Kind yet naïve, those types of qualities can get you in real trouble with the wrong people. In my ventures in life I could tell you a thing or two about sexual harassment. What people will do for a quick thrill? What they'll do for jealousy. It's a hard issue to deal with in today's fast paced world. Usually, the one's who have gotten away with it will continue to do it and be caught. In the skills that are needed to do this indecent activity, there are common skills that are learned such as lying, turning a conversation around and living a double standard. Being caught doesn't change anything. At that point it is so ingrained in a person's nature that it will continue without second thought. I would like to take this time to warn all the people involved that things will not change. They will only change when all hope of a person's ability to live up to this double-life can go on any longer. And then sometimes...
The work environment is a dangerous place for this intoxicating cocktail of cocktails. Definitely not for the weak of heart, a good time can be had by everyone, but at a certain point it all changes and not for the good either. This situation can happen in any environment, work-related of otherwise. In the workplace it can be especially devastating. Not only to the people involved, but the moral of a company's employees. It’s a complicated web we weave to rely on the good words of another. This can only be defined in the words of our beloved Wikipedia as being "a range of behavior from seemingly mild transgressions and annoyances to actual sexual abuse or sexual assault," such few words with many rippling waves of meaning by any means.
Wednesday, November 24, 2010
Wednesday, November 17, 2010
Week 7 EOC: How to Evaluate Employee Performance in 15 Steps
Evaluate Experience
o What did you learn?
In the process of interviewing both of these individuals, first I realized how much I didn't know about them personally. In asking each of them these fifteen questions I discovered that they had many of the same views about themselves that I had about them.
o What caught you by surprise?
I was surprised to realized how much I already knew about them just in my every week view of them as fellow classmates. Also in realizing that each individual was on board to make suggestions on how to go about the activity. As a group we were ready to roll from the start and saw the assignment through to the end of the evaluation process.
o How prepared were you? I was actually a lot more prepares than I thought I was.
o Evaluate the individual members of your group.
Kelsey- Kelsey took charge right away in organizing the project and vocalizing each step. Our understanding of the overall requirements and flow of the project was due to her assessment of the questions. Kelsey was clearly the leader of the group once we settled in to our location.
Richard- He was clear in making his intentions known that he was all for participating to the best of his ability while breaking down the components of the project in a round-robin fashion for efficiency in disbursement of the effort between each member and time management.
I chose the location and led them to an area that was enjoyable yet somewhat secluded so that we could discuss how to go about tackling this project. I also ensured that there was clarity in any misunderstanding of the project or individual questions.
o By name, how did they participate? We participated about equally. Kelsey took on a leadership role, I brought up issues that needed to be addressed in order to plan out the discussions and Richard acted as a participant by asking valid questions and pointing out questionable areas in our discussions.
o Do you think they (by name) could be viable candidates for a real job? Explain.
Kelsey- I believe that she can absolutely be an essential part of any team. Her take charge attitude reflects her willingness to jump in with two feet. She came across as highly articulate while knowing how to play the role of team member as well.
Richard- He is a perfect candidate in that he has the courage to speak up in any situation that doesn't seem clear or fair when others may not. He brings up valid points while keeping each individual engaged in the process of the task that is at hand.
o Would you want them to represent your school in a job interview situation as graduate of The Art Institute? I would love to be represented by these two individuals in relation to this school. They represent the team attitude, responsibility, and willingness to succeed that is necessary in today's rough terrain
o How could this experience be improved for you? For the class?
o What did you learn?
In the process of interviewing both of these individuals, first I realized how much I didn't know about them personally. In asking each of them these fifteen questions I discovered that they had many of the same views about themselves that I had about them.
o What caught you by surprise?
I was surprised to realized how much I already knew about them just in my every week view of them as fellow classmates. Also in realizing that each individual was on board to make suggestions on how to go about the activity. As a group we were ready to roll from the start and saw the assignment through to the end of the evaluation process.
o How prepared were you? I was actually a lot more prepares than I thought I was.
o Evaluate the individual members of your group.
Kelsey- Kelsey took charge right away in organizing the project and vocalizing each step. Our understanding of the overall requirements and flow of the project was due to her assessment of the questions. Kelsey was clearly the leader of the group once we settled in to our location.
Richard- He was clear in making his intentions known that he was all for participating to the best of his ability while breaking down the components of the project in a round-robin fashion for efficiency in disbursement of the effort between each member and time management.
I chose the location and led them to an area that was enjoyable yet somewhat secluded so that we could discuss how to go about tackling this project. I also ensured that there was clarity in any misunderstanding of the project or individual questions.
o By name, how did they participate? We participated about equally. Kelsey took on a leadership role, I brought up issues that needed to be addressed in order to plan out the discussions and Richard acted as a participant by asking valid questions and pointing out questionable areas in our discussions.
o Do you think they (by name) could be viable candidates for a real job? Explain.
Kelsey- I believe that she can absolutely be an essential part of any team. Her take charge attitude reflects her willingness to jump in with two feet. She came across as highly articulate while knowing how to play the role of team member as well.
Richard- He is a perfect candidate in that he has the courage to speak up in any situation that doesn't seem clear or fair when others may not. He brings up valid points while keeping each individual engaged in the process of the task that is at hand.
o Would you want them to represent your school in a job interview situation as graduate of The Art Institute? I would love to be represented by these two individuals in relation to this school. They represent the team attitude, responsibility, and willingness to succeed that is necessary in today's rough terrain
o How could this experience be improved for you? For the class?
Sunday, November 14, 2010
Week 6 EOC: Steps in Job Instruction Training
In the Job instruction training process, certain steps are needed in order to ensure the proper training of a new employee to your company. Watching the movie “9 to 5” presented in class, some of the steps were followed while some were ignored. I preparing the employee, the new employee was briefed on the work environment and the duties that it involved. This step was passed down to an overlooked employee instead of the management whom which she was appointed. This gave the new employee to get a feel for the culture of the business and she got an understanding of what was expected. Her overlooked supervisor presented the tasks involved with the job in a quick one-day session that assumed her level of basic office skills were up to par.
A quick explanation of the duties and demonstration were not enough for this newly working housewife to grasp when it came down to actually performing the job herself. In the explanation of the duties they seemed like simple and easy to do. When it was time for the new employee to take on tasks that were assigned she failed in completing them. This happened not only because of the lack of any effort on her trainer’s part to let give her a chance to perform the duties on a trial basis, but to follow-up on the lessons learned in training process.
The portions of the film that we did get to watch gave us good and bad examples of how things should be approached in a job instruction training program. Giving the new employee a chance to make their errors early on with some OJT is essential in order to make the corrections necessary for them to succeed. This would be the best way to ensure their understanding of the tasks assigned.
A quick explanation of the duties and demonstration were not enough for this newly working housewife to grasp when it came down to actually performing the job herself. In the explanation of the duties they seemed like simple and easy to do. When it was time for the new employee to take on tasks that were assigned she failed in completing them. This happened not only because of the lack of any effort on her trainer’s part to let give her a chance to perform the duties on a trial basis, but to follow-up on the lessons learned in training process.
The portions of the film that we did get to watch gave us good and bad examples of how things should be approached in a job instruction training program. Giving the new employee a chance to make their errors early on with some OJT is essential in order to make the corrections necessary for them to succeed. This would be the best way to ensure their understanding of the tasks assigned.
Week 6 BOC: Stolen Valor Lawsuit
The company went wrong in not doing a background check on the supposed veteran before hiring him/her. The company should try to settle with the new employee outside of court and formally apologize before hiring them. The company should take the former employee to court. The monetary reward awarded in the case should cover lawyer’s fees, wages and other all costs that would compensate for the deceit and the time lost in training and experience that should have been provided to the other qualified applicant. Jail time should not be required unless the company does not receive compensation. If the company does not get any monetary reward due to their failure in performing a background check.
Wednesday, November 10, 2010
Week 5 EOC: Stolen Valor
How would you handle the issue of stolen valor as an HR representative?
Being a veteran of the United States Navy myself, I would not take this situation very lightly in regard to finding employees for my business or a company in which I am hired to find qualified, competent, and able people to fill positions. There are experiences associated with military service and a level, of honor, loyalty and commitment with being a part of the service. The very act of pretending to portray these values without having actually taken part in these actions would test my patience as an employer or hiring manager and the core integrity of the person that is seeking the position offered. I feel that it does both parties a disservice by creating a false sense of what is expected of the person as a future employee.
While this may seem not to be a very important part of the position filling process, the employer will be taking into account whether they are being supportive of the employment of veterans in their company. If the people being hired as ex- or retired military are found not to be, then this will test the very virtue of the company that supports these individuals. As a representative of the company, people should model the values and morals of the company and its employees.
The employee would not be looked upon a valuable member of the company until demoted or let go of depending on the specific situation. If demoted, they would at least have the opportunity to gain back the trust of their fellow employees, management and the person that initially hired them. In business, your relationship with people is everything; therefore, a break in that relationship’s base would create a rift in that person’s career and the company that this person has represented.
Being a veteran of the United States Navy myself, I would not take this situation very lightly in regard to finding employees for my business or a company in which I am hired to find qualified, competent, and able people to fill positions. There are experiences associated with military service and a level, of honor, loyalty and commitment with being a part of the service. The very act of pretending to portray these values without having actually taken part in these actions would test my patience as an employer or hiring manager and the core integrity of the person that is seeking the position offered. I feel that it does both parties a disservice by creating a false sense of what is expected of the person as a future employee.
While this may seem not to be a very important part of the position filling process, the employer will be taking into account whether they are being supportive of the employment of veterans in their company. If the people being hired as ex- or retired military are found not to be, then this will test the very virtue of the company that supports these individuals. As a representative of the company, people should model the values and morals of the company and its employees.
The employee would not be looked upon a valuable member of the company until demoted or let go of depending on the specific situation. If demoted, they would at least have the opportunity to gain back the trust of their fellow employees, management and the person that initially hired them. In business, your relationship with people is everything; therefore, a break in that relationship’s base would create a rift in that person’s career and the company that this person has represented.
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