There are several standardized training events in large organizations that are required annually or biannually. One of these is often sexual harassment.
[SOLVED 2023] There are several standardized training events in large organizations that are required annually or biannually. One of these is often sexual harassment..
UNIT VI: Instructions
There are several standardized training events in large organizations that are required annually or biannually. One of these is often sexual harassment. For this assignment, write a training plan for all employees in your firm to educate and develop their awareness of sexual harassment and understanding of legal and organizational policies.
Be sure to include training aspects of planning, design, implementation, and evaluation.
Narrative form
This plan should be in narrative form with a minimum requirement of 500 words. Discuss the following guidelines to complete your plan.
Planning: Should all employees be trained at once? If not, who should be trained first? What are the anticipated outcomes or terminal learning objectives of the training?
Multiple shifts
Design: In what format should the training be given, and why? What modalities will be used for employees on multiple shifts or in multiple locations? What are the core elements of the training that will align with the learning objectives?
Implementation: Who will lead the training, and how will it be implemented? Will you be training for knowledge or behavior change? How will you conduct the actual training to account for knowledge and/or behavioral change?
Evaluation: How will you know if the training was successful? What measures will you use to know if employees 1) learned from the training, 2) behaved differently after the training, and 3) the training has a bottom line impact to the firm?
Any sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations in APA format.
Expert Answer and Explanation
Training Plan
Planning
Before carrying out the sexual harassment training program, it is essential to identify the learning objectives that the employees are required to be aware of at the end of the session. At the end of the training program, all the employees are expected not to discriminate each other based on gender on issues like the failure of the manager to promote a worker due to decline on sexual advances.
Expose private body parts
Also, the employees are expected to avoid indecent exposure through putting on clothes that expose private body parts, avoid stalking each other, and making obscene and threatening communications either through phones, emails, letters, and text messages. The training program should be done through shifts starting with the company executives, managers and key stakeholders then followed by the field employees.
The executives act as the role model to the employees and change should start with them.
Design
The learning format should involve classroom training where the trainees come together, and the instructor shares the sexual harassment ethics. Use of classroom ensures that the employees have a proper learning environment that is safe, quiet and clean thus increasing understanding (Silberman and Biech, 2015).
Modalities in the training program can be done through the use of instructor-led and virtual stimulation learning. The instructor-led training method enables the employees to receive feedback on their questions thus enhancing in-depth knowledge.
Use of virtual stimulation allows the trainees to virtualize the behaviors of the actors; thus, able to make a situational judgment about themselves. The availability of training materials that cover topics on workplace sexual harassment is likely to be aligned with the objectives. Inclusively, the availability of training objectives, having professional trainers, and effective evaluation are essential elements in the achievement of goals.
Implementation
Providing inspirational speech
A professional on sexual harassment will be hired to carry out the training program. The implementation will involve the establishment of the training goals by looking at the objectives set by the company. Determination of the training modalities then follows through consideration of the learning needs and the easiest way of increasing understanding and creating awareness.
The trainers then engage with the employees through the provision of the learning experiences like providing inspirational speech and coming up with the winning concepts.
Time of training should be appropriate to ensure no employee is left out. Follow up activities are necessary to ensure the workers adopt the knowledge and behaviors from the training (Lacerenza et al., 2017). The training will be driven towards changing the character and imparting knowledge to the employees.
This will be achieved through the instructor-led training that passes expertise and information on sexual harassment. The use of virtual simulation enables the employees to change their behavior through situational assessment.
Evaluation
The success of a training program will be known by looking at the training outcomes such as changes in the behavior, response to questions asked by the instructor, and the learning takeaways. Knowing whether the employees learned from the training needs checking the key takeaways that are linked with the objectives provided at the beginning of the training.
The application of the training knowledge and behaviors in the learning program can be a useful tool in the determination of changes in behavior. A complete transition of sexual behavior of the employees within a firm is likely to be evident by increased customer relation, reduced interpersonal conflicts, regular promotions, and reduced problems associated with the labor union.
>references
References
Lacerenza, C. N., Reyes, D. L., Marlow, S. L., Joseph, D. L., & Salas, E. (2017). Leadership training design, delivery, and implementation: A meta-analysis. Journal of Applied Psychology, 102(12), 1686.
Silberman, M. L., & Biech, E. (2015). Active training: A handbook of techniques, designs, case examples and tips. John Wiley & Sons.
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FAQs
Workplace harassment policy sample
Here is a sample workplace harassment policy that can be adapted for use in different organizations:
- Purpose
Our organization is committed to maintaining a work environment free of harassment, discrimination, and retaliation. This policy outlines our expectations for all employees regarding behavior in the workplace, and our procedures for addressing complaints of harassment.
- Scope
This policy applies to all employees, contractors, and volunteers of our organization. It covers all aspects of employment, including hiring, training, promotion, and termination.
- Prohibited Conduct
Harassment of any kind is prohibited in the workplace, including but not limited to:
- Verbal harassment, such as derogatory comments, slurs, or jokes.
- Physical harassment, such as unwanted touching, blocking movement, or assault.
- Visual harassment, such as displaying sexually suggestive images or objects.
- Written harassment, such as sending offensive emails, texts, or notes.
- Retaliation against an employee who reports harassment or participates in an investigation.
- Reporting Harassment
Human resources department
Employees who experience harassment, or who witness harassment, are encouraged to report it to their supervisor or to the Human Resources department. Reports can be made verbally or in writing, and will be kept confidential to the extent possible.
Employees who make a report of harassment will not be subject to retaliation or adverse employment action for making a report in good faith.
- Investigation and Resolution
All reports of harassment will be investigated promptly, impartially, and confidentially. Investigations may include interviews with witnesses, review of documents, and any other appropriate measures.
If it is determined that harassment has occurred, appropriate disciplinary action will be taken, up to and including termination of employment. In addition, steps will be taken to prevent further harassment, and to provide support to the victim and other affected employees.
- Conclusion
Our organization is committed to providing a work environment that is respectful, inclusive, and free of harassment. We expect all employees to uphold this policy and to treat each other with dignity and respect.
Anti discrimination and harassment policy
Here is a sample anti-discrimination and harassment policy that can be adapted for use in different organizations:
- Purpose
Our organization is committed to providing a work environment that is free of discrimination and harassment. This policy outlines our expectations for all employees regarding behavior in the workplace, and our procedures for addressing complaints of discrimination and harassment.
- Scope
This policy applies to all employees, contractors, and volunteers of our organization. It covers all aspects of employment, including hiring, training, promotion, and termination.
- Prohibited Conduct
Discrimination and harassment of any kind are prohibited in the workplace, including but not limited to:
- Discrimination based on race, color, national origin, religion, sex, gender identity or expression, sexual orientation, age, disability, or any other protected characteristic.
- Harassment based on any of the above characteristics, including verbal, physical, visual, and written harassment.
- Retaliation against an employee who reports discrimination or harassment or participates in an investigation.
- Reporting Discrimination and Harassment
Employees who experience discrimination or harassment, or who witness discrimination or harassment, are encouraged to report it to their supervisor or to the Human Resources department. Reports can be made verbally or in writing, and will be kept confidential to the extent possible.
Employees who make a report of discrimination or harassment will not be subject to retaliation or adverse employment action for making a report in good faith.
- Investigation and Resolution
All reports of discrimination or harassment will be investigated promptly, impartially, and confidentially. Investigations may include interviews with witnesses, review of documents, and any other appropriate measures.
If it is determined that discrimination or harassment has occurred, appropriate disciplinary action will be taken, up to and including termination of employment. In addition, steps will be taken to prevent further discrimination or harassment, and to provide support to the victim and other affected employees.
- Conclusion
Our organization is committed to providing a work environment that is respectful, inclusive, and free of discrimination and harassment. We expect all employees to uphold this policy and to treat each other with dignity and respect.
