Essays on IMP Case Analysis Research Paper
Running Head: Imp Case Analysis IMP Case Analysis All it takes is for good men to do Nothing [Pick the Would a TNA be needed in this situation? Why or why not? If yes, who would
you want to talk to?
A conscious analysis is only required when areas that can enhance the attributes of the workforce are hidden or need endorsements from the supervisors. In my view the case at IMP is apparent and any experienced Human Resource professional can appraise that a training session on gender discrimination at workplace is needed for all employees of IMP. The events that have occurred at IMP themselves provide us with enough evidence for conducting such a training session without a TNA. An implementation of policies related to sexual harassment and gender equality are missing and promoting such policies requires no analysis although an adopted methodology is important hence a concrete training plan is necessary. In extension to the above mentioned general training for all staff, TNA can be done for existing female staff as they were given less training on technical areas than their male counterparts.
2. Based on the case as presented above, what KSAs need to be trained?
In my view there is no deficiency in employee’s technical skills, knowledge or abilities; the problem is present in areas that make the environment a better place to work. In this perspective a cognitive enhancement in all three areas is required. Knowledge related to prevalent discrimination policies, communication skills and abilities to work as a team irrespective of gender needs training efforts.
3. Why has the commission insisted on training for the whole company when the
problem is clearly only Mr. Pettipas? Elaborate.
The problem is not only with Mr. Pettipas since female workers are treated differently by most men mentioned in the case analysis. The events prove to us that a lack of equality exists not only within the workforce but in management as well. The same is evident when the warning letter issued to Mr. Pettipas is taken back on the instructions of the CEO. A workplace where gender discrimination is discouraged people like Mr. Pettipas control themselves and their emotions, peer pressure and acceptability from others forces them to behave in a proper manner. Consequently where the workforce is dominated by men and practices related to gender discrimination occur on daily basis, people like Mr. Pettipas are further encouraged. Double standards are established and female workers are viewed as an anomaly in the workplace. In this case study female workers are provided with less training, HR manager recommends Ms. Dillman to extend her leaves but fails to do anything about Mr. Pettipas’s abnormal behavior and the retrieval of warning letter. After such events the organization as a whole needs a reminding that discrimination at workplace would not be tolerated hence multiple training sessions for the whole organization are insisted upon.
4. For the training to be effective, what other things do you think need attention?
Certain pre and post training activities can play their role in order to ensure the effectiveness of the training program. There is an evident need to practically adopt similar standards for both set of genders, equal opportunities for employment, similar technical training programs, a conscious effort to take in confidence and change the behavior of supervisors and managers, awareness campaigns against workplace discrimination with special emphasis given to related policies along with post training activities like counseling and coaching sessions for minor offenders while more stern measures taken against offenders who repeat instances of gender discrimination at workplace.
5. What would you suggest in the way of evaluation of the training? How would
you convince top management that it would be worth it?
A training program designed to change or alter the behavior of the participants is always difficult to evaluate as there is no quantitative measurement for assessing a behavioral change (Blanchard & Thacker, 2010). I would make use of knowledge assessment criteria for evaluating the training, assessing the participants using a quiz questionnaire before and right after the training. The change in scores should be a good measure to assess the gain in knowledge and by using a feedback form to ask participants what they feel about the training and its effectiveness. Besides these immediate evaluations, long term effects of training can be evident by observing a decrease in discrimination related offenses.
The severity of events at IMP and need for better measures related to gender discrimination call for an action from the senior management. I would persuade the top management by chalking out a training plan which would include all the aspects of the proposed training program including objectives of the training, pre and post training activities, audience, content (covered policies), costs, evaluation criterion and most importantly expected results of the training session.
Blanchard, P.N. & Thacker, J. W. (2010). Effective Training: Systems, Strategies, and Practices (4th Ed). Upper Saddle River, N.J: Prentice Hall