SHARP Career Course Test 2 (Answered) Verified Solution 2023

SHARP Career Course Test 2 (Answered) Verified Solution 2023 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: -Direct -Peer Intervention -Leadership Actions Direct: -Confront the harasser and inform the person that the behavior is not appreciated or welcomed and that it must stop -Focus on the behavior and its impact -Address the harasser with a letter, text message, email Peer Intervention: Ask someone else to talk to the harasser, to accompany the complainant, or to intervene on behalf of the complainant to resolve the conflict Leadership Actions: Report the behavior to your supervisor and ask for assistance in resolving the situation Sexual Harassment Complaints: -Anonymous -Informal Complaint -Formal Complaint Consider the complainant/victim -Assess and clarify immediate needs -Ensure safety of the complainant/victim -Identify physiological and physical effects on a complainant/victim Safety Planning: -Safety planning is a major part of crisis -Surroundings, which tie into physical safety -Victim's sense of safety -Emergency medical needs Addressing Safety: -SARC/VA recommend verbal and written orders on no contact, recommend to relocate either the alleged offender or the victim -SARC/VA works directly with command to implement safety plans MPO needs to be placed within: 6 Hours of the commander being informed of the assault What is the purpose of High-Risk Response Team (HRRT): to continually monitor victim's safety HRRT must report to CG, CMG Chair, and CMG co-chair within? 24 hours of activation and at least weekly thereafter Crisis Intervention: -Establishing rapport with the victims/complainant -Gathering information -Averting a potential state of crisis The aim of crisis intervention is to: -Help victims/complainants regain equilibrium and sense of control -Engage victims/complainants in a healing, interpersonal process -Help victims access internal and external resources Psychological Effects: