Define and discuss cross-cultural training and elaborate on why this is important in criminal justice agencies. 200 or more words. Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Sy

MCJ 6150, Training and Development in Criminal Justice 1 Cou rse Learning Outcomes for Unit VIII Upon completion of this unit, students should be able to: 10. Examine the importance of executive/management training programs. 10.1 Identify management responsibilities for key organizational training areas. Reading Assignment Chapter 10: Key Areas of Organizational Training Chapter 11: Employee and Management Development Unit Lesson When new employees enter an organization, an orienta tion training should occur in order to introduce the employee to the new workplace environment. In the past, many jobs had simple on -the -job, learn -as -you -go training after signing all necessary paperwork. In today’s ever -changing world, orientations should be planned with informational trainings that answer all the questions new employees may pose. Handouts are great tools to new employees, as well as contact information, as they are being bombarded with much new information at once. All employees deserve training equity. No matter the area of work performed, all employees need training in order to stay current with skills, technology, and safety. Safety training should be designed for all employees , and it does not matter if the work is in an office environment or in the field. Along with safety issues, Internet safety issues should be covered in training as well. Along with the discussion of equity in training and promotions comes the issue of race, gender, and disability. As discus sed by Blanchard and Thacker (2013), by law , all persons must be provided equal access to training and development opportunities. If employees possess disabilities, organizations must make reasonable accommodations for their work space and training opportu nities. Disability, race, or gender cannot be a reason that someone is not allowed an opportunity for advancement or professional development. All must be allowed to pursue these opportunities. Other areas of training include sexual harassment, diversity, and sensitivity issues. With various customs, religions, orientations, and ethnicities in today’s workplace, this training is essential in order to treat all customers/clients in a positive manner. Due to the nature of many occupations that fall under soc ial sciences, other trainings should involve issues related to ethical decisions, drug and alcohol issues, and perhaps anger management issues. The field of social science, as well as many others that deal with the commodity of people, requires being in direct contact with people on a daily basis. Many issues can evolve when dealing with others, especially when the employees have much discretion in how they deal with the rights of others in society. For example, as a police sergeant, one of the duties involved is to supervise the officers under his or her command. This means that occasionally, he or she should review the ticket book of his or her officers. If he or she notices that one officer appears to be issuing many tickets to young, f emale drivers more so than “normal,” there may be training or counseling needed to determine if the officer has some issues. Another example would be to find that one officer appears to be only issuing tickets to non -white drivers. Perhaps that is a clue that d iversity training is necessary. UNIT VIII STUDY GUIDE Management Training MCJ 6150, Training and Development in Criminal Justice 2 UNIT x STUDY GUIDE Title Managers or supervisors also need training in order to be effective leaders. Today, one does not become an effective supervisor with seniority. Many times , a person becomes a supervisor through seniority measur es; however, this does not equate to effective management skills. Once promoted to a supervisory level, training is vital in order to adequately deal with issues that will arise for these new leaders. Managers or supervisors are responsible for managing interpersonal relationships and information flow, and they are often key decision makers too. Management development focuses on creating an understanding of the organizational situation, the structure and design of a manager's specific unit and staff, and identifying the skills, styles, and traits necessary to interact with other members of the organization. Management development resources include executive or management education programs and corporate universities. Executives are generally very busy, a nd it is difficult for them to attend training. Also, since executives are at the top level of the organization, it is often hard for them to look to someone else for assistance. No matter how busy the manager or supervisor becomes, in order to treat all equally and fairly, a manager must receive training in order to perform his or her job effectively with the least amount of grievances or lawsuits filed against him or her and the organization. When promoting employees, the manager must ensure that all hav e equal access to professional development and training opportunities. Reference Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed.). Upper Saddle River, NJ: Prentice Hall. Learn ing Activitie s (Nong raded) Nongraded Learning Activities are provided to aid students in their course of study. You do not have to submit them. If you have questions, contact your instructor for further guidance and information. Review the case analysis on pages 433 –434 in the textbook. Answer case questions #1 and #2 on page 434.