Sexual Harassment is not something to be tolerated. I feel that no matter what your gender, you are liable to be sexually harassed. Some people don’t understand that men can be harassed. By women higher up or even superior men. I feel that it should not be tolerated under any circumstance. Companies should discipline people under the highest form if they harass anyone in the company. It is disrespectful and demeaning towards the person. I also feel that people are cowards if they need to sexually harass anyone in the work place. “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”
If I were in the position, where I was sexually harassed, I would not stand for it. I would go to my boss and report it. If my boss did nothing to stop the harassment, then I would have to go to Human Resources and get the person written up. There is no reason for anyone to be sexually harassed or harassed in any form. If my human resources personnel also did nothing to stop the harassment I would go to the police as “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.”
In the movie The Apartment a young gentle men was sexually harassed by his superiors in order to be given the key to his apartment for them to use with their “flings”. He later then sexually harasses a young lady in which he is attracted to, by trying to use his superiority to get her a better job within the company. “The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.”
Wednesday, November 24, 2010
Wednesday, November 17, 2010
Week 7 EOC: How to Evaluate Employee Performance in 15 Easy Steps
- What did you learn?
I learnt that everyone is very different when in comes to student etiquette. Some feel that they are exceptional students, and others have learned to “beat the system”.
- What caught you by surprise?
I was caught by surprise when a few girls mentioned that they just don’t care about their classes or what they are learning. However they are exceptional students that do great in their classes.
- How prepared were you?
I was not as prepared as I would have liked to be. I wish I had a better understanding of the assignment at hand and knew my group members a little bit better. It would have probably been a little easier, and more comfortable to talk to them about their jobs, as a student.
- Evaluate the individual members of your group.
Hannah Brietzke – Is a very outgoing individual, she had a lot of participation throughout the conversations and asked some very viable questions.
Gloria Castillo – Gloria is a great person to work with, she participated a lot and asked more questions that necessary. Seemed very eager to learn .
Crisitin Wacaser – Crisitin was a great addition to the team, outspoken and kind. She allowed for questions to be asked and didn’t seem to be any bit shy in talking to someone new.
- By name, how did they participate?
Hannah Brietzke – Hannah participated well beyond the requirements of the project.
Gloria Castillo – Gloria participated beyond requirements but she seems to be a very shy and quite person, she just needs to warm up around new faces.
Crisitin Wacaser – Cristin is a very outgoing person, some could even say loud. She participated well beyond requirements and needed no time to warm up to a new face.
- Do you think they (by name) could be viable candidates for a real job? Explain.
Hannah Brietzke – She would be an excellent candidate for a real job, not only is she outgoing, but she is also very outspoken on thing that need to be changed for the better of a company.
Gloria Castillo – Would also be an excellent candidate for a real job, outgoing, outspoken and very smart, she would bring a world of knowledge to a company.
Crisitin Wacaser – Crisitin is also a very outgoing/spoken individual. She has found a way to understand the system and people, which would make her a viable candidate for a real job.
- Would you want them to represent your school in a job interview situation as a graduate of The Art Institute?
I would want these three individuals to represent the school as a graduate. I think they will be wonderful additions to any company and a great representative of the school.
- How could this experience be improved for you? For the class?
I think adding more questions and putting them in a professional atmosphere, like a mock interview, could improve the experience. By doing so, you would allow for individual interviewing skills to be improved and strengthened.
Wednesday, November 10, 2010
Week 6 EOC: Steps in Job Instruction Training
In the Movie, Nine to Five, We were introduced to Consolidated firm. They had just hired a new employee and were going through Job instruction training. Where they failed to follow the steps in Job instruction Training. Which ultimately lead to a bit of failure on Judy’s first day. The steps that should have been followed to ensure optimal training are:
Step 1: Prepare the employee.Managing Hospitality Human Resource, 4th Edition Page 203.
Step 2: Present the Task or Skill
Step 3: Try out the Performance
Step 4: Follow Up
A more in depth view of these steps are:
Step 1: Prepare the employees. By preparing the employees you put them at ease and arouse the interest in training. In the movie, Violet takes Judy around and introduces her to everyone, allowing for her to get comfortable with her surroundings and puts her at ease with the thought of a job.
Step 2: Present the task or skill. By doing this you tell, show, explain and demonstrate the task or skill at hand. You also allow for questions and a possibility to repeat the steps so your new employee fully understands their duties. Violet des not take the time to train Judy. She shows her once and leaves her alone to do the task, which she eventually does wrong and gets in trouble from her boss.
Step 3: Try out the performance. By trying out the performance you allow for the employee to try the task on his or her own. Have them explain the key points of the task, correct any errors that you have seen them do and re-instruct if necessary. Violet did none of these steps. She instructed them left. Which was a mistake on her behalf, had Judy been fired, she could have found a means of getting Violet into a lot of trouble and possibly her job back.
Step 4: Follow Up. By following up with the new employee you allow for the employee to perform o their own, you are capable of checking on them frequently and then open the option of reducing assistance. This could have prevented a lot f frustration on everyone’s behalf Judy’s first day.
Week 6 BOC: Stolen Valor Lawsuit
The company went wrong when they hired the “Veteran” and told the other candidate that they hired the other guy over him. After finding out that he was a fraud and firing him, which lead to the other candidate calling and asking about the position. Then asked for 6 months pay due to being picked over a fraud. I believe the candidate had every right asking for the 6 months pay. Since he was out of work because the company gives preference to veterans. The company should give him 6 months pay as well as hiring him immediately. Then they should consider to procedure for assuming proof of a veteran during the hiring process. Whether it be proof from the military or through other means.
Wednesday, November 3, 2010
Week 5: EOC: Stolen Valor
Fraudulent claims of receiving metals of honor is disrespectful to those who have served in the military and have not received metals. Although it is not a crime under the First Amendment. The First Amendment states: “Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech, or of the press; or the right of the people peaceably to assemble, and to petition the Government for a redress of grievances.”
So under the first amendment, by claiming you have received a metal of honor in the military, and have not, you are not punishable under a crime. In 2005, Congressman John. T Salazar introduced The Stolen Valor Act. The Act states “Whoever knowingly and fraudulently wears and/or represents him or her self as having received a Metal of Honor, Distinguished Service Cross, Navy Cross or Air Force Cross, except when authorized under regulations made pursuant to law, shall be fined under this title or imprisoned nor more than six months, or both.”
Being a business owner or manager I would feel that my duties as a citizen would be to tell the appropriate officials of the fraudulent act and remove all privileges specific to veterans and veterans that have received honorary metals. I would not be able to fire or suspend them under law so removing specific privileges would be sufficient to the crime.
So under the first amendment, by claiming you have received a metal of honor in the military, and have not, you are not punishable under a crime. In 2005, Congressman John. T Salazar introduced The Stolen Valor Act. The Act states “Whoever knowingly and fraudulently wears and/or represents him or her self as having received a Metal of Honor, Distinguished Service Cross, Navy Cross or Air Force Cross, except when authorized under regulations made pursuant to law, shall be fined under this title or imprisoned nor more than six months, or both.”
Being a business owner or manager I would feel that my duties as a citizen would be to tell the appropriate officials of the fraudulent act and remove all privileges specific to veterans and veterans that have received honorary metals. I would not be able to fire or suspend them under law so removing specific privileges would be sufficient to the crime.
Tuesday, November 2, 2010
Week 4: BOC: Week 5 Midterm - Analyze Your Own Job
Analyze Your Own Job
Complete the job analysis and post it to your blog as a BOC for the next class (Week 5 Midterm). For the job analysis, you may use a job you have performed, a job you are familiar with (such as a job performed by a relative or friend), or a job you hope to perform in the future.
Job analysis is a listing of duties and requirements and their importance to a given job. Job analysis data always describes the job, not the person doing the job.
What is the job title? Does the title explain what the job is? If not, what title would offer a better explanation?
Academic Advisor/Instructor. Yes the title does explain what the job is.
How does the job fit in with the rest of the company? What jobs are comparable? Is the wage/salary comparable to other jobs within the company? Within the industry? Use reference materials (library, Internet) to justify your answer.
The job fits in with the company because it is the client facing part of the organization. It services as the bridge between administration and students. However this is the non standard of the job, as advisors do not normally teach nor do schools have specialty programs like our probation.
What is the chain of command? To whom does the person with this job report? Is this person responsible for monitoring the work of others? Describe the internal and external contacts of the person holding this position.
Advisor to the Dean of Academic Affairs. Technically the advisor is resposinsible for the work of others since she is the most senior advisor. As per the job title she is not responsible for the work of others.
Internal contacts include: student workers, students, faculty members and academic directors.
External contacts include: families of other students and other organizations
What duties and tasks does the person holding this job perform? What are the physical requirements of the job?
Duties and tasks used to perform the job include: contacting students to identify problems and increase persistance. Contact students for registration, work with other departments to create, implement and evaluate new initiativess to increase student statisfaction and persistance.
What tools and equipment are required for this job? Include any computer equipment.
Tools and equipment required for the job include: computer with student database, school database, email, word, excela dn the use of internet. Also used are phone, email and texting capabilities.
Describe the baseline knowledge, skills, and abilities necessary to perform this job.
The baseline knowledge, skills and abilities include: Knowledge of internal and external gactors influencing student retution. Consuling skills , negotiation and conflicting resolution skills and knowledge of policies and procedures both internally as well as from state and federal governments.
Complete the job analysis and post it to your blog as a BOC for the next class (Week 5 Midterm). For the job analysis, you may use a job you have performed, a job you are familiar with (such as a job performed by a relative or friend), or a job you hope to perform in the future.
Job analysis is a listing of duties and requirements and their importance to a given job. Job analysis data always describes the job, not the person doing the job.
What is the job title? Does the title explain what the job is? If not, what title would offer a better explanation?
Academic Advisor/Instructor. Yes the title does explain what the job is.
How does the job fit in with the rest of the company? What jobs are comparable? Is the wage/salary comparable to other jobs within the company? Within the industry? Use reference materials (library, Internet) to justify your answer.
The job fits in with the company because it is the client facing part of the organization. It services as the bridge between administration and students. However this is the non standard of the job, as advisors do not normally teach nor do schools have specialty programs like our probation.
What is the chain of command? To whom does the person with this job report? Is this person responsible for monitoring the work of others? Describe the internal and external contacts of the person holding this position.
Advisor to the Dean of Academic Affairs. Technically the advisor is resposinsible for the work of others since she is the most senior advisor. As per the job title she is not responsible for the work of others.
Internal contacts include: student workers, students, faculty members and academic directors.
External contacts include: families of other students and other organizations
What duties and tasks does the person holding this job perform? What are the physical requirements of the job?
Duties and tasks used to perform the job include: contacting students to identify problems and increase persistance. Contact students for registration, work with other departments to create, implement and evaluate new initiativess to increase student statisfaction and persistance.
What tools and equipment are required for this job? Include any computer equipment.
Tools and equipment required for the job include: computer with student database, school database, email, word, excela dn the use of internet. Also used are phone, email and texting capabilities.
Describe the baseline knowledge, skills, and abilities necessary to perform this job.
The baseline knowledge, skills and abilities include: Knowledge of internal and external gactors influencing student retution. Consuling skills , negotiation and conflicting resolution skills and knowledge of policies and procedures both internally as well as from state and federal governments.
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