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This practical guide offers information and ideas which will help you set up and maintain student support groups. The rapid changes taking place in Further and Higher Education have included the growing demand for students to be offered more flexible learning while tutors are required to cover the same amount of material in less contact time, as well as fostering the personal and professional development of individual students. The emphasis on encouraging independent learning may leave some students feeling isolated and dissatisfied with their learning experience. Student support groups are increasingly being used to address some of these challenges. Such groups facilitate team working and also offer personal and social support, and development for the individuals involved.
FROM THE BOOK
Table of Contents
1 Introduction 1
2 Advance Planning - Setting Up 15
3 Advance Planning - Monitoring, Support and Review 37
4 Advance Planning - Assessment 57
5 Dealing with Potential Difficulties 75
6 Conclusion 83
7 References 87
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Studies indicate that sexual harassment touches the lives of 40 to 60 percent of working women, and similar proportions of female students in colleges and universities. Additionally, it is estimated that 90 percent of all sexual harassment claims are bona fide with an average settlement of $200,000. No organization is immune to being impacted with a sexual harassment lawsuit and employers have a duty to provide a workplace free of harassment and unwelcome sexual advances. Today, courts hold organizations liable for the acts of the supervisors and employees who engage in on-the job sexual harassment even when management is unaware of the problem. Author, Dr. Daniel Moses, defines the two types of harassment and suggests 10 policies and procedures that CEOs, corporate officials, and HR professionals can implement to prevent/reduce the number of organizational harassment claims. The goal of any company should be to have zero claims of sexual harassment and to encourage good employee morale, high productivity and teamwork.
Employee education is the key to reduction of sexual harassment. Dr. Moses offers his readers interesting and revealing court cases that can be used as training material to illustrate how and why policies/laws have evolved. Additionally, Dr. Moses provides recommendations detailing 8 key elements that an organizational sexual harassment policy should contain, and he provides numerous best-practice suggestions for creating a sound sexual harassment program
Reviewed by Dr. Freda Turner, September 2002. Dr. Turner teaches in Graduate/Doctoral Programs for University of Phoenix.