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Week6 final Week6 final Presentation Transcript

  • Marsha Davis January 09, 2014 AET 545 Linda Justus
  • NEEDS ANALYSIS Needs Analysis Employees are exposed to a variety of different cultures daily. The employees associate with customers and coworkers with various personalities, beliefs and sexual orientations where they may encounter conflict. Diversity training should be offered to assist employees with various issues they may encounter daily (Arellano, 2009). Diversity training brings the awareness of work place sensitivity and the differences between cultures, sexuality, bias, and discrimination. The recommendation and solution is to embrace globalization as it continues to grow, and implement an effective online diversity training program within the company. It is important for companies to employee individuals from different cultures and Implement a positive aspect to their overall image in the business world. The cost of bringing in an online diversity awareness training program will be repaid as the company's good reputation grows in recognition from their employees and consumers (Bell & Kravitz 2008).
  • INSTRUCTIONAL GOAL   The online diversity program, offers and introduces resources for employees to use new positive scenarios and online lessons to make learners aware of the proper way to deal with conflicts in three ways: how to cope emotionally within yourself with conflicts caused by diversity issues, how to cope with emotional issues caused by diversity with other coworkers, clients, and resources on how to diffuse a situation before conflict begins. The goal of the online class is to teach cultural facts, positivity, respect and tolerances to preserve work place relationships (Walter 2013).  The online learning sessions will offer an interactive role-playing scenarios, short tutorials, and videos that will be introduced with customized issues, set in specific demographics, and biases of the specific origins. This type of scenario will teach needed skills to increase respect in a healthy working environment.  Each session will offer the employees a chance to fill out a survey and a question and answer session, online written journal or blog encouraging the employees to openly write about the role playing scenarios so other employees and facilitator can respond and share their thoughts (Immen,2009)
  • ASSESMENT All employees each year will take a series of online classes. Students will be able to elaborate with a facilitator based guided online class that is related to their life situations, work environment, learning environment and online course models.  An open assessment that is conducted as an open-ended discussions of feedback administered be the facilitator, to review conflicts or situations that arise each session of classes to end on a positive note (Kizlik,2012). 
  • •THE ANSWER SHEET RETRIEVED FROM THE WASHINGTON POST.COM STRAUSS V. MARCH 14, 2013 AT 9:04 AM  The following assessment, would be the best process. Four corners formative online assessment: Four Corners is an effectively formative assessment that can used to determine the employees understanding of the online diversity sessions. This type of formative assessment can be used because it solicits critical thinking and online conversations about controversial topics that the employees may encounter. The four corners will use statements that can be answered with answers that can be labeled as Strongly Agree, Agree, Disagree, and Strongly Disagree (Walter 2013). FOUR CORNERS
  • THE MAIN OBJECTIVE GOAL The main objective goal of this web-based tutorial will be to insure upon the completion of the online monthly training the learners will be able to successfully (Williamson, & McManus, 2007): • • • • • Overcome diversity obstacles as they are presented. Identify signs of negativity in the workplace and take proper action. Implement positive methods of communicating in a diverse workplace. Offer and implement solutions to diversity issues and conflicts Master problem-solving skills with confidence, fairly, efficiently and effectively.
  • AUDIENCE (A) All adult employees that associate with customers and coworkers with various personalities, beliefs and sexual orientations, where they may encounter conflict attend sessions each month throughout the year. Diversity training should be offered to assist employees with various issues they may encounter daily and will focus on professional development with each adult employee. (Arellano, 2009). At the end of the tutorial, the participant will be able to communicate with coworkers professionally with 98% accuracy..
  • BEHAVIOR (B) Please keep in mind some employees see evaluations and training as a sensitive and personal topics such as diversity in the work place they also see it as not useful and they become hostile because of personal issues or beliefs that are challenged. They feel we are crossing a line invading their work space and judging their personal life bringing up biases and their personal opinions, values, morals, and their family beliefs. Online line diversity training can reveal issues, offer resources and make the employee aware of biases in private; they will not feel judged and can accept information at their own pace and recognize negative work place issues and negative personal judgment issues before they arise. (Walter 2013). At the end of the tutorial, the participant will be able to recognize personal challenges and biases with coworkers professionally with 99% accuracy..
  • CONDITION (C) Each employee should have basic written skills and will learn through kinesthetic, visual and auditory learning. As the adult employees, attend the monthly online sessions for one year. The company will Incorporate a full time trained professional such as an Equity and Diversity officer or Human Resource Officer that is able to handle any situation dealing with diversity and can be contacted via email or set up private sessions with an employee by request, and a Human resource officer will be in charge of the online classes and scheduling (Walter 2013). Human Resource Officer and Equity and Diversity officer can monitor the online training and respond to work place situations that involves diversity issues. Analyze the employee database to make sure it is up to date and review any issues concerning hiring, promotions and equality for all employees, mainly women and minorities making sure the company is in compliance with the laws (Walter 2013). Also they will offer a resource library online and be available for face to face feedback and feedback online when needed (Perumal et. al 2011). At the end of the tutorial, the participant will be able to communicate with 98% accuracy..
  • DEGREE (D) The design of this online class is structured to educate employees in a working environment to increase their value of life’s experiences and to become familiar with other cultures, ages, genders, sexual orientations, appearances, and backgrounds live. Upon completion of a monthly series of online classes for one year in an online environment, the employees will gain increased knowledge of a wide range of cultures and diversities. The employees will have building blocks to build, understanding, trust, relationships, communication skills and moral values that will be conveyed in the workplace (Perumal et. al 2011). At the end of the tutorial, the participant will be able to communicate with coworkers with increased knowledge of a wide range of cultures and diversities, professionally with 97% accuracy..
  • By implementing the diversity and training program the employees will feel confident at work when issues arise, during consideration for advancement and within the overall work- environment. With the completion of the diversity training program each employee will have a, greater self-assurance in their ability to perform their job and operate according to all rules and regulations of the company. Each employee will be able to master the main concepts needed to communicate, deal with conflicts positively and access methods to have a diverse workplace (Walter 2013). IMPLEMENTING THE DIVERSITY AND TRAINING PROGRAM
  • VIDEO- DIVERSITY EXERCISE  http://youtu.be/HK-Cf9R4q-c Shows an exercise gone wrong.  Right click and open hyperlink.  The Office - Note Card Activity Uploaded by Brandon on Apr 29, 2009  This Video is(was) for Educational Purposes 
  • QUIZ 1)Short answer---What does work place diversity mean to you? 2)A diverse work place can: a)Builds trust and safety issues B)enforce non bullying C)Minimizes conflicts D)all 3.Why knowledge about diversity in the workplace is important A. Part of work place policy B. Solves conflicts C. communication tool D. all of the above E. B and C 4.Diversity is a challenge in all work places? A. True B. False 5. There is more diversity now than in the past? A.True B.False 6Employees expect employees to __________ them while at work to feel safe and respected.  7.If an employee is faced with intolerable issues, disruptions because of another employee and safety concerns they are experiencing_______. 8. A ___________is not universal. 9. Effect listening involves_________. 10. 5 ways to deal with conflict?  A. Ignoring, Competing, Accuse, Sharing, Collaborating  B. Ignoring, Complain Accommodating, Blame, Collaborating  C. Take sides, Competing, Accommodating, Opposing, Collaborating  D. Avoiding, Competing, Accommodating, Compromising, Collaborating 11. Any employee has a right to discriminate against someone based on anything that a person shows/does in public.  A. True  B. False  12. If a female employee files a complaint, the employer can fire her without notice.  A. True  B. False 13. Nonverbal communication is not a factor in effective listening.  A. True  B. False
  • REFERENCES Arellano, J. (2009). Training employees. Rural Telecommunications, 28(1), 8-8. Retrieved from http://search.proquest.com/docview/202689722?accountid=35812 Immen, W. (2009). Role play has role in diversity training. The Globe and Mail. Retrieved from http://search.proquest.com/docview/382617897?accountid=35812 Kizlik, B. (2012). Measurement, Assessment, and Evaluation. Retrieved January 28,2012 from http://www.adprima.com/measurement.htm. Perumal, R., Perumal, S., & Mkhize, M. (2011). Managing diversity. Accountancy SA, , 42-43. Retrieved from http://search.proquest.com/docview/918461207?accountid=35812 Walter, L. (2013). Positive, engaging work environments benefit both workers and employers. EHS Today, Retrieved from http://search.proquest.com/docview/1270383688?accountid=35812 Williamson, B & McManus, I.E. & McManus, R.P. (2007). How to train employees: a guide for managers. http://common.books24x7.com/toc.aspx?bookid=25943