In creating a program for harassment prevention within my organization, I must rely on various resources, including textbooks, articles, videos, case studies, web resources, and simulations. The first set of resources that I will utilize in designing an effective program is web resources. In this case, I will focus on publications by the Society for Human Resource Management Website. I will also consider articles from relevant professional websites like the American Psychological Association (Ruman et al., 2019). Getting articles from such organizations will help me understand the theoretical approach to solving the current problem within my organization. In ensuring the effective completion of this task, I will also rely on textbooks in the human resource management field. Through the use of textbooks, I will be able to access real-life scenarios similar to my current situation. Case Studies will also help me access the right comparisons between other similar scenarios and establish the right procedures. I will also rely on YouTube videos and documentaries on workplace harassment. By watching videos, I will understand how to plan and effectively teach the company managers and supervisors the importance of avoiding workplace harassment.
Resource # 1: Textbook
In creation of the training program, I will rely on a textbook, “Leading Change” by John Kotter. Through this resource, I will be able understand why the company needs content to include in the training program for an effective organizational change. Kotter’s work expresses the reasons for failure in organizations, with employee motivation and lack of driving forces being some of the key reasons for failure. With this resource, I will be able to educate the supervisors why harassment could be detrimental in the company’s sustainability, as it could result in low employee motivation and consequently, low performance. I selected this material because it outlines why it states how to initiate change. In this case, the company requires behavioral change, which will be crucial for good relations between supervisors and other employees. I also chose the material because it is accessible freely through the university library.
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Resource #2 Websites
The HRM website will equip me with the relevant publications on how to effectively train managers and supervisors on harassment prevention. The HRM is also an essential resource for the design of the training program because it allows users to access publications at relatively lower costs than in other websites. For instance, through the website, I will access more than three free publications every day. With such publications, I will be able to find the right procedures for making the program successful. Using the SHRM website resources will also be influenced by their relevance to the context of my problem. In this case, SRHM publishes materials that relate to the daily activities of an HR official. With this website, I can easily access materials on harassment prevention and other key topics in the human resource field.
Under the SHRM website, I will first use Wilkie Dana’s article, “When HR gets it wrong: Training that doesn’t work, https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/hr-gets-it-wrong-3-.aspx ” The free resource will enable me to understand the right practices that I must undertake in ensuring that the success of my program. The resource blends the exact steps that must be followed by HRs when training their bosses. In my situation, I must train managers and supervisors who have ultimate control over the company’s activities. Consequently, this could be challenging for me as I have to deal with superiors. Therefore, I must act sensitively in completing the training. Wilkie’s article follows a similar scenario, whereby an HR manager offering training on workplace bullying faced tough questions from the company’s CEO. Throughout the session, the CEO kept asking provocative questions. For the trainer, the best way he avoided a confrontation with the CEO was by maintaining professionalism and addressing them well despite the constant pressure from his superiors.
Wilkie’s resource is essential in educating me on effectively planning the session to avoid experiences the same problems encountered by Kraemer in Wilkie’s article. In my training, I must focus on making the superiors understand the financial and legal implications of their harassment behaviors. In this case, I must enlist the federal and state regulations on workplace harassment as a way of attracting their attention to what I tell them. I must also survey the attendees to understand their past encounters with harassment in the organization. With such information, I will be able to understand the areas to omit in my presentation. For instance, I must avoid using examples to arouse mixed feelings among the supervisors or the company manager (Perry, 2018). In the end, the program must be educative, rather than provocative or judgmental for past harassment by the trainees. According to this resource, I must also ensure that the training aligns with the company’s goals and values. In this case, I must connect the prevention program with the company’s values, goals, and beliefs to retain relevance among the top management officials.
The SHRM website will also be essential for me to access educative videos for free. In their YouTube Channel, the organization offers free videos on how human resource managers can effectively implement policies or educate their staff on harassment prevention. For instance, in the video, “When HR gets it wrong: Internal vs. External Investigations https://youtu.be/Q5hunlJyB4Q ,” HRs must seek help in conducting employee and staff training.
Resource # 3: Videos
In completing this exercise, I will also rely on videos from various channels. One of the critical advantages of this resource is that its videos are free on various platforms like YouTube. In this case, I will rely on three sources for credible videos on how to address workplace harassment among supervisors and managers. I will draw my videos from YouTube channels, including Ted X Talks and the US EEOC, Office of Federal Operations Training. With YouTube videos and documentaries, I can access descriptions of how other companies or individuals have successfully addressed the issue within their paradigms without offsetting power balance.
Under YouTube videos, my first resource will be the US EEOC, which lists various ways to solve workplace harassment. In the video, "How to recognize, address, and prevent workplace harassment https://youtu.be/tVtJcVbbjcA ," the source outlines the first step for fighting harassment identification of the problem and convening of the right policy changes. In this case, the training program will focus on creating avenues for reporting, which can be developed through collaborative action with trainees. I must also inform the trainees that any issues of harassment must be reported; hence they must refrain from harassing junior employees. As indicated under this resource, I must also inform the trainees of the consequences, both legal and financial, that they could face for indulging in workplace harassment. In this case, the resource recommends that I avoid being skeptical in my training to hinder effective training outcomes from being achieved. In this case, I must address the issue without fear of being fired, as it is the only way to save the company from legal and financial implications.
I will also rely on Ted X Talks resources because they offer real-life experiences on workplace bullying. By watching the videos, I can easily identify areas that I must address in my training exercise. In his presentation, "Bullying and corporate psychopaths at work https://youtu.be/tlB1pFwGhA4 ," he states that bullying is one of the leading causes for the high rates of people who leave their jobs. In essence, Clive emphasizes the importance of teaching managers the detrimental financial implications of their abusive behaviors. In this case, he argues that companies can easily lose their best employees due to workplace harassment. With low employee retention rates, companies are unable to uphold productivity as they lose their skilled employees. Therefore, this resource will help me identify the areas of concern that could help change the supervisors' and managers' perceptions of workplace harassment. For instance, as indicated in the resource, workplace harassment reduces employee motivation, thus reducing productivity. With this understanding, I can show the trainees how their practices could be leading to low productivity and eventual financial losses by the company.
Resource # 4: Case Studies
Case Studies will also be an essential tool for understanding how to successfully conduct the training activity. I will access case studies freely from different websites, videos, and journal publications. Through the case studies, I will understand situations that present similar perspectives as experienced in my company. While other sources like websites and textbooks only present one view of an issue, case studies present unbiased scenarios as they draw their information of real-life situations. To find the right case studies for application in this process, I will use the Queensland Human Rights Commission. Through the commission, I will locate various reports and case studies on workplace harassment and understand how to use their context in solving my current organizational problem.
In using case studies, I will focus on the Queensland Supreme Court Decision, “Work withheld because sexual advances rejected https://www.qhrc.qld.gov.au/resources/case-studies/sexual-harassment-case-studies .” In this case, the complainant, a mid-30s woman, reported being sexually harassed by her boss. After securing a job at a local firm, her boss was constantly required to massage him to sustain her job. In examining the case, the court established that the boss had issued various threats of firing the woman if she failed to comply. The boss also texted intimate texts requesting sexual favors in exchange for job security. In her testimony, the woman also stated that her boss had regularly touched her genitals by threatening any reporting would be punishable by firing. The single mother of three had feared reporting the issue, as she was the family’s breadwinner, and such actions would result in economic turmoil, thus affecting her family detrimentally. In its ruling, the Queensland Supreme Court charge the boss $50,960.75 compensation for such activities.
Using case studies will enable me to create the training plan based on real-life data, rather than reliance on theoretical data that the managers and supervisors can easily refute. For instance, using the Queensland case study will make the managers understand the severity of the issue. Understanding the financial and legal implications of the issue will also make the trainees more attentive to the various attributes that are chargeable under the US Constitution. Moreover, case studies will also enable me to offer neutral training by avoiding any biases drawn from videos or websites.
Resource # 5: Articles
Articles will be crucial resources to enable me to gain the right theoretical approach to addressing the problem. Peer-reviewed articles and journals will also give accurate findings on how workplace violence can be solved. In this activity, I will rely on the article, “Promoting respect as a solution to workplace harassment https://www.emerald.com/insight/content/doi/10.1108/EDI-04-2019-0137/full/pdf?casa_token=TCPQQQJpIxcAAAAA:CNgv08LcTgZVMur6lMqmzRkaX0MPYbQ-jhtf0KeC6dostwsGn7BL4woEr62REx3qgLwzy609A02Rupt12vXSb3PD4Nm9z6uzzINPS4kr5_TPS0BPcLPcvQ .” The free-to-access article relies on harassment reports from US military personnel. Through the article, I will understand the approaches that have been implemented in real-life situations like the military to achieve success in addressing this problem. In their article Robortham & Cortina (2019) identify the factors that promote workplace harassment in the military paradigm. Understanding the contributing factors will help me to correlate the data to my company’s paradigm. In the end, I will understand the factors that cause harassment among the supervisors and managers. With such information, I will design an effective training program that includes ways the trainees can ensure resilience to the promoting factors.
According to the article resource, the main contributors of workplace violence among military personnel are ethnicity and sex. Using this data in my company’s paradigm, I will estimate what could be contributing to the increasing numbers of workplace violence. For instance, the main cause of harassment in the company could be poor performance among employees. In addressing this issue through the training, I will teach the supervisors and managers how to ensure employee motivation and performance rather than harassment. Proposing alternative ways of solving the causative factors will help me in completing a successful training session.
This resource will also enable me to implement the right types of harassment that could be rampant within the company. In this case, sexual harassment, psychological harassment, and physical harassment are the main forms of harassment that most employees undergo. According to Robortham & Cortina (2019), psychological harassment is the most common problem between supervisors and their juniors. In this case, the use of abusive language or threats accounts for psychological harassment, which could have detrimental impacts on an organization’s stability. In addressing psychological harassment, I must incorporate ways managers and supervisors can uphold emotional intelligence when dealing with employees. In essence, psychological harassment results from poor emotional intelligence, whereby some managers and supervisors fail to consider their juniors’ emotional stability. In addressing physical and sexual harassment, I will educate the trainees on conducts that amount to harassment according to federal regulations and policies. Therefore, in finding this information, I must rely on articles that outline the legal implications of sexual harassment, physical harassment, or psychological harassment in workplace environments.
Assessing the Program’s Effectiveness
I will rely on quizzes, surveys, case studies, and discussions to assess the effectiveness of the training program. After completing my presentation, I will post a short individual quiz whereby the trainees respond and submit their answers. I will then examine the responses to determine the trainees’ performance, determining if they understood the taught content (Al-Swidi & Al Yahya, 2017). I will also use case studies to get case studies from various websites and provide them to the trainees. I will then require them to answer the corresponding study questions and submit their responses. Consequently, the responses will determine the understanding levels and the need for planning another training program. Peer-to-peer discussions could also be essential assessment platforms for the training effectiveness. In this case, peer discussions will enable me to understand trainees who were attentive through the program. Listening through the discussions, I will be able to determine if my training was effective. For instance, I could post discussion questions reflecting the different training outcomes. After grouping the trainees in groups of two or three, I would expect them to develop the best responses and present them before the whole group. In the end, I will be able to understand if they understood.
Program Dynamics
Program Title
Creating awareness on Harassment Prevention.
Program Description
The 6-hour training program will educate supervisors and managers on how to address the growing problem, workplace harassment. Through this program, trainees will understand the various types of workplace harassment and how to prevent them. The program will also include the various legal, financial, psychological, and social implications of workplace violence. The participants will also understand how the company is affected by cases of workplace harassment.
Outline of Activities and Objectives
Introduction: The first activity will be an introduction and a general understanding of harassment. The 30-minute exercise will involve welcoming participants into the program. Here, the trainer will introduce themselves and the topic. The exercise will also involve requesting the participants to introduce themselves for better interactions throughout the training process. The objective of this topic will be to create a good learning environment for all the participants.
Physical, Sexual, and Psychological Harassment: The program will emphasize the various types of violence experienced in workplace environments in this topic. Through this topic, the participants will understand all the activities that are lawfully chargeable under psychological, physical, and sexual harassment. The main objective of this 2-hour topic exposition will be to understand the criteria for determining harassment.
Harassment Implications: In this stage, the program will focus on elaborating all the legal, financial, corporate, social, or political impacts of workplace harassment. Through the topic, the participants will understand how harassment could detrimentally affect the company. The 30-minute exercise will aim at creating awareness of the implications of harassment.
Harassment Prevention: The 2-hour activity will educate participants on the various proactive ways of preventing harassment. Completing this topic will enable the participants to avoid harassment, as they will have a better understanding of the various risk factors that promote harassment. The main objective of this topic will be to understand harassment preventive techniques.
Assessment: In this last section, the participants will be assessed if they understood the study content. The 1-hour activity will aim at understanding the program’s effectiveness.
References
Al-Swidi, A., & Al Yahya, M. (2017). Training transfer intention and training effectiveness: Assessing the gender differences using multi-group structural equation modelling approach. International Journal of Organizational Analysis . https://www.emerald.com/insight/content/doi/10.1108/IJOA-07-2016-1043/full/html?casa_token=uJA8JeLUhfcAAAAA:PlpVJm5KVUJ_pp4q4CnJiux48qKu7g0kBt8UViGicp2GZJyb-eMysC4fz2mcjAiiREeWwMGm0RRQDBKSk3yynXQRDf-1GRM4RCKz7H7WtW9YGPZsuPPr5Q
Kotter, J. P. (1996). Leading Change. Harvard Business School Press, Boston, Massachusetts, 1-190 .
Perry, E. L. (2018). A Brief Review of the Evidence Basis for Sexual Harassment Prevention Efforts and Recommendations for Prevention Program Evaluation in Institutions of Higher Education. https://www.nationalacademies.org/documents/embed/link/LF2255DA3DD1C41C0A42D3BEF0989ACAECE3053A6A9B/file/D8CA17DBCCC20F3D006FB456A5D776833991E2D9A28B
Robotham, K., & Cortina, L. (2019). Promoting respect as a solution to workplace harassment. Equality, Diversity and Inclusion: An International Journal . https://www.emerald.com/insight/content/doi/10.1108/EDI-04-2019-0137/full/html?casa_token=AemuOJzxxxMAAAAA:pW_TZJzwCKPr_5shhSrbTa6s60eazf_nWVDlCcsUDSyL_XxM-txTC25nJGHQA07vF0SO-RboRD1DMMywLscmIotZf8T7QXN1n4rybv5ZtE9wPwzVtgTkbw
Ruman, M. R., Badhon, J. K., & Saha, S. (2019, September). Safety assistant and harassment prevention for women. In 2019 5th International Conference on Advances in Electrical Engineering (ICAEE) (pp. 346-350). IEEE. https://ieeexplore.ieee.org/abstract/document/8975648/?casa_token=LHwqVmwEuhMAAAAA:Usns2tQQoY2iMcNzUufm5ddIX7k08xkQMRszSSjmwGJ2tcXvqBBjL5vGjtYHFTHAXpF0CZxymxMc
