Dr. Myron Anderson, Metropolitan State University of Denver, Summer Seminar: Multicultural Education and Anti-Bullying Strategies, University of Puerto Rico, Río Piedras
This document provides training on harassment and discrimination for employees. It defines harassment and discrimination, outlines protected categories, and gives examples. Harassment includes creating a hostile work environment through unwelcome conduct. Sexual harassment is discussed in detail, including quid pro quo and hostile environment types. Employees are instructed to report any harassment and told it will be investigated and retaliation prohibited. The goal is to promote a productive, harassment-free work environment.
Sexual harassment can take verbal, visual, or physical forms and includes unwelcome conduct of a sexual nature that affects work conditions or creates a hostile environment. There are three main forms - verbal, visual, and physical. Sexual harassment falls into two categories: quid pro quo, where sexual favors are requested in exchange for something, and hostile work environment, where conduct creates an offensive environment. Employees have a responsibility to tell harassers to stop, report any incidents witnessed or experienced, cooperate with investigations, and provide honest information.
Harassment can occur at the personal, social, and national levels. At the personal level, it is referred to as harassment and involves disturbing an individual physically, emotionally, or verbally. At the social level, it is called violence and involves intentionally causing injury, death, psychological harm, or illness through physical force. At the national level, it is known as terrorism and involves the systematic use of violence to intimidate a population or government to enact political, social, or religious change.
Sexual harassment is unwelcome sexual advances, requests for sexual favors, or other verbal, visual, or physical conduct of a sexual nature that affects employment conditions or creates a hostile work environment. There are two types of sexual harassment: quid pro quo, where submission to advances is required for employment benefits, and hostile work environment, where conduct is severe or pervasive enough to alter employment conditions. Sexual harassment violates the law and must be reported and dealt with immediately through proper channels to protect victims and stop retaliatory behavior.
As the title suggests, 'The Corporate Devil' it is one of the major upcoming problem in society. In this presentation i have talked about sexual harassment, how it is practiced, what are the ways to overcome it, etc.
People should be aware of this problem that is eating up their life and mind.
Sexual harassment in the workplace - Meaning and ExamplesAzaadi
This document defines and provides examples of sexual harassment in the workplace. It discusses unwelcome sexual behavior that creates a hostile work environment. There are two main types of sexual harassment: quid pro quo, where employment benefits are linked to sexual favors, and hostile work environment, through humiliating or offensive conduct. Intent to offend is not required for hostile environment claims - the impact on the victim is what matters. Verbal, non-verbal, physical and electronic forms of sexual harassment are outlined. Some behaviors like excessive criticism may indicate underlying harassment and merit inquiry. The document concludes with contact information for the gender consultant who authored it.
This document outlines sexual harassment and provides guidance on filing a complaint. It defines sexual harassment as unwelcome verbal, visual or physical conduct of a sexual nature that is severe or pervasive and affects working conditions or creates a hostile environment. There are two types of sexual harassment: quid pro quo, where a supervisor demands sexual favors in exchange for a job benefit, and hostile work environment, involving unwelcome sexual conduct that is severe or persistent enough to interfere with work performance or create an intimidating environment. The document advises documenting incidents and reporting harassment to a supervisor or human resources department.
This document provides training on harassment and discrimination for employees. It defines harassment and discrimination, outlines protected categories, and gives examples. Harassment includes creating a hostile work environment through unwelcome conduct. Sexual harassment is discussed in detail, including quid pro quo and hostile environment types. Employees are instructed to report any harassment and told it will be investigated and retaliation prohibited. The goal is to promote a productive, harassment-free work environment.
Sexual harassment can take verbal, visual, or physical forms and includes unwelcome conduct of a sexual nature that affects work conditions or creates a hostile environment. There are three main forms - verbal, visual, and physical. Sexual harassment falls into two categories: quid pro quo, where sexual favors are requested in exchange for something, and hostile work environment, where conduct creates an offensive environment. Employees have a responsibility to tell harassers to stop, report any incidents witnessed or experienced, cooperate with investigations, and provide honest information.
Harassment can occur at the personal, social, and national levels. At the personal level, it is referred to as harassment and involves disturbing an individual physically, emotionally, or verbally. At the social level, it is called violence and involves intentionally causing injury, death, psychological harm, or illness through physical force. At the national level, it is known as terrorism and involves the systematic use of violence to intimidate a population or government to enact political, social, or religious change.
Sexual harassment is unwelcome sexual advances, requests for sexual favors, or other verbal, visual, or physical conduct of a sexual nature that affects employment conditions or creates a hostile work environment. There are two types of sexual harassment: quid pro quo, where submission to advances is required for employment benefits, and hostile work environment, where conduct is severe or pervasive enough to alter employment conditions. Sexual harassment violates the law and must be reported and dealt with immediately through proper channels to protect victims and stop retaliatory behavior.
As the title suggests, 'The Corporate Devil' it is one of the major upcoming problem in society. In this presentation i have talked about sexual harassment, how it is practiced, what are the ways to overcome it, etc.
People should be aware of this problem that is eating up their life and mind.
Sexual harassment in the workplace - Meaning and ExamplesAzaadi
This document defines and provides examples of sexual harassment in the workplace. It discusses unwelcome sexual behavior that creates a hostile work environment. There are two main types of sexual harassment: quid pro quo, where employment benefits are linked to sexual favors, and hostile work environment, through humiliating or offensive conduct. Intent to offend is not required for hostile environment claims - the impact on the victim is what matters. Verbal, non-verbal, physical and electronic forms of sexual harassment are outlined. Some behaviors like excessive criticism may indicate underlying harassment and merit inquiry. The document concludes with contact information for the gender consultant who authored it.
This document outlines sexual harassment and provides guidance on filing a complaint. It defines sexual harassment as unwelcome verbal, visual or physical conduct of a sexual nature that is severe or pervasive and affects working conditions or creates a hostile environment. There are two types of sexual harassment: quid pro quo, where a supervisor demands sexual favors in exchange for a job benefit, and hostile work environment, involving unwelcome sexual conduct that is severe or persistent enough to interfere with work performance or create an intimidating environment. The document advises documenting incidents and reporting harassment to a supervisor or human resources department.
This document discusses types of discrimination that are protected under UK law, including age, disability, gender, race, religion, sex, and sexual orientation. It defines direct and indirect discrimination, harassment, and victimization. Direct discrimination occurs when someone is treated less favorably due to a protected characteristic. Indirect discrimination involves a policy or practice that disadvantages people with a protected characteristic. Harassment involves unwanted conduct related to a protected characteristic that violates dignity. Victimization is punishing someone for making a complaint about discrimination. Employers are advised to adopt anti-harassment policies and follow grievance procedures to prevent discrimination in the workplace.
This document provides guidance on unlawful discrimination, sexual harassment, workplace violence, and the responsibilities of employees, managers, supervisors, and human resources. It defines unlawful discrimination and sexual harassment and provides examples. It states that submission to unlawful conduct cannot be made a condition of employment. It instructs employees, managers and supervisors to report any potential issues to human resources immediately. Human resources has a duty to investigate complaints thoroughly and confidentially. The document also defines workplace violence and what to do if an incident occurs.
The document defines harassment as unwelcome verbal or physical conduct based on protected characteristics that results in a tangible employment action or creates a hostile work environment. It states harassment can be committed by managers, coworkers, customers, vendors, and others, and can target victims, bystanders, or witnesses. The document provides examples of sexual harassment and advises reviewing anti-harassment policies, complying with anti-discrimination laws, knowing how to respond to issues, and reporting harassment immediately. It recommends online training resources on these topics.
This document discusses sexual harassment and bullying. It defines sexual harassment as unwelcome sexual advances, requests for favors, or other verbal or physical conduct of a sexual nature that creates a hostile environment. There are two categories: quid pro quo, where favors or benefits are exchanged for sexual favors, and hostile environment, involving intimidation through unwanted sexual behaviors. Flirting becomes harassment when it is one-sided, repeated after warnings, or offensive. Common situations involve supervisors demanding sexual favors or physical contact without consent. The document also defines bullying and discusses physical, verbal, covert and cyberbullying. It notes the serious effects bullying and harassment can have, such as lower school performance or suicide, and advises telling someone if being
Sexual Harassment
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.
Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general.
Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex.
Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).
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.
There are 6 types of discrimination in the workplace: 1) discriminatory policies or practices which deny equal opportunities or rewards, 2) sexual harassment through unwanted sexual advances, 3) intimidation through overt threats or bullying, 4) mockery and insults through negative jokes and stereotypes, 5) exclusion from opportunities, events or discussions, and 6) incivility through disrespectful or aggressive treatment.
Sexual harassment is defined as unwelcome verbal or physical conduct of a sexual nature that happens in the workplace or in public. It can include unwanted touching, sexual comments, suggestive materials, or name calling related to one's sex. Sexual harassment is illegal and can have negative effects such as decreased performance, job loss, stress, and relocation. Victims should first tell the harasser to stop if comfortable. A formal complaint can then be made to the employer or proper authorities by taking notes of incidents.
In recent years, allegations of sexual abuse and harassment have increased in all activities involving young participants. Unfortunately, all organizations are vulnerable to abuse, and it can and does occur in even the most seemingly positive settings. In fact, the opportunity to work with youth may attract potential abusers to leak in highly reputable organizations. Rotary International takes youth protection very seriously. In this workshop we will discuss the definitions, signs, and prevention of abuse and harassment. Facilitator: Serdar Kelahmet
Sexual harassment is a complex issue that constitutes unwanted conduct of a sexual nature. It can take many forms, including verbal comments, non-verbal actions like staring, and promises of rewards or threats in exchange for sexual favors. The document outlines Israeli law on sexual harassment, defining it as unwanted sexually-related remarks or behavior between those in a relationship with an authority dynamic. It provides examples of abuse of authority and outlines options for filing complaints related to sexual harassment.
This document provides information on the psychology of bullying. It defines bullying and describes the different types, including physical, verbal, covert, and cyberbullying. It discusses why people bully, noting that bullies often have low self-esteem and feel inadequate. The personality traits of bullies are outlined, and the consequences of social bullying on victims are explained. The document also looks at how bullies select their targets and how to deal with and prevent bullying.
This document defines sexual harassment and outlines the types of behavior it includes. Sexual harassment is unwelcome conduct of a sexual nature that affects work conditions or creates a hostile environment. It can include verbal comments, visual displays, physical contact or assault. For behavior to be considered harassment it must be either severe or pervasive. The document provides examples of quid pro quo harassment and hostile work environment harassment. It concludes by explaining the steps to file a formal complaint about sexual harassment in the workplace.
Domestic violence, also known as domestic abuse, can take many forms including physical, sexual, psychological, and emotional abuse. It affects people regardless of gender, size, or strength and often involves a pattern of behaviors used to establish power and control over the other person through fear and intimidation. Warning signs may include feeling afraid of one's partner, being humiliated or criticized, being forced into unwanted sexual activity, or being isolated from friends and family. Anyone can be a victim of domestic violence and there are organizations available to help.
Xxx company sexual harassment trainingKimberlyRugg
This document provides a sexual harassment training for XXX Company employees. It defines sexual harassment and outlines a hostile work environment. Two types of sexual harassment are defined: quid pro quo and hostile work environment. Behaviors that could contribute to a hostile environment are listed, as well as the impact of sexual harassment on a company. Employees are instructed on how to recognize, prevent, and respond to sexual harassment, including reporting procedures. The training emphasizes XXX Company's zero tolerance policy for retaliation.
Sexual Harassment at workplace - Meaning types and effectsTheTemplateWizard
Check a showcase of our Sexual Harassment at Workplace PowerPoint Presentation. Download Sexual Harassment at Workplace PowerPoint presentation now for great and creative presentation ideas on Sexual Harassment at Workplace - Meaning, Types & Effects. This is our general marketing powerpoint presentation on breast cancer prevention & control. We invite you to download TheTemplateWizard's Sexual Harassment at Workplace PPT presentation for great ideas on topics like sexual harassment at workplace, business and marketing etc. We have created Sexual Harassment at Workplace sample powerpoint presentations that demonstrates how to use visuals and illustrations in your PowerPoint presentations.
This document provides an overview of avoiding sexual harassment, including identifying legal foundations, key terms, types of harassment, examples of sexual harassment, employee and supervisor responsibilities, complaint procedures, and the investigative process. It discusses topics such as prohibited discrimination, retaliation, unlawful harassment, hostile work environments, and preventing sexual harassment in the workplace.
1. The document discusses various types of harassment including electronic, landlord, mobile, online, police, power, psychological, community-based, racial, sexual, workplace, and street harassment.
2. It provides information on Pakistan's law against harassment called the Alliance Against Sexual Harassment (AASHA) and charts showing the prevalence of harassment in Pakistan.
3. The reasons for harassment include gender inequality, failure to enforce policies, and beliefs that complaints will not be addressed, while solutions include reporting incidents to supervisors or authorities.
This document discusses inappropriate workplace behavior such as violence, sexual harassment, and discrimination. Violence includes harassment, verbal abuse, and physical attacks. Sexual harassment involves unwanted sexual acts, rape, and sexual comments. Discrimination means treating an employee unfavorably due to their race or characteristics associated with race like hair texture or skin color. The document provides links for more information on inappropriate behavior and disruptive behavior in the workplace.
Bullying is a widespread problem that negatively impacts students' well-being and achievement. The document outlines a comprehensive, school-wide approach to addressing bullying consisting of three parts:
1. Defining and tracking bullying to establish clear policies.
2. Implementing prevention strategies like supervision, social-emotional learning, and bystander empowerment.
3. Establishing protocols for responding to incidents through investigation, consequences, parent involvement, and reflection.
The approach aims to change school culture and norms to reduce bullying through community engagement and evidence-based practices.
This document discusses multicultural education in Puerto Rico. It addresses the diversity found in Puerto Rico in terms of gender, sexuality, race, ethnicity, language, social class, and region. It also discusses the history of ethnic groups on the island and issues of poverty, unemployment, and educational attainment. Puerto Rico has experienced waves of migration to and from the United States due to economic conditions. Language policies in education are also covered. Cultural institutions like the Institute of Puerto Rican Culture aim to represent and promote Puerto Rican culture and identity.
This document discusses types of discrimination that are protected under UK law, including age, disability, gender, race, religion, sex, and sexual orientation. It defines direct and indirect discrimination, harassment, and victimization. Direct discrimination occurs when someone is treated less favorably due to a protected characteristic. Indirect discrimination involves a policy or practice that disadvantages people with a protected characteristic. Harassment involves unwanted conduct related to a protected characteristic that violates dignity. Victimization is punishing someone for making a complaint about discrimination. Employers are advised to adopt anti-harassment policies and follow grievance procedures to prevent discrimination in the workplace.
This document provides guidance on unlawful discrimination, sexual harassment, workplace violence, and the responsibilities of employees, managers, supervisors, and human resources. It defines unlawful discrimination and sexual harassment and provides examples. It states that submission to unlawful conduct cannot be made a condition of employment. It instructs employees, managers and supervisors to report any potential issues to human resources immediately. Human resources has a duty to investigate complaints thoroughly and confidentially. The document also defines workplace violence and what to do if an incident occurs.
The document defines harassment as unwelcome verbal or physical conduct based on protected characteristics that results in a tangible employment action or creates a hostile work environment. It states harassment can be committed by managers, coworkers, customers, vendors, and others, and can target victims, bystanders, or witnesses. The document provides examples of sexual harassment and advises reviewing anti-harassment policies, complying with anti-discrimination laws, knowing how to respond to issues, and reporting harassment immediately. It recommends online training resources on these topics.
This document discusses sexual harassment and bullying. It defines sexual harassment as unwelcome sexual advances, requests for favors, or other verbal or physical conduct of a sexual nature that creates a hostile environment. There are two categories: quid pro quo, where favors or benefits are exchanged for sexual favors, and hostile environment, involving intimidation through unwanted sexual behaviors. Flirting becomes harassment when it is one-sided, repeated after warnings, or offensive. Common situations involve supervisors demanding sexual favors or physical contact without consent. The document also defines bullying and discusses physical, verbal, covert and cyberbullying. It notes the serious effects bullying and harassment can have, such as lower school performance or suicide, and advises telling someone if being
Sexual Harassment
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.
Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general.
Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex.
Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).
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.
There are 6 types of discrimination in the workplace: 1) discriminatory policies or practices which deny equal opportunities or rewards, 2) sexual harassment through unwanted sexual advances, 3) intimidation through overt threats or bullying, 4) mockery and insults through negative jokes and stereotypes, 5) exclusion from opportunities, events or discussions, and 6) incivility through disrespectful or aggressive treatment.
Sexual harassment is defined as unwelcome verbal or physical conduct of a sexual nature that happens in the workplace or in public. It can include unwanted touching, sexual comments, suggestive materials, or name calling related to one's sex. Sexual harassment is illegal and can have negative effects such as decreased performance, job loss, stress, and relocation. Victims should first tell the harasser to stop if comfortable. A formal complaint can then be made to the employer or proper authorities by taking notes of incidents.
In recent years, allegations of sexual abuse and harassment have increased in all activities involving young participants. Unfortunately, all organizations are vulnerable to abuse, and it can and does occur in even the most seemingly positive settings. In fact, the opportunity to work with youth may attract potential abusers to leak in highly reputable organizations. Rotary International takes youth protection very seriously. In this workshop we will discuss the definitions, signs, and prevention of abuse and harassment. Facilitator: Serdar Kelahmet
Sexual harassment is a complex issue that constitutes unwanted conduct of a sexual nature. It can take many forms, including verbal comments, non-verbal actions like staring, and promises of rewards or threats in exchange for sexual favors. The document outlines Israeli law on sexual harassment, defining it as unwanted sexually-related remarks or behavior between those in a relationship with an authority dynamic. It provides examples of abuse of authority and outlines options for filing complaints related to sexual harassment.
This document provides information on the psychology of bullying. It defines bullying and describes the different types, including physical, verbal, covert, and cyberbullying. It discusses why people bully, noting that bullies often have low self-esteem and feel inadequate. The personality traits of bullies are outlined, and the consequences of social bullying on victims are explained. The document also looks at how bullies select their targets and how to deal with and prevent bullying.
This document defines sexual harassment and outlines the types of behavior it includes. Sexual harassment is unwelcome conduct of a sexual nature that affects work conditions or creates a hostile environment. It can include verbal comments, visual displays, physical contact or assault. For behavior to be considered harassment it must be either severe or pervasive. The document provides examples of quid pro quo harassment and hostile work environment harassment. It concludes by explaining the steps to file a formal complaint about sexual harassment in the workplace.
Domestic violence, also known as domestic abuse, can take many forms including physical, sexual, psychological, and emotional abuse. It affects people regardless of gender, size, or strength and often involves a pattern of behaviors used to establish power and control over the other person through fear and intimidation. Warning signs may include feeling afraid of one's partner, being humiliated or criticized, being forced into unwanted sexual activity, or being isolated from friends and family. Anyone can be a victim of domestic violence and there are organizations available to help.
Xxx company sexual harassment trainingKimberlyRugg
This document provides a sexual harassment training for XXX Company employees. It defines sexual harassment and outlines a hostile work environment. Two types of sexual harassment are defined: quid pro quo and hostile work environment. Behaviors that could contribute to a hostile environment are listed, as well as the impact of sexual harassment on a company. Employees are instructed on how to recognize, prevent, and respond to sexual harassment, including reporting procedures. The training emphasizes XXX Company's zero tolerance policy for retaliation.
Sexual Harassment at workplace - Meaning types and effectsTheTemplateWizard
Check a showcase of our Sexual Harassment at Workplace PowerPoint Presentation. Download Sexual Harassment at Workplace PowerPoint presentation now for great and creative presentation ideas on Sexual Harassment at Workplace - Meaning, Types & Effects. This is our general marketing powerpoint presentation on breast cancer prevention & control. We invite you to download TheTemplateWizard's Sexual Harassment at Workplace PPT presentation for great ideas on topics like sexual harassment at workplace, business and marketing etc. We have created Sexual Harassment at Workplace sample powerpoint presentations that demonstrates how to use visuals and illustrations in your PowerPoint presentations.
This document provides an overview of avoiding sexual harassment, including identifying legal foundations, key terms, types of harassment, examples of sexual harassment, employee and supervisor responsibilities, complaint procedures, and the investigative process. It discusses topics such as prohibited discrimination, retaliation, unlawful harassment, hostile work environments, and preventing sexual harassment in the workplace.
1. The document discusses various types of harassment including electronic, landlord, mobile, online, police, power, psychological, community-based, racial, sexual, workplace, and street harassment.
2. It provides information on Pakistan's law against harassment called the Alliance Against Sexual Harassment (AASHA) and charts showing the prevalence of harassment in Pakistan.
3. The reasons for harassment include gender inequality, failure to enforce policies, and beliefs that complaints will not be addressed, while solutions include reporting incidents to supervisors or authorities.
This document discusses inappropriate workplace behavior such as violence, sexual harassment, and discrimination. Violence includes harassment, verbal abuse, and physical attacks. Sexual harassment involves unwanted sexual acts, rape, and sexual comments. Discrimination means treating an employee unfavorably due to their race or characteristics associated with race like hair texture or skin color. The document provides links for more information on inappropriate behavior and disruptive behavior in the workplace.
Bullying is a widespread problem that negatively impacts students' well-being and achievement. The document outlines a comprehensive, school-wide approach to addressing bullying consisting of three parts:
1. Defining and tracking bullying to establish clear policies.
2. Implementing prevention strategies like supervision, social-emotional learning, and bystander empowerment.
3. Establishing protocols for responding to incidents through investigation, consequences, parent involvement, and reflection.
The approach aims to change school culture and norms to reduce bullying through community engagement and evidence-based practices.
This document discusses multicultural education in Puerto Rico. It addresses the diversity found in Puerto Rico in terms of gender, sexuality, race, ethnicity, language, social class, and region. It also discusses the history of ethnic groups on the island and issues of poverty, unemployment, and educational attainment. Puerto Rico has experienced waves of migration to and from the United States due to economic conditions. Language policies in education are also covered. Cultural institutions like the Institute of Puerto Rican Culture aim to represent and promote Puerto Rican culture and identity.
Dr. Peter Vigil, Metropolitan State University of Denver, Summer Seminar: Multicultural Education and Anti-Bullying Strategies, University of Puerto Rico - Río Piedras
This document discusses strategies for parents of children with disabilities who are being bullied. It defines different types of bullying behavior and provides advice on how to recognize if a child is being bullied, talk to them about it, and decide on appropriate intervention strategies. The document also discusses how parents can work with teachers and school administrators to prevent bullying and ensure laws protecting students with disabilities from harassment are followed.
Dr. Myron Anderson, Metropolitan State University of Dever. Summer Seminar: Multicultural Education and Anti-Bullying Strategies, University of Puerto Rico, Río Piedras
Special needs education powerpoint educ100randeepsohal
This document discusses children with special needs, including common diagnoses like cerebral palsy, autism, Down syndrome, and speech/language delays. It addresses issues like rising numbers of special needs children versus stagnant school budgets. It also discusses resources that can help special needs children, cruel treatment some receive, equality, and ways to improve the school system to better support these children.
The impact of bullying in adolescents on schoolDenni Domingo
This document is a research paper on the impact of bullying in adolescents at school. It was submitted by 6 students to their professor and discusses several key points about bullying:
1. Bullying is a widespread problem that affects millions of students worldwide and can have both short-term and long-term negative consequences for both bullies and their victims.
2. There are different types of bullying, including physical, verbal, cyber, and emotional bullying. Bullies often target victims due to perceived differences in appearance, race, religion, nationality or other factors.
3. Bullying can seriously impact a person's mental health, self-esteem and academic performance. Both bullies and their victims are more likely to
The document discusses the effects of bullying. It defines bullying and describes the different types, including emotional, verbal, and physical abuse. It also outlines some of the negative consequences of bullying for both the bully and the victim. Bullies are more likely to engage in criminal behavior later in life, while victims may experience depression, anxiety, and low self-esteem that impacts their school performance. The causes of bullying behavior are complex, but some characteristics of children who bully include a lack of empathy, pushing limits, and an ability to justify their actions.
This document summarizes a research study on bullying conducted with students at the University of Cebu Lapu-lapu and Mandaue. The study aims to understand the reasons for bullying, how it affects victims, and ways to reduce it. It provides background on bullying and reviews literature defining it as a barrier to student development. The methodology section describes the research design, environment, data collection plan, and references used. The study involved surveying 25 high school students to learn about their experiences with bullying and conclusions will be analyzed to further understand bullies and their victims.
This document discusses the psychology of bullying. It defines bullying as a pattern of deliberately harming and humiliating others. Bullies engage in this behavior to feel powerful by putting others down due to their own insecurities and inadequacies. There are different types of bullying, including physical, verbal, relational, and cyberbullying. Bullies target those they perceive as vulnerable in order to project their own flaws onto others. Both bullies and their victims can experience long-lasting negative consequences from bullying behaviors. It is important to tell others about bullying and take active steps to make it stop.
The document discusses various types of harassment including workplace harassment, psychological harassment, racial harassment, religious harassment, sexual harassment, cyber harassment, and dowry harassment. It defines each type and provides examples. Workplace harassment involves offensive, belittling, or threatening behavior directed at workers. Psychological harassment must be vexatious, repeated or serious, hostile, and affect dignity or integrity. Sexual harassment includes demands for sexual favors in exchange for benefits or creating an intimidating environment. The document emphasizes that the source, target, observers, and people in authority all have responsibilities to address harassment and create a respectful environment.
This document provides an overview of bullying prevention and intervention for parents. It defines bullying as repetitive behavior involving an imbalance of power that deliberately causes harm. The presentation discusses the differences between bullying, teasing, rough play, and harassment. It outlines the major types of bullying including physical, verbal, social, and cyberbullying. Warning signs of bullying for both victims and bullies are presented. The impact of bullying on those bullied, observers, bullies and the overall school climate is covered. The document concludes by discussing tools available in New York City to address bullying, including the Dignity for All Students Act and the designation of Dignity Act Coordinators in each school.
Bullying takes many forms including physical, verbal, social, emotional, and cyber bullying. It involves using force, threats, or coercion to abuse, intimidate or aggressively dominate others. Bullying can have serious negative effects on victims including post-traumatic stress, depression, low self-esteem, and suicidal thoughts. If witnessing bullying, people should try to calm or separate those involved, get help from an authority, and defend or speak up for the victim. Victims should ask others for help as there are always people who can help intervene.
Safety in the workplace from Lateral Violence to Lateral Kindness Awasis 2016griehl
Lateral violence exists on a spectrum, from seemingly ordinary behaviour such as gossiping or criticism, to intimidation, racism and outright physical intimidation or harm. Lateral violence cannot thrive when employers, co-workers, and team-members become ethically and legally responsible. We do not accept bullying in our schools or other workplaces so why do we accept it or turn a blind eye within our teams? The concern is that lateral violence is happening or fostered at various levels and going on where we have learned to oppress one another and has become normal. Often, lateral violence is a mind-set based on fear rather than respect.
The goal of the presentation is to empower individuals to recognize lateral violence and intervene, through conflict resolution and to avoid unhealthy coping strategies. Having the conversation is what matters . . . it shows that everyone shares the responsibility for behaviour that affects our teams and our communities; we need to show our students healthy communication and role models so they will be able to model behaviours to lead us into the future in a balanced and health way forward.
This document discusses prejudice, discrimination, and ways to reduce prejudice. It defines prejudice as a negative attitude towards a social group. Types of prejudice mentioned include racism, sexism, classism, homophobia, and religious prejudice. Discrimination is defined as actions against someone due to characteristics like race, age, gender, religion, or sexual orientation. The document also discusses different types of discrimination and provides examples. Finally, it discusses ways that psychologists have found to potentially reduce prejudice, such as changing group boundaries and social influence.
This presentation discusses prejudice and discrimination. Prejudice is defined as an unjustified negative attitude towards others based solely on their group membership, such as race or gender. Discrimination refers to negative actions towards others from certain groups. Prejudice can exist without discrimination if negative attitudes are not acted upon. Theories suggest prejudice develops from things like past negative experiences, learning attitudes from family, or blaming certain groups for problems. Common types of prejudice discussed are racism, sexism, classism, homophobia, and religious prejudice. Ways to potentially reduce prejudice mentioned include changing group boundaries, social influence, and education.
Lateral Violence, Bullying, Victims ...Big River Saskatchewangriehl
This document provides an outline for a presentation on lateral violence and bullying in the workplace. It begins by defining lateral violence and describing its causes and effects. It then discusses different types of bullies and how hierarchy and mobbing can contribute to lateral violence. The document emphasizes developing cultural competence and implementing zero tolerance policies. It proposes telling stories from the presenter's own experiences to illustrate issues with lateral violence. The goal is to promote lateral kindness over lateral violence in the workplace.
This document defines and discusses various types of prejudice. It begins by defining prejudice as forming an opinion about someone before knowing the relevant facts, typically based on their group membership. Prejudice is characterized as being acquired through socialization, emotional, irrational, and disconnected from reality. The document then discusses three types of prejudice - cognitive (beliefs), affective (likes/dislikes), and conative (behaviors). Specific examples of prejudice discussed include those based on gender, ethnicity/race, sexual orientation, age, class, and disability.
This document discusses workplace discrimination, defining it as unfair treatment of employees based on characteristics like race, gender, age, etc. It outlines common types of discrimination including gender, racial, age, disability, sexual orientation, religious, pregnancy, national origin, and color discrimination. The document also discusses the negative impacts of unaddressed workplace discrimination, like decreased employee morale and engagement, increased turnover, and legal/financial penalties. It recommends solutions like mandatory diversity training, clear anti-discrimination policies, and accountability for leaders to promote inclusion.
1) Microaggressions are subtle verbal and non-verbal slights that communicate hostile, derogatory, or negative messages to target persons based on their marginalized group membership.
2) Examples of microaggressions discussed in the document include making assumptions of criminality based on race, dismissing gender accomplishments, and using incorrect pronouns for transgender individuals.
3) Experiencing microaggressions can negatively impact physical and mental health as well as academic performance and career advancement, particularly for students from underrepresented groups in technology fields.
Sexual Harassment, Gender Discrimination and SexismYash Kaushik
This document discusses profanity and excessive foul language. It defines profanity as offensive or disrespectful words. Some people swear for emotional reasons like feeling better or bonding, while others cannot help it. However, swearing has negative effects like giving a bad impression, endangering relationships, and offending others. The overuse of foul language is degrading social relationships and society. To stop swearing, one should gradually decrease usage, avoid excessive company, and understand it can hurt others.
This document discusses harassment in the workplace. It defines harassment as slurs, offensive comments, jokes or other verbal or physical conduct that creates a hostile work environment. Harassment is illegal if it is severe or pervasive. The document outlines different types of harassment, including harassment based on sex, pregnancy, age, disability, national origin, race, color, religion and more. It notes that harassment must be reported and can be reported either informally to a supervisor or formally through a company's human resources department.
The document defines and provides examples of different types of harassment including bullying, cyberbullying, mobbing, gang stalking, moral harassment, racial harassment, homophobic harassment, stalking, and street harassment. It notes that harassment generally involves unwanted, offensive, and distressing behavior that can undermine and intimidate targets. Examples include spreading rumors, surveillance, humiliation, intimidation, and harassment based on race, sexual orientation, or gender.
This document provides guidance on unlawful discrimination, sexual harassment, workplace violence, and the responsibilities of employees, managers, supervisors, and human resources. It defines unlawful discrimination and sexual harassment and provides examples. It states that submission to unlawful conduct cannot be made a condition of employment. It instructs employees, managers and supervisors to report any potential issues to human resources immediately. Human resources has a duty to investigate complaints impartially and prohibit retaliation. The document also defines workplace violence and instructs employees on how to respond to imminent threats.
This document provides guidance on unlawful discrimination, sexual harassment, workplace violence, and the responsibilities of employees, managers, supervisors, and human resources. It defines unlawful discrimination and sexual harassment and provides examples. It states that submission to unlawful conduct cannot be made a condition of employment. It instructs employees, managers and supervisors to report any potential issues to human resources immediately. Human resources has a duty to investigate complaints impartially and prohibit retaliation. The document also defines workplace violence and instructs employees on responding to imminent threats.
This document provides information about sexual harassment and diversity in an educational setting. It defines sexual harassment and discusses the different types, including quid pro quo and hostile work environment harassment. It also outlines university policies and legal definitions related to sexual harassment. The document discusses cultural diversity on college campuses and provides tips for tutors working with underprepared students from diverse backgrounds. It stresses the importance of respecting different perspectives and cultures.
The document discusses various types of intentional injuries including suicide, parasuicide, domestic violence, bullying, stalking, extortion, gang violence, fraternity hazing, kidnapping, terrorism, verbal abuse, and sexual abuse. It provides definitions and descriptions of each term. For suicide, it notes that lack of counseling can lead to repeated attempts and risk to family. The document also includes data on suicide methods in the Philippines and clues that may indicate suicidal tendencies.
This document defines harassment and sexual harassment, outlines protected classes, and provides examples of inappropriate behaviors. It notes that harassment need not be intentional and can be subtle. Protected groups are listed, including race, gender, religion, age, and disability. The document discusses the negative impacts of harassment on individuals and organizations. Reporting procedures and the differences between hostile environment and quid pro quo sexual harassment are also summarized.
Este documento presenta información sobre la preparación, publicación y divulgación de artículos. Explica la nueva cultura de publicación abierta y colaborativa, y los diferentes tipos de revistas y artículos. Además, describe la estructura típica de un artículo de investigación y el proceso de revisión y publicación. Finalmente, cubre aspectos éticos como el uso de herramientas para prevenir el plagio y la importancia de citar correctamente las fuentes.
Informe de Daños a Centros de Cuidado y Desarrollo tras el paso del Huracán María, preparado por el Centro de Investigaciones Educativas, UPR-Río Piedras
Presentación de la Dra. Snejanka Penkova, Facultad de Administración de Empresas, UPR-Río Piedras, para el taller "Cómo convertir tu proyecto, tesis o disertación en un artículo publicable", el viernes, 9 de marzo de 2018
Presentación del Dr. Efraín Flores-Rivera, UPR-Ciencias Médicas, para el taller "Cómo convertir tu proyecto, tesis o disertación en un artículo publicable", el viernes, 9 de marzo de 2018
Estudio de un programa de formación de maestros acerca de su preparación para atender la diversidad en el salón de clase. Dra. Annette G. López, Dra. Claudia X. Alvarez, Dr. Víctor E. Bonilla,
Dr. Edwin Vega, Profa. Elenita Irizarry
Estudio transcultural de dos programas de formación de maestros acerca de su preparación para atender la diversidad en el salón de clase. Dra. Annette Méndez, Dra. Claudia Álvarez, Dr. Víctor Bonilla, Dr. Edwin Vega, Elenita Irizarry M.A.
Addressing classroom diversity competency: A cross-cultural survey of pre-service candidates’ perceptions in Puerto Rico and Colorado. Dr. Annette G. López, Dr. Claudia X. Alvarez, Dr. Víctor E. Bonilla, Dr. Edwin Vega, Prof. Elenita Irizarry, Dr. Peter M. Vigil, Dr. Carmen H. Sanjurjo, Dr. Jan Perry-Evenstad
This document discusses the importance of culturally responsive education. It notes that culturally responsive education ensures students' cultural references are included in all aspects of teaching and learning. The document then provides several examples of achievement gaps and disproportionality in the US education system, such as higher suspension rates for boys and African American girls in preschool, as well as less access to gifted programs and advanced courses for Black and Latino students. It emphasizes that teaching and learning involve social and cultural processes, and that language and culture should be built upon rather than dismissed. Effective teaching requires understanding students' cultural backgrounds and contexts.
Este documento trata sobre las relaciones recíprocas entre niños, familias, escuela y comunidad. Explica que las relaciones recíprocas implican una participación igual entre las partes involucradas para alcanzar metas comunes. También discute cómo la teoría ecológica de Bronfenbrenner muestra que los diferentes sistemas (familia, escuela, comunidad) se entrelazan e influyen mutuamente en el desarrollo de los niños. Finalmente, enfatiza la importancia de establecer relaciones positivas y de comunicación entre educ
El documento describe el desarrollo integral de la niñez desde el período prenatal hasta los 2 años de edad. Explica cómo factores genéticos, ambientales y las experiencias en el útero y durante la primera infancia influyen en el desarrollo físico, cognitivo, emocional y social del niño. Además, presenta las teorías del desarrollo infantil de Bowlby, Erickson, Piaget, Vygotsky y Bandura y describe las habilidades y hitos típicos que se alcanzan en cada etapa.
Este documento presenta el proyecto piloto LECAMAE creado por la organización Sapientis y la Universidad de Puerto Rico para fortalecer las competencias de liderazgo educativo en directores escolares. El proyecto capacitará a seis directores durante tres años en dimensiones como liderazgo estratégico, administrativo y didáctico. Los directores diseñarán e implementarán proyectos para mejorar la lectoescritura con su comunidad escolar. Se aplicarán cuestionarios y grupos focales a estudiantes, personal y padres para validar
Liderazgo en organizaciones educativas: Reto para los directores de escuela. Taller para el personal administrativo de SAPIENTIS, Dra. Alicia Castillo Ortiz
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This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
3. Tough Boss
Challenges employees to think
beyond their current capabilities,
to go beyond what they thought
they could do.
(womenofhr.com/bully-boss-or-tough-boss.com)
4. Harassment
The act of systematic and/or
continued unwanted and annoying
actions of one party or a group,
including threats and demands.
The purposes may vary, including racial prejudice, personal malice, an attempt to
force someone to quit a job or grant sexual favors, apply illegal pressure to collect
a bill, or merely gain sadistic pleasure from making someone fearful or anxious.
(legal-dictionary.com)
5. Discrimination
Unequal treatment of persons,
for a reason which has nothing to
do with legal rights or ability.
Federal and state laws prohibit discrimination in employment, availability of housing, rates of
pay, right to promotion, educational opportunity, civil rights, and use of facilities based on
race, nationality, creed, color, age, sex, or sexual orientation.
(legal-dictionary.com)
8. Bullying v. Tough Boss
Harassment
Discrimination
1. Identify 3 Characteristics
1. Identify 3 Opposing Characteristics
2. Why
What's the Difference?
9. Clear an direct in
their decisions
Examples
Inconsistent in their
decisions
Tough Boss verse Bullying
Discrimination verses
Harassment verses Bullying
Bullying
Targets a person
because of their
race
Targets a person
because of their
abilities
Judges someone
because of their
race
Judges someone
because of their
characteristics
12. • Decisive
• Appreciation of short, medium and
long term needs, goals and strategy
• Accepts responsibility
• Shares credit
• Acknowledges failings
• Learns from experience and applies
knowledge gained from experience
• Goal is to improve business,
communication, language and
interpersonal skills
• Consistent
Tough Boss v. Bullying
Tough Management Bullying
• Random, Impulsive
• Rigidly short term
• Abdicates responsibility
• Plagiarizes, takes all the credit
• Denies failings, always blames others
• Has a learning blindness, cannot
apply knowledge gained from
experience
• Using knowledge gained to be
devious, manipulative, and how to
better evade accountability
• Inconsistent, always critical, singles
people out, shows favoritism
13. • Fair, treats all equally
• Respectful and considerate
• Seeks and retains people more
knowledgeable and experienced
than self
• Values others
• Includes everyone
• Leads by example
• Truthful
• Confident
• Behaviorally mature
• Has difficult conversations
• Addresses poor performance
immediately
Tough Boss v. Bullying
Tough Boss Bullying
• Disrespectful and inconsiderate
• Unable to value, constantly devalues
others
• Includes and excludes people
selectively
• Dominates, sets a poor example
• Economical, uses distortion and
fabrication
14. Harassment v. Bullying
Harassment Bullying
• Has a strong physical component, i.e.
contact and touch in all its forms,
intrusion into personal space, possessions,
damage to possessions including a
person's work, etc.
• Tends to focus on the individual because
of what they are (female, black, disabled,
etc.)
• Harassment is usually linked to sex, race,
prejudice, discrimination, etc.
• Harassment may consist of a single
incident or a few incidents or many
incidents
• The person who is being harassed knows
almost raight away they are being
harassed
• Harassment is often domination for
superiority
• The harasser often lacks self-discipline
• The harasser often has specific
inadequacies, i.e. sexual
• Almost exclusively psychological
• Anyone will do, especially if they are
competent, popular and vulnerable
• Sex, race and gender play little part;
it's usually discrimination on the basis
of competence
• Rarely a single incident and tends to be
an accumulation of many small incidents,
each of which, when taken in isolation
and out of context, seems trivial
• The person being bullied may not realize
they are being bullied for weeks or
months - until there's a moment of
enlightenment
• Bullying is for control of threat (of
exposure of the bully's own inadequacy)
• The bully is driven by envy (of abilities)
and jealousy (of relationships)
• The bully is inadequate in all areas of
interpersonal and behavioral skills
15. Harassment v. Bullying
Harassment Bullying
• Few people recognize bullying
• Workplace bullying tends to fixate on
trivial criticisms and false allegations of
underperformance; offensive words
rarely appear, although swear words may
be used when there are no witnesses
• Phase 1 of bullying is control and
subjugation; when this fails, phase 2 is
elimination of the target
• Often the harassment is for peer
approval, bravado, macho image etc.
• The harasser often perceives their
target as easy, albeit sometimes a
challenge
• The focus is on competence (envy) and
popularity (jealousy)
• The bullying takes place mostly at work
• Everyone can recognize harassment,
especially if there's an assault,
indecent assault or sexual assault
• Harassment often reveals itself
through use of recognized offensive
vocabulary
• There's often an element of possession,
i.e. stalking
• Tends to be secret behind closed doors
with no witnesses
• The harassment almost always has a
strong clear focus (i.e. sex, race,
disability)
• Harassment takes place both in and out
of work
16. Discrimination v. Bullying
Discrimination Bullying
• Judging somebody by their race,
ethnicity, color, religion, age, gender,
disability or sexual orientation
• Making a decision that has an
adverse effect on a person due to
race, color, religion, age, gender,
disability or sexual orientation
• Taking negative actions toward
someone because of their attributes,
i.e. pregnancy, disability, etc.
• Treats a person poorly because of
their characteristics
• Decide not to make a workplace
accommodation due to your disability
(i.e. wheelchair access to office)
• The judgment rests on power and
control of an individual, typically
not race, ethnicity, color, religion,
age, gender, disability or sexual
orientation
• Taking negative actions towards a
person based on weakness
• Tends to target people who most
likely will not take action towards
them
• Taking negative actions towards a
person because they are different
then them
• Competence is a factor on
targeting the victim