SHARP Career Course Test 2 (Answered) Verified Solution 2024
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Course
SHARP Career
Institution
SHARP Career
SHARP Career Course Test 2 (Answered) Verified Solution 2024
Harassment:
is unwelcome or offensive to a reasonable person, whether oral, written, or physical, that creates an intimidating, hostile, or offensive environment.
Sexual Harassment:
involves unwelcome sexual advances, requests for s...
SHARP Career Course Test 2 (Answered) Verified
Solution 2024
Harassment:
is unwelcome or offensive to a reasonable person, whether oral, written, or physical,
that creates an intimidating, hostile, or offensive environment.
Sexual Harassment:
involves unwelcome sexual advances, requests for sexual favors, and deliberate or
repeated offensive comments or gestures
Army policy of sexual harassment:
-unacceptable and will not be tolerated
-destroys teamwork and negatively affects readiness
-Army leaders set the standard and create an environment conducive to productivity
-a successful mission is achieved in an environment free of SH
-Percent is the responsibility for all
Categories of Sexual Harassment:
-Verbal
-Non-Verbal
-Physical Contact
Sexual Innuendo:
an indirect remark suggesting something rude or sexual in nature (not necessarily illegal
or malicious, can be offensive)
Types of Sexual Harassment:
-Quid Pro Quo
-Hostile Environment
Quid Pro Quo
demanding sexual factors in exchange for a promotion, award, or factorable assignment
(this for that)
Hostile Environment
using derogatory, gender-biased terms; making comments about body parts; displaying
sexually suggestive pictures
SARCs and VAs evaluate a complaint from the:
complaints prospective
Sexual Harassment Checklist:
1. Is the behavior sexual in nature?
2. Is the behavior unwelcomed?
3. Do the elements of power, control, or influence exist?
4. Does the Behavior create a hostile or offensive environment?
5. Is the Behavior inappropriate?
6. How would a reasonable person react to the behavior?
Why intervene? Potential impact on individual
-Depression
-Detachment
-Difficulty with trust
-Decline in performance
, Why Intervene? Potential impact on unit:
-decreases productivity
-creates polarization in the unit
-creates polarization in the unit
-distracts from goals and mission accomplishment
Why don't people intervene:
-Assumed it wasn't a problem
-Didn't know when/how to intervene
-Bystander apathy
-Diffusion of responsibility
-Feared for personal safety
Pluralistic Ignorance:
"Maybe it's just me" (May privately disdain but publicly support a norm or belief)
False Uniqueness
"Odd person out" assume that the difference between their attitudes and those of others
is greater than it actually is
False Consensus
"Everybody's with me" tend to be the loudest and most aggressive in the group
Intervention Process:
1. Notice the event
2. Interpret the event or behavior as a problem
3. Feel responsible for solving the problem
4. Choose how to intervene
5. Take action
Notice the Event:
-Notice the behavior of others
-Avoid minimizing or justifying negative behavior
Reasons we do not notice:
-Distracted
-Don't want to know
Reason why people might not interpret an event as a problem:
-Ambiguity
-Conformity
Feel responsible for solving it
-Do not minimize the problem
-Do not look to someone else to act - take responsibility.
Reasons why people may not take responsibility
-May assume it is none of their business
-Behavior does not affect them directly
Choose how to intervene:
-What is the context?
-What are the resources?
-How do yo implement your intervention?
Implementing your intervention actions:
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