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Pages:
3 pages/≈825 words
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Style:
APA
Subject:
Management
Type:
Essay
Language:
English (U.S.)
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Topic:

HR Manager's Approach on Tough Conversations Like Harassment

Essay Instructions:

###Imagine you are the HR manager at a company, and a female employee came to you upset because she felt a male coworker was creating a hostile work environment by repeatedly asking her out on dates even after she said "no." What would you do?####
Write a plan for how would you approach your conversation with each employee, including the most essential topics to cover. As you write your plan, think about what your goals are for this situation and how each conversation will help you achieve those goals.
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Write a 5–7 paragraph paper in which you:
1. Write a plan for the conversation you would have with the employee, based on the concepts found in your textbook. What are the most important points you would need to cover in this conversation, and why?
2. Write a plan for the conversation you would have with the employee's male co-worker, based on the concepts found in your textbook. What are the most important points you would need to cover in this conversation, and why?
3. Format your assignment according to the following formatting requirements:
This course requires the use of Strayer Writing Standards. Include at least one reference to support your paper.
The specific course learning outcomes associated with this assignment are:
Create a plan for approaching tough conversations with employees, including a rationale for the most essential topics to cover.

Essay Sample Content Preview:

TOUGH CONVERSATIONS
Student’s Name or Students’ Names
Department Affiliation, University Affiliation
Course Number: Course Name
Instructor’s Name
Assignment Due Date
Tough Conversations
To get to the bottom of this case, the following plan was developed to assess the dynamics involved:
1 Comprehend the Definition of “Harassment”
It is critical to comprehend what involves "harassment" in the working environment. Harassment in the work environment is any improper lead that depends on a person's ensured class (contingent upon the state the business is in, this can incorporate however isn't restricted to race, shading, belief, religion, sex, gender personality, public inception, lineage, age, handicap/inability, conjugal status, veteran's status, citizenship status, sexual direction, and hereditary data) which has the reason or impact of absurdly meddling with a person's work execution, or in any case, makes a scary, unfriendly, or hostile workplace (Conte 2020, p.44). Harassment can come in numerous structures, including interchanges orally, virtually, physically, or something else.
2 Have A Designated Recipient of Harassment Complaints
When the business gets what "harassment" is, the business ought to guarantee that it has a legitimate arrangement disallowing work environment harassment that recognizes at least one person as assigned beneficiaries of grumblings of harassment. The business should guarantee that the assigned people are completely prepared on what harassment is and how to lead investigations of harassment grievances (Johnson et al., 2018, p. 73).
3 Interview the Employee Making the Complaint
An assigned beneficiary of harassment objections should address the worker who submitted the question and meet the employee, ideally face-to-face, which may better permit assessment of the worker's believability. The questioner should demand the employee to give explicit data about the supposed harassment, like date, time, and area of each supposed episode, the particular activities purportedly performed, and words utilized by the supposed harasser (Johnson et al., 2018, p. 76).
4 Determine Whether the Employee Should Be Placed on Paid Leave
On the off chance that the whining employee has shown that the person feels awkward in their workplace, at that point, the business should guarantee that the worker feels good in their workspace. The business should settle on a business choice concerning whether it can permit the griping employee or claimed harasser to take paid regulatory leave. In contrast, the business explores the worker's objection (Conte 2020, p.48).
5 Promptly Conduct an Investigation into Employee’s Harassment Claims
Start the investigation straightaway into the worker's grievance of harassment. The individual answerable for the investigation shou...
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