(a) Your CEO is concerned about sexual harassment at the workplace.

The present course is

outdated due to court rulings. As a result, a consultant is engaged to revise the existing
harassment awareness program for all the employees.

Answer:

Context Analysis:

Sexual harassment is identified as unwanted conduct of a sexual nature.

CEO decided there should be an intervention.
They feel there should be a training program because the present course is outdated due to court
rulings.
Employers are responsible for providing their employees with a work environment that free of
sexual harassment. Employers are, therefore, required to provide a training program to prevent
sexual harassment in the wok place. If the employer has not taken all reasonable steps to prevent
sexual harassment in the work place, the employer may be liable for sexual harassment which
does occur, even if unaware that the sexual harassment was taking place. If the employer
provides training program the employee are motivated to and the work environment is become
better.
The trainer does to ensure success that require the involvement of all those concerned.

Participant’s Analysis:

-All the employees are going to receive the training.

-A consultant is going to instruct who has experience in that subject.
-Provide education and information about sexual harassment to all the staff on a regular basis.
The circulation of information, open communication and guidance is of particular importance.
Information sessions, personnel meetings, office meetings, group discussion and problem-
solving groups can prove very effective in this respect.

Work Analysis:

In addition to the employer’s responsibility to provide a non-discriminatory and non-violent

workplace atmosphere and the duty of employees must also assume an active role in the
prevention of sexual harassment.

To remove the sexual harassment from the workplace the employee no required high-level skill,
only need to change their behavior and also employees should commit to follow the
organizational policy.

People expected to do the job in such a work environment which is free from sexual harassment.
But currently the CEO believes this type of work environment doesn’t exist in his organization.
Content Analysis:

Develop an anti-harassment policy together with employees, managers and union

representatives. And in training session communicate the policy to all employees.

In the training program whatever the training session contain make sure that all managers and
supervisors understand their responsibility to provide a sexual harassment free work
environment. Ensure that all employees understand the policy and procedures for dealing with
sexual harassment this involves training, information and education.

Suitability Analysis:

Here the employee need to obtain and become familiar with the organization’s policy and to
obtain the policy a proper training program is required on sexual harassment. Employee need to
change his feelings, attitudes and behaviors if he is wrong. Behavior should correspond with the
expectation and behavioral requirements of the organization’s sexual harassment policy. Beside
these employer need to create a proper environment for the employee.

Cost-Benefit Analysis:

Here need to forecast the costs of training. Cost depend on training procedure, learning methods,
number of participants. Effective training will remove sexual harassment in the workplace. For
that reason employee become motivated.

(b) One week ahead of annual safety day celebration, the general manager says, “We have got a
new safety policy. We need to inform all employees about it. We need someone to prepare a self-
study learning material for distribution among all employees.”

Answer:

Context Analysis:

An organization safety policy is a statement of principles and general rules that serve as guides
for action. Senior management must be committed to ensuring that the policy is carried out with
no exceptions. Here general manager says about that. The safety policy should have the same
importance as the other policies of the organization.
They feel there should be a self-study training programme because the policy is new. Employee
doesn’t know about the new policy. This training will increase employee performance as well as
organizational performance. It removes the accident and employee understands how to work
properly.
Trainer may prepare a updated and appropriate self study learning materials and provide to all
the employees.

Participants’ Analysis:

All employees receive the training and the employees already know about the previous safety
policy.
According to safety policy trainer prepare a self study training materials. The policy statement
can be brief, but it should mention:

 Management’s commitment to protect the safety and health of employees.

 The objective of the programme.
 The organization’s basic health and safety philosophy.
 Who is accountable for occupational health and safety programs.
 The general responsibilities of all employees.
 That unacceptable performance of health and safety duties will not be tolerated.

Work Analysis:

Organization wants to review there safety policy. Organization expectation from the employee or
the duties of employee is do the job properly or can say without any accident. Here the
responsibility of employees includes:

 Using personal protection and safety equipment as required by the employer.

 Following safe work procedures
 Knowing and complying with regulations
 Reputing any injury or illness immediately
 Reputing unsafe acts and unsafe conditions

People expected to do the job in safe and healthful work place where accidents do not happened.
But right now the organization can not achieve this type of work place that’s why self study
training is needed.

Content Analysis:

While organization will have different needs and scope for specific elements required in there
safety programe. The following basic items should be considered in each case:
  Individual responsibility.
 Safety rules
 Correct work procedures
 Employee orientation
 Work place inspection
 Reporting and investigating accidents
 Emergency procedures
 Medical and first aid
 Health and safety promotion

Suitability Analysis:

Training is one solution for safety problem. Beside this management have huge responsibilities
include:

 Providing a safe and healthful work place

 Establishing and maintaining a health and safety programe
 Ensuring workers are trained or certified, as required
 Reporting accidents and cases of occupational disease to the appropriate authority
 Providing medical and first aid facilities
 Ensuring personal protective equipment is available
 Providing workers with health and safety information
 Supporting supervisors in their health and safety activities
 Evaluating health and safety performance of supervisors

Cost-Benefit Analysis:

This training reduces the number of work place accidents. This benefit we can not convert
appropriately in terms of money. But if accident reduce, employee work willingly. So they
reduce the wastage and develop organization image.
Now, what you think should be appropriate – allowing trade union in EPZ and Economic Zones?
Or you think it should not be allowed in those zones as it may discourage foreign investors to
come and invest in setting up industries there. In both cases, put up your arguments either in
favor or against allowing trade unions in EPZ & Economic Zones citing reasons for your views.

Answer:
Trade Union is an outcome of the factory system. It is based on labor philosophy - “united we
stand, divided we fall.” Trade union means a combination formed for the purpose of regulating
the relations between workmen and employers. Trade unions are basically organization’s
representing the interests of workers.

They were formed to counter-balance the monopsony power of employers and seek higher
wages, better working conditions and a fairer share of the company's profits. A strong trade
union is a guarantee of industrial peace and makes for the stability of industry. Any decision
agreed upon collectively by the workers is bound to command obedience of, and respect among,
the general body of the workers. Trades unions can give representation to workers facing legal
action or unfair dismissal and help to negotiate and implement new working practices which help
to increase productivity.

Despite of having these above advantages of trade unions, On the other hand, the trade unions
have been subjected to severe criticism, particularly due to some of their anti-social activities.
Sometimes trade unions is quoted as ‘terror unions’ for its very meanings and comparisons,
peculiar behavior patterns, growths and developments both in the past and in recent years have
become almost synonymous now-a-days in a problem oriented, relatively poorly managed
country like Bangladesh.

The purpose for which Trade Unions are allowed to be introduced under the coverage of local
and international Laws and conventions although are not bad, but the practices and experience of
Trade Unions in Bangladesh have become an eyesore for local and foreign governments, donors,
policy makers, investors and entrepreneurs. Trade Unions has become one of the major issues in
making investment decisions both by local and foreign Investors. Foreign Investors in export
processing zones areas were worried about Trade Unions so much in Bangladesh and this will
cause hostile attitude towards foreign investors. Thus, this attitude has retarded technical
progress and reduced national income.
On the other hand, trade unions intoxicated with their strength, the unions have sometimes
launched strikes on flimsy grounds and done incalculable harm to themselves, the producers, and
the community and often create artificial scarcity of labor by demanding that only union
personnel should be employed.

The benefits of trades unions depend on their circumstances. If they face a monopsony employer,
they can help counterbalance the employers market power. In this scenario, they can increase
wages without causing unemployment. If unions become too powerful and they force wages to
be too high, then they may cause unemployment and inflation. It also depends very much on the
nature of the relationship between trade unions and employers. If relations are good and
constructive, the union can be a partner with the firm in maintaining a successful business, which
helps protect jobs and higher wages. However, if the relationship between trade unions and the
management become confrontational, it can escalate into destructive partnerships which cause a
decline in profitability and puts the long-term security of jobs at risk.

In the end, by analyzing all the above arguments, I think trade union should not be allowed in
EPZ and Economic Zones specially on the perspective of Bangladesh’s situation. Despite of the
changes in terms & conditions to operate industries of trade union policies by Bangladesh
Government, I think it will not helpful for both local and foreign businesses in long term.