How Managers Can Effectively Reduce Hostile Environments

Hostile working environment is when an employee makes the workplace environment uncomfortable for another employee by behavior that is judged to be threatening or harassing. For example, by intentionally blocking a co-worker's path at work or by posting offensive images on his desk so that the co-worker will see or using language that is upsetting to another co-worker -- all of this would be considered creating a hostile working environment.

Quid pro quo sexual harassment occurs when a "this for that" arrangement is put on the table by a boss or manager -- for example, a raise or a higher level position within the company in exchange for sexual favors. This is sexual harassment. Three specific steps does that the EEOC encourages are to: Clearly communicate a zero tolerance policy Establish an effective grievance process Take immediate and appropriate action when employee complains.

The first step requires management to explain that such behavior as described above will not be tolerated by management at the workplace in any sense. There will be no warnings given or no "three strikes" -- it will simply be a matter of if you are caught creating a hostile work environment or doing quid pro quo sexual harassment, you will face the consequences in terms of being moved, fired, or having pay reduced. This is the essence of a zero tolerance policy.

The second step is designed to help victims of harassment to voice their complaints by giving them a process that they can follow in order to make their complaints heard by management. The third step involves management acting immediately upon hearing of such complaints. It requires that managers be alert and no exactly how to respond to such claims and that they not dawdle or let days and weeks go by without addressing such serious isses. Q2.

The methods of training are: on-the-job training, apprenticeship, job rotation, classroom lecture, programmed instruction, simulation, distance learning and computer-based training. The order in which these various methods can be applied depends upon the nature of the training and the aims and goals of the organization utilizing it. For example, if rapid training is needed, the best way to do this is to start with a classroom lecture then proceed to on-the-job training. In the latter, the trainee is able to learn quickly first-hand from co-workers who have experience.

It is learning by immersion and would include examples of a factory worker learning by taking a position on the factory line alongside an old hand who understands the process very well. Apprenticeship.