Reference no: EM132822001
(The North American Transportation Company (NATC) is a very large organization that provides continent-wide facilities for the shipping of goods, from tonnes of wheat and iron ore to individual parcels. Headquartered in Canada, the company uses all forms of heavy equipment to load, transport, and deliver goods and materials for its clients.
In recent years, a number of accidents and near-accidents had occurred. In some cases the accidents caused injuries to people (mainly employees, though some injuries were sustained by bystanders). They also caused substantial material damage to property and/or the environment. In three cases in the last five years, people were killed.
Investigation of these accidents indicated that drug and/or alcohol abuse by company personnel was relatively common and that these may have been contributing factors to the accidents. This analysis also uncovered that absenteeism and job performance problems were also the result of drug/alcohol use by employees.
The CEO of the company asked the Human Resource department to solve the problem. In response, the department formulated a zero-tolerance policy toward workplace alcohol and drug abuse. The policy outlawed alcohol/drug use on the job and made the implementation and enforcement of the policy the direct responsibility of all supervisory personnel in the company. They further developed and implemented a training program to instruct all supervisors of the policy, the means to implement it, and the specific behaviors expected of them. This training program became known as the Alcohol/Drug Abuse Prevention Program (ADAPP).
The day-long training program explained that it was the responsibility of supervisors to be vigilant with respect to drug/ alcohol use on the job and to act immediately when there is a problem.
The supervisors were required to do three major things: 1. Explain the policy to their employees as a group; 2. Observe their employees and note if employees show signs of being "under the influence." Were this to be the case, the supervisor was to individually meet the employee and direct him or her to the Employee Aid Program for further investigation and treatment; and 3. Immediately remove from the job any employee assigned to hazardous duties if the supervisor felt that the person was in no condition to do the work safely. Supervisors who failed to implement the procedure would face disciplinary actions including, in some cases, immediate dismissal.
The training program consisted of lectures and video presentations, followed by various role-playing exercises and discussions designed to help them learn the policy, to motivate supervisors into implementing it, and to enhance their confidence in their ability to do so.)
Q1- (For the training to be effective, discuss FIVE (5) considerations in the design that you think need attention.
Q2- Explain in detail the FIVE (5) types of outcomes that can be accumulated from this case.