At this program’s conclusion, participants should be able to: * Define sexual harassment. * Identify the myths surrounding sexual harassment. * Review the laws and basic court decisions about sexual harassment. * Identify what is and what is not sexual harassment. * Practice dealing with sexual harassment. * Document their understanding of sexual harassment. Responsibility: Using sexual-harassment prevention knowledge gained from the program, trainees will have an opportunity to test their knowledge of the law by determining how they would handle a variety of workplace situations.
Time: The training will be conducted 1 hour a week for 3 weeks or until every employee has attended training. 2. Explain what the mean for pre and post training means, why are these figures important? The mean is the mathematical average of a set of numbers. Using a mean to describe a score in a study helps to level the data to remove the influence of random errors in the experiment. In this case study: For the option talking to a manager, the mean pre-training rating was 3. 4, as compared to a mean post- training rating of 3. , a statistically significant change at p <0. 001. For the option reporting the incident to human resources, the mean pre-training rating was 3. 1, as compared to a mean post-training rating of 3. 7, a statistically significant change at p <0. 001. For the option contacting an attorney, the mean pre-training rating was 1. 8, as compared to a mean post-training rating of 2. 0, a statistically significant change at p<0. 01. For the option confronting the harasser, the mean pre-training rating was 3. , as compared to a mean post-training rating of 4. 0, a statistically significant change at p<0. 001. For the option ignoring the behavior, the mean pre-training rating was 2. 5, as compared to a mean post-training rating of 2. 2, a statistically significant change at p<0. 001. For the option discussing with a co-worker, the mean pre-training rating was 3. 4, as compared to a mean post-training rating of 3. 6, a statistically significant change at p<. 05. 3. Using the Kirkpatrick Evaluation Model did the training achieve the desired results?
The Essay on Managing The Sexual Harassment Crisis At Mitsubishi Motors
MANAGING THE SEXUAL HARASSMENT CRISIS AT MITSUBISHI MOTORS ABSTRACT The debate on what constitutes prohibited acts of sexual harassment continues to linger through the years. As a matter of fact, both national and international communities do not have exact definition of the term sexual harassment and this leads to a lot of confusion among employees affected. While some define sexual harassment in ...
Why or why not? Results from the case study information indicate that the sexual harassment Prevention Training program “achieved the goal of increasing the likelihood that attendees would contact a manager and/or human resources if sexually harassed. The training program also achieved the goal of decreasing the likelihood that trainees would ignore sexually harassing behavior” (Moskowitz, 2008).
4. Where any unexpected questions raised from this training? If so which questions? If not, why do you think the results were expected? Yes.
In this case study, or evaluation process, we found that the trainees would rather confront the harassers face-to-face as a first line of defense rather than seeking help elsewhere. 5. Which levels of information were collected and used in the Kirkpatrick Evaluation Model? Explain why or why not each level was or was not used. In this case study the employees were asked to participate in Sexual Harassment Prevention training that has a proven record of influencing employees to take appropriate action and not ignore sexual harassment. In this case study Level III data was collected because it was deemed the most relevant to this program.
The Essay on A proposal for a training program for international peace-keeping organizations
The peace keeping program explores the training needs and practices of four distinct groups involved in peace operations- US government agencies, the military, international civilian police, and non governmental organizations- that are expected to respond, separately or collaborate, to emergencies in affected areas around the world (Schoenhaus, 2002 p 9). The United States government has been said ...
The other levels, Level I: Reaction, Level II: Learning and Level IV: Results were not used because this training program was an education tool used by the company to make employees aware that sexual harassment is illegal and will not be tolerated in the workplace. It isn’t important if the employees liked it or not, and it wasn’t designed for gaining any skills, and it didn’t reduced cost or improved quality. The program educated the employees. REFERENCES Michael Moskowitz. A Practical Guide to Training and Development. Pg. 160-166.
