Discussion Board Replys

Discussion Board Forum Replies:

In Modules/Weeks 2, 4, 6, and 8 you will be required to post a substantive reply of at least 250 words each to a minimum of 3 classmates’ threads. Expect to enter on-going dialogues with your classmates and be prepared to answer questions about your own selected topics. Student interaction on the Discussion Board is the key to success in this course.

1. You must use at least 1 peer-reviewed reference (not used in the original posting) in your response.

1. Use 3rd person.

1. Do not simply revisit what was discussed in the thread.

1. Only the substantive part of the response will be counted toward the word count.

REPLY TO EDWIN

SEXUAL HARASSMENT

 

Definition

According to Susan M. Heathfield, Sexual harassment occurs when one employee makes continued, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, to another employee, against his or her wishes.

 

Summary

Some forms of sexual harassment are very obvious, such as one person making lewd comments to another, or touching inappropriate place areas of another person’s body. So basically, what is considered as harassment varies from person to person since other forms of sexual harassment may not be obvious.

Dr. Deirdre McCann is a Labor Law researcher and a member of the Advisory Committee of Durham University. In her article on sexual harassment, she gave the legal definition of sexual harassment and introduces sexual harassment as a hazard encountered in workplace across the world that that reduces the quality of work life and jeopardize the life of employees.

Dr. McCann discusses also the international recognition of sexual harassment and the gender that suffers most on these accounts, cutting across the initiatives made by most governmental institutes in countries. She further identified and expatiated on the two forms of sexual harassment as being “quid pro quo” harassment or hostile environment harassment and their brutal effect on the work field. She concludes by suggesting and outlining how the situation can be curbed and be reduced at workplaces.

 

Discussions

The awareness of the existence of sexual harassment and its negative impact has been tremendous worldwide. Thus, all definitions are in agreement that the prohibited behavior is unwanted and causes harm to the victim and as an employer; you have a responsibility to maintain a workplace that is free of sexual harassment.

For instance, the International labor organization (ILO) as a special agency of the United Nations has addressed sexual harassment as a prohibited form of sex discrimination under the Discrimination (Employment and Occupation) Convention (No. C111).

 

It is quite unfortunate how some people; especially employers have turned blind eyes to the effects of this but continue to practice this kind of harassment. With respect to quid pro quo harassment, it has been made clear in various legislations that it will constitute sexual harassment whether or not it is acceptable to the person to whom it is addressed.

It occurs when or takes place when a job benefit — a pay rise, a promotion, or even continuing employment — is made dependent on the victim acceding to demands to engage in some form of sexual behavior. On the other hand, the second category,hostile working environment harassment, covers conduct that creates a working environment which is unwelcome and offensive to the victim.   Taking cue from few authors, we get to know that sexual harassment is conduct of a sexual nature that occurs because of the person's sex which behavior may appear innocent like a joke, insinuations, flirting or even asking someone out on a date.  From the legal angle therefore, I cannot agree more with Dr. McCann that the sensitive issue on this point is how to address false allegations. It is, however, burdened on the management of every business organization to put in place the required mechanisms to downplay the conduct of sexual harassment at workplaces.

 

Biblical integration

There are various forms of sexual harassment in the bible and the bible condemns all sorts of this conduct. We are told not to encroach on the rights of others by “violating their sexual boundaries”. Thus, 1Thessalonians 4:3 says that it s God’s wills that you should be sanctified: that you should avoid sexual immorality.

Employees are, however, admonished to avoid given the impression that they are ready to give in to sexual favors. Simply saying something like ‘I don’t like that kind of talk’ or ‘keep your hands to yourself, please’ may get your point across. When all these have failed in one way or the other, such a person must be reported to the appropriate authorities or one must be endeavor to talk to an attorney of law.  However, employees like women must be modest in their dressing and attitude towards the opposite official in the business organization.

 

 

Reference

Susan M. H. 2014 Sexual Harassment- Preventing Sexual Harassment in the workplace.

            About.com Human Resource.

 

Deirdre M. 2011 Sexual Harassment at Work: National and International responses.

            International labour Office

 

Joan H. and Jodie. N. 2013 Sexual Harassment in the workplace. How to recognize it; how to

            Deal with it. A guideline paper

 

Sexual harassment and sexual violence policy and procedures 2013

 

The Bible. King James Version-Revised Edition

REPLY TO RAYMOND

Employment Process

Definition

Involves recruitment, selection, orientation, training, performance management, compensation, and benefits.

Article Summary

In this Article by Sheryl Skaggs and Jennifer Bridges, it talks about race and sex discrimination in the employment process. This article talks about the evidence of discrimination in the employment process. It focuses on areas such as hiring, compensation, and promotions. The article also explains why these type of discrimination occurs and explains how it can be something that occurs over time. It mentions how acts like this are illegal but points out how discrimination in this process still occurs today. It talks about the different ways of being discriminated as well as showing different processes where discrimination exists the most.

Discussion

The article talks about discrimination in the employment process. This article specifically talks about race and sex as a reason for discrimination. Discrimination can occur because of many different reasons. I worked with a woman that was discriminated against because someone just did not like her. This can be a huge reason for discrimination. The article mentions discrimination in the hiring process. This is true because many people are not hired because they are not friends or are not the type of person they expected. There are times when people are hired just on looks alone. When did that determine how good one could do a job? Discrimination also occurs because of jealousy. The employment process is a difficult process, and it requires a lot. Sometimes it is not easy to not seem like you are discriminating when going through this process. Sometimes the person that is best for the job is Male, female, white, black, green, or blue. Gender or Race does not determine how good one is at a job and to hire someone because of that is just nonsense.

Biblical Integration

One of the stories I can relation to this article would be the story of Solomon and the building of the temple. He offered to pay Hiram fair wages for his work on the temple of the Lord. He was willing to pay Hiram for his skilled men. That is the way the employment process should be. People need to be hired based on the skillset they have and not by sex or race. Solomon understood this and offered Hiram the job to work on the temple. Hiram gladly accepted this offer.

References

Skaggs, S., & Bridges, J. (2013). Race and Sex Discrimination in the Employment Process. Sociology Compass, 7(5), 404-415. doi:10.1111/soc4.12037

Martin, R. A. (1970). Our primitive employment process. Personnel Journal (Pre-1986), 49(000002), 117. Retrieved from http://search.proquest.com/docview/203635065?accountid=12085

Marullo, G., & Deleon, P. H. (1997). Professional involvement in the employment process. Professional Psychology: Research and Practice, 28(5), 411-412. doi: 10.1037/0735-7028.28.5.411

New King James. (n.d.).

REPLY TO MIRIA

Behavioral Interview Questions

Definition:

            Behavioral interview questions focus on past experiences and those resulting behaviors to predict future behavior. They are open-ended and related to the abilities needed for the open position (Satterlee, 2013, p. 198).

Summary:

            The article “Behavioral Interviewing: "Back to the Future" is written by Michael A Broscio, CMF, who directs the resource center at American College of Healthcare Executives in developing and delivering career management and leadership development programs (Broscio, 2013).

            Companies are becoming more scientific in their hiring processes. This has led to a widely used technique of behavioral interviewing. The interviewer has specific traits he is looking for to accomplish the job tasks, and asks behavioral questions of the interviewee to see if he possesses them. How past situations were handled and resolved is an indicator of how future situations will be handled. “In a way, the key to success involves a trip ‘back to the future’” (Broscio, 2013).

            To ace this type of interviewing, the interviewee must first identify the traits the interviewer will be looking for in the process. Knowing the qualifications of the job includes knowing what personality traits are required. Retelling experiences that showed how the interviewee displayed those traits are what the interviewer is looking for in a candidates answer.

Discussion:

            Behavioral interview questions are open-ended questions that ask about past experiences to predict the ability to function in the empty position. Behavioral interview questions typically start out with “Tell me about a time…” or “Give me an example of a conflict….” The answers to these questions will tell the interviewer how well the interviewee would do in situations in the new position. For example, if the job requires dealing with multiple tasks in a fast-paced environment, the interviewer might ask “Tell me about a time when you were pressed to complete one job and was interrupted to complete another.” Questions like this can be very stressful for an interviewee that has not prepared. Being prepared for this type of interview requires that the interviewee has personal stories and experiences ready that highlight the main qualifications of the job. These should “tell a story with a real Problem, a specific Action taken and a positive Result. Remember "P-A-R" (Broscio, 2013).

            It’s important to remember that these behavioral interview questions are not hypothetical. The interviewee is being judged on his personal handling of a situation. It is important to be honest and positive. Employers don’t want a negative employee, even when it is involving a negative situation. They want an employee that focuses on the positive and tells of a positive outcome (Stubbs, 2012). Bad-mouthing or placing blame will not help the story. Only the facts should be presented without assumption of the attitudes of others involved. The goal is to prove to the interviewer that the interviewee is the person for the job based on previous experiences.

            Lastly, it is important that the interviewer be familiar and comfortable with this type of questioning. Each question should be phrased the same to each interviewee. The follow-up questions may vary depending on answers to the initial question. No statements should be made as to the qualities desired for the position. For example, “We are looking for a person that resolves conflicts. Tell me about a time you successfully resolved a conflict” is not a good way to phrase a question. The questions should be asked without any leading or hinting as to the answers. It is also important to be able to evaluate the answer and give it a score, so as to compare it to other candidates’ interview answers.

            Behavioral interview questions seem odd and out of place in a traditional interview, but with practice both the interviewer and interviewee will become familiar with the practice. Those questions and answers will provide additional insight into the job position and into the qualities of the interviewee, making it easier to find the perfect employee for the company and the perfect job for the employee.

Biblical Integration:

            Both hiring an employee and accepting a job at a new company can be stressful and might be questioned as to whether it is the right decision.

            In Biblical times, God often made the decisions and made the answer very clear for the people. In Numbers 17, Aaron is chosen to be the high priest. God instructed each tribe leader’s name to be written on a branch and placed in the tent of the meeting. The next day, Moses found Aarons branch had not only sprouted, but had blossomed and produced almonds. God was not giving a vague answer or one that could be misinterpreted.

            Unfortunately, in today’s times there is no miraculous revelation from God about who should be employed. It is up to people to decide. That can be a big burden with life-changing results. Careful consideration of the interview, including the behavioral interview questions, is necessary. However, it is important to include prayer in the hiring process. Managers should be in continual prayer throughout the process as to whom God would choose. Potential employees should also be in continual prayer about whether to apply for and then accept the job offer. Colossians 4:2 says “Devote yourselves to prayer, being watchful and thankful” (NIV).

 

 

References

Asking the right Questions. (2013, Nov/Dec). Agri Marketing, p. 46.

Broscio, M. A. (2013, July/Aug). Behavioral Interviewing: "Back to the Future". Healthcare Executive, pp. 56-57.

Satterlee, A. (2013). Organizational Management and Leadership: A Christian Perspective. Raleigh, NC: Synergistics International.

Stubbs, E. (2012, Sept). Acing an interview and answering tricky questions. Agri Marketing

REPLY TO MONICA

Definition

Americans with Disabilities Act, ADA 1990, is a federal law that forbids discrimination in the workplace against people who are disabled. To meet this requirement, a person must be able to do the job with or without special and reasonable accomodations.

Reference:

Satterlee, Anita (2013). Organizational Management and Leadership: A Christian Perspective. Raleigh, Syngistics International Inc., ISBN 13:978_1_9347,  48-4-4

Summary:

Before 1975 and the Education for All Handicapped Children Act, children with disabilities didn't attend traditional school and most people wasn't even aware of their existence. They just gathered them all up and stuck them in one educational center. (Lafee 2011) In 1990 President Bush signed The Americans with Disabilities Act and it was enacted. According to Lindsay Jones, senior director for policy and advocacy for the council for Exceptional Children, " Public Schools are now among the most disability accessible public facilities in the country. (Lafee 2011).

Discussion:

Only 1 child in 5 attended public school before the Education for all Handicapped Children Act was enacted and most states excluded children with disabilities and deemed them "mentally retarded". (Lafee 2011). So much has changed since 1990 when the Americans with Disabilities Act was enacted and put together with the U.S. Rehabilitation Act of 1973. It has caused landscapes and public facilities to be altered with access for students with disabilities and according to Lindsay Jones," Public schools are now among the most disability accessible public facilities in the country. (Lafee 2011),

The ADA 1990 is sometimes cited as the key moment in civil rights history for people with disabilities. There is still a long long way to go. Total physical access is complicated, not only classrooms have to be made accessible, so do restrooms, cafeterias, labs,  playgrounds, libraries and buses causing it to be quite challenging and costly. (Lafee 2011)

After addressing the physical  aspect of children with disabilities, Theres the social aspect and how important it is. The social part of the educational environment is almost equally as important as the physical side for both children with disabilities and without. Children who grow up with disabled children just accept it as a human condition.(Lafee 2011) They look at disabled children as equals and not really even seeing the disability. Where as in the past children often pointed at and mocked disabled children because they were different and unknown to them. They learn from the children with disabilities as they observe them face and overcome many and various challenges. The U.S. Government of Accountability Office, (GAO) did a study and found that public schools provide for children, with and without physical disabilities to participate in P.E. classes but looking at it on paper and the actual experience were to totally different things. The activities for the disabled students was basically ineffective. They dressed out for class but only sat on the side lines to watch their phsically able classmates as they participated in the activities.. The problem was lack of funding and the teachers had no knowledge of how to work with disabled children.(Lafee 2011)

Since technology arrived on the screen things began to move along more swiftly. Patti LaBouf remembered a student she once had with very severe conditions. All her life the child had only been in segregated schools. Now she was in a school of residence. Her mother sais one day thery were out and about strolling around the community when two children came running up to her daughter's wheelchair to say hi. The mother was overwhelmed. She had never even seen another child speak to her daughter before.(Lafee 2011) What an amazing feeling thast must have been.

Technology has made learning attainable for disabled students. Ebooks for example, will translate the whole text to speech for children with visual impairment. (Lafee 2011) New technologies have made life better and easier for all people with disabilities. According to George Mason, " People have to see the disabled as normal folk who need a particular tool for help. He tell's this story: "There was a young girl who couldn't speak. Because no one knew how to communicate with her they just assumed she didn't have anything to say, so her educational opportunities. Finally she was provided with adaptive technology that allowed her to communicate.

Her first words were: "It's about time." (Lafee 2011)

Biblical Integration:

John 9:2-3    Who sinned, this man or his parents that he was born blind? Jesus' answer was clear, "it was not that this man sinned or his parents, he was born blind so that the acts of God may be revealed through what happens to him."

This answer should have been enough to prevent any other interpretation other than exactly what it says.

References

Bible Gateway, John 9:2,3. Holy Bible 

Lafee, Scott (2011), The Americans with Disabilities Act. The Education Digest. 76(7). 51-55 http://search.proquest.com/docview/848431684?accountid=12085

Satterlee, Anita, (2013) Organizational Management and Leadership: A Christian Perspective, Raleigh, Synergistics International Inc. ISBN 13:978_1_9347 48-4-4