...HR 512 Training Training on Sexual Harassment Carolyn P Garrity November 21th, 2012 Sanjoy Barman Md. Kamrul Ahsan Emon Rafsan Kabir Confederation College Contents Introduction 3 Training Need Analysis 4 Tool Design: 4 Effective use of tools: 4 Survey on Sexual Harassment 5 Report of findings: 7 TRAINING PROPOSAL 12 1. Title of Training Proposal: Avoid Sexual Harassment at Your Workplace. 12 2. Sector: 12 3. Brief Description of Training 12 3.1 Training Objective: 13 Participants will learn: 13 TRAINING DESIGN 14 4. Details of Training Design: 14 4.1Proposed Date and Duration of Training 14 4.2 Course Outline: 15 I. Understand and reinforce the need for sexual harassment training 15 II. Identify and legally define discrimination and harassment 15 III. Prevent harassment and discrimination 15 IV. Understand different gender and cultural communication methods 16 V. Active and respectful communication skills 16 VI. Case study application, course review and examination 16 4.3 Training Output: 17 4.3 Methodology: 17 Return on Investment 18 Target Group 18 Training Costs 19 Training Plan 20 Name and Designation of Officer to be contacted for details: 23 Bibliography 24 Appendix 25 Introduction Training helps the organization to identify the effectiveness of training. It indicates the performance required for the employees to perform the job. Training plays an important role to develop the skills and performance of the...
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...Working Paper Series No. 59 Sexual harassment in the workplace: a literature review Carrie Hunt, Marilyn Davidson, Sandra Fielden and Helge Hoel Manchester Business School, University of Manchester Sexual harassment in the workplace: A literature review Carrie Hunt, Marilyn Davidson, Sandra Fielden and Helge Hoel The Centre for Equality and Diversity at Work Manchester Business School, University of Manchester 2 © Equal Opportunities Commission 2007 First published Summer 2007 ISBN 978 1 84206 033 9 EOC WORKING PAPER SERIES The EOC Working Paper Series provides a channel for the dissemination of research carried out by externally commissioned researchers. The views expressed in this report are those of the authors and do not necessarily represent the views of the Commission or other participating organisations. The Commission is publishing the report as a contribution to discussion and debate. Please contact the Research and Resources team for further information about other EOC research reports, or visit our website: Research and Resources Equal Opportunities Commission Arndale House Arndale Centre Manchester M4 3EQ Email: research@eoc.org.uk Telephone: 0161 838 8340 Website: www.eoc.org.uk/research You can download a copy of this report as a PDF from our website, or call our Helpline to order a copy: Website: Email: Helpline: www.eoc.org.uk/research info@eoc.org.uk 0845 601 5901 (calls charged at local rates) ...
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...Working Paper Series No. 59 Sexual harassment in the workplace: a literature review Carrie Hunt, Marilyn Davidson, Sandra Fielden and Helge Hoel Manchester Business School, University of Manchester Sexual harassment in the workplace: A literature review Carrie Hunt, Marilyn Davidson, Sandra Fielden and Helge Hoel The Centre for Equality and Diversity at Work Manchester Business School, University of Manchester 2 © Equal Opportunities Commission 2007 First published Summer 2007 ISBN 978 1 84206 033 9 EOC WORKING PAPER SERIES The EOC Working Paper Series provides a channel for the dissemination of research carried out by externally commissioned researchers. The views expressed in this report are those of the authors and do not necessarily represent the views of the Commission or other participating organisations. The Commission is publishing the report as a contribution to discussion and debate. Please contact the Research and Resources team for further information about other EOC research reports, or visit our website: Research and Resources Equal Opportunities Commission Arndale House Arndale Centre Manchester M4 3EQ Email: research@eoc.org.uk Telephone: 0161 838 8340 Website: www.eoc.org.uk/research You can download a copy of this report as a PDF from our website, or call our Helpline to order a copy: Website: Email: Helpline: www.eoc.org.uk/research info@eoc.org.uk 0845 601 5901 (calls charged at local rates) Interpreting service available for callers...
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...Sexual Harassment Timothy Vahle Rasmussen College This assignment is being submitted for Jeri Retzlaff’s B440 Managing a Diverse Workforce Course on March 1, 2015. TO: Employer s FROM: Diversity Resolutions DATE: March 1, 2015 SUBJECT: Sexual Harassment Resolutions Sexual harassment is a considerable issue for employers that may lead to lawsuits and eventually create monetary issues and poor public image. Sexual harassment by supervisors and other employees is on the rise over recent years, so steps must be taken to reduce or eliminate cases. It is better that lawsuits are never filed for the image of the company, regardless of how the case may turn out. Many forms of compensation are available to an employee if a case is won by the plaintiff: 1) Back pay for lost wages and benefits. 2) Front pay. 3) Attorney fees. 4) Compensation for pain and suffering. 5) Court costs. Such cases that are determined to be unfounded can be costly. Media may get hold of such allegations and create an uproar that may lead to the destruction of credibility within the organization. Defendant attorney fees and court costs are to be considered as well as loss of production due to allegation distractions. An organization wishes to avoid all of these expenses and distractions. There are certain things that the company can do to help that cause. An effective plan must be established and carried out to ensure maximum effectiveness, though elimination of such...
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...& Insights Of Sexual Harassment Of Women At Educational Institutions Human Resource Management Project Report Factors & Insights Of Sexual Harassment Of Women At Educational Institutions Human Resource Management Project Report its objective to increase the speed and accuracy of problem- Table Of Contents 1. Introduction---------------------------------------------------------------------------------------------------2 2. Motivation-----------------------------------------------------------------------------------------------------3 3. Literature Review--------------------------------------------------------------------------------------------3 a) Sexual harassment against women at educational institutions----------------------------3 b) Article: Sexual harassment at workplace and in educational institutions: case study of District Srinagar----------------------------------------------------------------5 c) Research study on the nature, extent and impact of sexual harassment of women at Maharashtra-----------------------------------------------------------------------------7 4. Methodology---------------------------------------------------------------------------------------------------9 a) Factors taken for the survey---------------------------------------------------------------------10 b) Interview questionnaire design------------------------------------------------------------------10 5. Results-------...
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...ASRXXX10.1177/0003122412451728M Sexual Harassment, Workplace Authority, and the Paradox of Power American Sociological Review 77(4) 625–647 © American Sociological Association 2012 DOI: 10.1177/0003122412451728 http://asr.sagepub.com Heather McLaughlin,a Christopher Uggen,a and Amy Blackstoneb Abstract Power is at the core of feminist theories of sexual harassment, although it has rarely been measured directly in terms of workplace authority. Popular characterizations portray male supervisors harassing female subordinates, but power-threat theories suggest that women in authority may be more frequent targets. This article analyzes longitudinal survey data and qualitative interviews from the Youth Development Study to test this idea and to delineate why and how supervisory authority, gender nonconformity, and workplace sex ratios affect harassment. Relative to nonsupervisors, female supervisors are more likely to report harassing behaviors and to define their experiences as sexual harassment. Sexual harassment can serve as an equalizer against women in power, motivated more by control and domination than by sexual desire. Interviews point to social isolation as a mechanism linking harassment to gender nonconformity and women’s authority, particularly in male-dominated work settings. Keywords inequality, gender, power, sexual harassment The term sexual harassment was not coined until the 1970s (Farley 1978), but formal organizational responses have since diffused rapidly (Dobbin...
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...…………………………….…...iv Executive Summary…………………………………………………………………….....v Introduction……………………………………………………………………………………....1 Overview……………………………………………………………………………….….1 Background………………………………………………………………………………..1 Objective…………………………………………………………………………………..1 Benefits…………………………………………………………………………………....1 Methods of Research……………………………………………………………………...1 Problems and Purpose of Study………………………………………………………………...1 Methods and Procedures…………………………………………………………………….......2 Study Description……………………………………………………………………........3 Report Preview………….…………………………………………………………………….....3 Elements for an Effective Policy……………………………………………………….....4 Start with a Harassment Policy…………………………………...………..….......4 Require Full Disclosure…………………………………………………………...4 Create a Love Contract………………………………………………………........5 Advise against PDA………………………………………………………...……..5 Keep tabs on Office Sentiment………………………………………………........5 Seek Legal Counsel ………………………………………………………………5 Findings with Appropriate Divisions……………………………………………………...…....5 Interview One. Colin Chase, Chase Info Systems………………………………………...5 Interview Two. James Houston, Climate Cooling………………………………………...6 Interview Three. Maureen Lutkins, Callums Underwriting…………………………….....7 Interview Four. Craig Pruett, Klippers Golf……………………………………………....7 Interview Five. Naile Brennon, K-Bay Catering……………………………………….....8 Summary………………………………………………………………………………………...10 Conclusions and Recommendations………………………………………………………...
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...Review the Virginia Pollard case information located at the beginning of this project: You Decide ES. (If you click here, you will return to the face-sheet of the project area. To return, click the Begin button again. You can do this all week.) To do well on this project, study the readings for this week, and consider the work we did in Week 5. You may want to do some outside research for this project as well, reviewing recent case law on discrimination and harassment, and including that in your answers to the project. Do NOT discuss this project with your classmates. You should do the work on your own. This project is "pooled" meaning your classmates may have different questions than you do. This project is worth 100 points toward your final grade. You can access this area all week, and continue updating your answers until the end of the week -- be sure to hit "save answers" before leaving each time! When you are done working on the project, hit "Submit for grade" and then it will be available in the grade book for grading. Your role in answering the questions: You are the independent Human Resources Consultant hired by Teddy's Supplies to help explain to the company what the case against them will entail. You have gleaned the facts from your investigations into the situation to date. You have never talked with Virginia Pollard. The case is currently in the appeals stage and the company executives have some questions for you. Answer them using the most recent legal...
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...Assignment Template and Rubric Legal Aspects of HRM Assignment Complete the questions below from Units 1, 2 and 3. Use this document as your template. Submit this document to the unit Dropbox when you have completed the Assignment. Full Name: Instructions: Download this document to your computer before filling it out. Save using SAVE AS and add your name to the front removing the phrase “YourName.” All of the questions below should be appropriately answered (typed) and the document saved again before submitting to the unit Dropbox. 1. Define Human Resource Management: (2 points) The policies, practices, and systems that influence employees’ behavior, attitudes, and performance. 2. Identify the three branches of the federal government and the role of each branch with regard to equal employment opportunity. Branch: Legislative Role: Develop laws in response to societies needs. (2 points) Branch: Judicial Role: Interprets the law and holds trials concerning violations of the law. (2 points) Branch: Executive Role: Enforcing laws passed by congress. (2 points) 3. For each of the following situations, identify at least one constitutional amendment, law, or executive order that might apply: A. A veteran of the Vietnam conflict experiences lower-back pain after sitting for extended periods of time. He has applied for promotion to a supervisory position that has traditionally involved spending most of the workday...
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...Different country, different problems: examining the way immigrants from former USSR experience and cope with workplace aggression. In this qualitative study I analyze the way immigrant workers experience workplace aggression in Israeli companies, actions taken to deal with aggression and possible actions to be taken in future. Study participants were immigrant workers, emigrated from former USSR during last 23 years. Their narratives were analyzed for common topics. Data show that most participants did not take some actions to cope with aggression; however, some mentioned a few different ways. Two participants’ strategies were successful. Employer responses included indifference and various forms of retaliation. Most participants would allegedly act differently in future. Questions for future research are suggested. Table of Contents I. Introduction 4 II. Theoretical background 6 1. Workplace aggression 6 2. Types of workplace aggression. 7 3. Measuring Workplace aggression 8 4. Immigrants as victims of aggression 9 5. Immigrants form former USSR in Israel 11 6. Preventing and coping with workplace aggression 12 III. Method 14 VI. Findings and discussion 16 V. Summary and Conclusions 28 VI. Bibliography 30 VII. Appendix 35 I. Introduction Almost anyone who has ever worked has experienced workplace aggression in one form or another. Workplace aggression is something we do not like to talk about and something that a lot...
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...CASE –iv Conflict in close quarters Overview of the Case Study (3 slides) The case study was an experiment to study the dynamics of isolation in long-term space travel by a team of psychologists at Moscow's Institute for Biomedical Problems (IBMP). Within the confines of a replica Mir space station, three international researchers, including a Canadian, Japanese and Austrian participant were isolated with four Russian cosmonauts for 110 days. At the New Year's Eve party, the participants partook in the drinking of vodka, which was allowed by the Russian space agency. What evolved was a series of events which involved violence, sexual harassment, and questionable ethics. A violent fight erupted between two of the cosmonauts, which was resolved quickly. Later, the Russian commander aggressively kissed, twice, the only female participant, Judith Lapierre. All three of the international participants appealed to the IBMP regarding the Russians behaviour, requesting disciplinary action. The experiment ended in controversy as the Russians downplayed the kiss, saying it was a fleeting kiss and blaming an emotional female participant whilst Lapierre claimed sexual harassment. Thus, was it really sexual harassment or a stolen kiss? Or is the question here that the parties involved here had attached different meanings to the same incident. Cultural differences amongst the participants led to the conflict, which were exacerbated by the influence of alcohol. The Russians...
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...particularly groups of workers represented by a union. Industrial relations are basically the interactions between employers, employees and the government, and the institutions and associations through which such interactions are mediated. The term industrial relations have a broad as well as a narrow outlook. Originally, industrial relations were broadly defined to include the relationships and interactions between employers and employees. From this perspective, industrial relations cover all aspects of the employment relationship, including human resource management, employee relations, and union-management (or labour) relations. Now its meaning has become more specific and restricted. Accordingly, industrial relations pertains to the study and practice of collective bargaining,...
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...Revision of Manuscript # 17-02-88 Running head: ATTRACTIVENESS AND SEXUAL HARASSMENT Effects of Physical Attractiveness When Evaluating a Male Employee’s Allegation of Sexual Harassment by His Female Employer Karl L. Wuensch and Charles H. Moore East Carolina University Abstract College students (N = 324) served as mock jurors in a simulated civil case in which a male plaintiff accused a female defendant of sexual harassment. The physical attractiveness of the litigants was experimentally manipulated. Mock jurors were asked to decide whether the defendant was guilty or not and to rate their certainty of belief in the defendant's guilt. Jurors were more certain of the guilt of the defendant when the plaintiff was attractive than when he was unattractive. Plaintiff attractiveness significantly affected female jurors’ verdicts when the defendant was unattractive, but not when she was attractive. With male jurors, plaintiff attractiveness significantly affected their verdicts when the defendant was attractive, but not when she was unattractive. Female jurors were more likely than male jurors to conclude that sexual harassment did take place, but only when the litigants were different in attractiveness. Effects of Physical Attractiveness When Evaluating a Male Employee’s Allegation of Sexual Harassment by his Female Employer Physically attractive people are perceived in a more positive fashion than are the physically unattractive (Dion, Berscheid, &...
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...Sexual Assault and Women in the Military Robb Johnson English 111 Professor Murray December 19, 2014 The protection and equal treatment of the men and women who serve in the Armed Forces of the United States is one the most important duties of the United States Department of Defense. With an annual budget of $500 billion dollars, and nearly 2.5 million active and reserve servicemen and women serving around the world, the Department of Defense is one of the most important and visible functioning organizations in the United States Government ("DoD releases fiscal," 2014). The men and women who serve in the Armed Forces are expected to exemplify what it means to be an American citizen and have an expectation to receive the appropriate care and respect in return for their services. Recent allegations of numerous cases of sexual assaults throughout the United States Armed Forces has left many wondering how this nation’s most entrusted organization could allow for this to take place. Reports show that servicewomen are being subjected to unethical treatment, specifically sexual harassment/assault at rates that have not been previously experienced. This raises the question of leadership and the policies in place to deal with such unethical treatment, and how the Department of Defense will move forward on the issues of sexual assault and women in the military. It has taken the stories of brave women to step forward and share their horrific experiences for this issue to come to the...
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...Sexual Harassment in the Workplace EXPERIENCES OF WOMEN IN THE HEALTH SECTOR Paramita Chaudhuri Health and Population Innovation Fellowship Programme Working Paper, No. 1 This report is the result of a project entitled “Understanding Sexual Harassment in the Health Sector,” undertaken as part of the Health and Population Innovation Fellowship (HPIF) awarded to the author in 2004. The HPIF programme is administered by the Population Council, New Delhi and is a continuation of the MacArthur Foundation’s Fund for Leadership Development (FLD) fellowship programme that continued over the period 1995 to 2004. The Council is grateful to the MacArthur Foundation for its support to this programme. The HPIF programme aims to support mid-career individuals who have innovative ideas, leadership potential, and the capacity to help shape policy and public debate in the field of population, reproductive health and rights in general, with a focus on two priority themes – maternal mortality and morbidity, and the sexual and reproductive health and rights of young people. Since the transfer of the programme to the Population Council through 2006, a total of 17 individuals have been supported under the HPIF programme. For additional copies of this report, please contact: Paramita Chaudhuri Senior Programme Officer Sanhita 89B Raja Basanto Roy Road Kolkata 700 029 Email: sanhita@cal.vsnl.net.in Phone: 033-24227965 Population Council Zone 5A, Ground Floor India Habitat Centre, Lodi Road...
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