follow-up coaching. Judy would have really learned her tasks better with all that extra practice and coaching. Not only would Violet have made sure that Judy knew what her job entailed, but there would have been less mistakes later on (like the printer incident). The company would be running more efficiently with the decrease of those mistakes. 


4. Provide an overview of the group training process.
Group training wasn't really represented in the film, but it was suggested in a couple of scenes. For example, in Judy's first day, Doralee and Roz made sure that Judy knew they were there for her if she had a question or needed help with something. This would build more efficiency between them was a group, and better their teamwork. But something they could be doing when hiring more than one employee was training them together. By training more than one new employee at the same time, it would increase their teamwork and they could rely on each if one had a question and the other could explain it a little better.





5. Review specific procedures to prepare for group training:







They could have set the date for preparation and training at the same time even if they were to be schedule and different time periods later on. Have them be familiarized with their co-workers and the other new employees they will be working with.

6. Discuss procedures to facilitate group training:
Later on, having programs and something like weekly meetings would be great group training, for the current and new employees. They would have better teamwork and communication as a group that would increase their efficiency through their jobs in the company.

7. Discuss the training evaluation process: 
 Evaluation in the training process should be detailed and specific. Trainers have pay attention to how the employees is learning the process and executing the tasks taught to her. Know their positive and negative attributes, to make sure that the negative decrease and they overall improve at an efficient pace throughout their time in the company.