Keeping sexual harassment incidents at bay in the workplace involves prevention training that teaches people how to identify harassment and how to respond, using such techniques as role play and discussion. Trainees should also be informed of the organization's policy and procedures for reporting complaints. (JOW)

Problems occur in diversity training when (1) trainers are all women or minorities; (2) sensitizing only white male managers is emphasized; (3) specific set of values is reflected; (4) it is guilt driven or deals only with awareness; (5) focus is on how something is said, not why; and (6) orientation is past/future but not present. (SK)

An investigation of the relationship between the range and severity of academic dishonesty during undergraduate studies and that of dishonesty engaged in during employment revealed that subjects (n=60) who admitted to a wide range of academic dishonesty also admitted a wide range of work-related dishonesty. (Author/JOW)

Notes that social workers often work in host settings, arenas that are defined and dominated by non-social workers. Identifies four predictable problems that accompany social workers' presence as resident guests within host settings: value discrepancies between hosts and guests; marginality of social workers' token status; devaluing of social work…

Laws that govern society also govern the workplace. Understanding how rights have expanded will give managers insight into the social and legal principles that govern the workplace. (JOW)

Seven key questions for implementing change are as follows: burden or challenge? worthwhile? will benefits appear quickly? limited to one function? impact on existing relationships? will it fit in existing organizational culture? and is the change certain to happen? (JOW)

Describes the most common types of home-based employment activities and looks at advantages and disadvantages of such small enterprises, their profitability, and measures that could be taken to solve problems that arise. (Author/JOW)

In a study of 221 employees, perceptions of organizational culture and discrepancy between ideal and actual culture predicted both task performance and contextual (altruism, conscientiousness, organizational citizenship) performance. Organizational warmth, organizational competence, and reward were significant predictors of contextual performance.…

In Clardy's study, 56 employees described 109 vocationally oriented self-directed learning projects undertaken. Projects were categorized as induced (spurred by imbalance between job expectations and capability), voluntary (fueled by personal motivation), or synergistic (combined motivation with the spark of workplace circumstances). Willis'…

A study of 2,505 workers indicated that co-worker social support enhances job satisfaction. Affective and instrumental support are both beneficial. However, neither type buffers the negative effects of job stress on satisfaction. (SK)

Developed a construct of sexual issues/sexual harassment in the workplace based on survey responses of 101 participants in a training program on sexual harassment before the training and 111 participants after the training. Results show a progression of attitudes toward behaviors from safe to most dangerous. (SLD)

The economic costs of drug and alcohol abuse in the workplace are enormous. A new analysis of an International Labour Organisation (ILO) 5-year transnational program involving management and unions has shown positive results in decreasing drug and alcohol problems. (JOW)

School leaders face tensions at global, macropolitical, policy, and school levels resulting from simultaneous and contradictory influences toward sameness and difference. Government and school leaders can deal with these tensions by challenging the sameness that typifies school operations and valuing and learning from differences among school…

Discusses the unseen but essential qualities of team spirit that are necessary for success. Offers five learning activities to help build team spirit and develop high-performing teams. (JOW)

Self-directed learning results from a dynamic interplay of interests, motivation, strategies, control, and assessment. Environmental circumstances such as workplace conditions form a context for self-directed learning. (SK)