please answer 1,2,3,4 &5

Use this case for the next few questions: Thomas is the HR Manager for an upscale bar in KC; his boss (Cindy) is scared to death they are going to be sued for sexual harassment and she has asked him to revamp their sexual harassment training. Thomas knows this is a critical issue right now because of the \#metoo movement so he decides a week long training session is needed to cover all the legal material needed to cover the bar's liability. Now that Thomas has decided he is going to spend a week on this training he has decided he needs to develop a list of objectives he needs to address. He decided to stick whot the previous objectives that were used and to add two new objectives (\#5 \& \#6 below.) He ends up with the following objectives. 1. Define sexual harassment 2. List factors that might be considered sexual harassment. 3. Identify behaviors that might be considered sexual harassment. 4. Identify management responsibilities in responding to harassment. 5. Emphasize how important legal behavior at work is because of the \#metoo movement. 6. Discuss recent firings of high profile men to emphasize how out of control the \#metoo movement is. Next, he starts putting together a PP presentation to cover each of the objectives. One of the first problems in the above scenario is an Analysis (or Needs Assessment) wasn't conducted before Thomas started to design the actual training. Three of the items below would have been covered during this first step. Select the item that WOULD NOT have been addressed during the Needs Assessment. Thomas would have tried to figure out what is occurring right now and compare it to what is required by talking to managers or perhaps looking at any records that relate to past sexual harassment issues. Thomas would have considered the employee's ability and willingness to complete the training. Thomas would have developed a plan to deal with any employees that were not demonstrating self-efficacy. Thomas would have decided if he is going to use lecture only or lecture and skits to get the important points across to the employees Thomas is the HR Manager for an upscale bar in KC; his boss (Cindy) is scared to death they are going to be sued for sexual harassment and she has asked him to revamp their sexual harassment training. Thomas knows this is a critical issue right now because of the \#metoo movement so he decides a week long training session is needed to cover all the legal material needed to cover the bar's liability. Now that Thomas has decided he is going to spend a week on this training he has decided he needs to develop a list of objectives he needs to address. He decided to stick with the previous objectives that were used and to add two new objectives (\#5 & \#6 below.) He ends up with the following objectives. 1. Define sexual harassment 2. List factors that might be considered sexual harassment. 3. Identify behaviors that might be considered sexual harassment. 4. Identify management responsibilities in responding to harassment. 5. Emphasize how important legal behavior at work is because of the \#metoo movement. 6. Discuss recent firings of high profile men to emphasize how out of control the \#metoo movement is. Next, he starts putting together a PP presentation to cover each of the objectives. When deciding what to cover Thomas made several errors. The largest error is he didn't take enough time to complete an accurate Needs Assessment. In particular he needed to identify obstacles or issues that are particularly important right now. Three of the items below are issues or obstacles he should have considered. Select the response that is NOT something Thomas should have considered. What an emotional issue sexual harassment is right now. Which employees didn't have enough self-efficacy to learn the information so they could be excluded from the training sessions. That men and women may perceive the problem (sexual harassment) and training through a different lens That some employees may actually be hostile toward the issue right now. Thomas is the HR Manager for an upscale bar in KC; his boss (Cindy) is scared to death they are going to be sued for sexual harassment and she has asked him to revamp their sexual harassment training. Thomas knows this is a critical issue right now because of the \#metoo movement so he decides a week long training session is needed to cover all the legal material needed to cover the bar's liability. Now that Thomas has decided he is going to spend a week on this training he has decided he needs to develop a list of objectives he needs to address. He decided to stick with the previous objectives that were used and to add two new objectives (\#5 \& \#6 below.) He ends up with the following objectives. 1. Define sexual harassment 2. List factors that might be considered sexual harassment. 3. Identify behaviors that might be considered sexual harassment. 4. Identify management responsibilities in responding to harassment. 5. Emphasize how important legal behavior at work is because of the \#metoo movement. 6. Discuss recent firings of high profile men to emphasize how out of control the \#metoo movement is. Next, he starts putting together a PP presentation to cover each of the objectives. Which of the following sounds like a good idea? Thomas should deliver the training since he is designing it even though he isn't a dynamic speaker. Most of the training will be delivered through traditional lecture because there is so much information to share A combination of lecture, discussion, role-playing, and cases should be used to cover the issue. A good way to make sure employees understand exactly what kind of physical touch is out of bounds is to have the employees role-play various forms of groping at the training session so they know what is off limits. Thomas is the HR Manager for an upscale bar in KC; his boss (Cindy) is scared to death they are going to be sued for sexual harassment and she has asked him to revamp their sexual harassment training. Thomas knows this is a critical issue right now because of the \#metoo movement so he decides a week long training session is needed to cover all the legal material needed to cover the bar's liability. Now that Thomas has decided he is going to spend a week on this training he has decided he needs to develop a list of objectives he needs to address. He decided to stick with the previous objectives that were used and to add two new objectives (\#5 & \#6 below.) He ends up with the following objectives. 1. Define sexual harassment 2. List factors that might be considered sexual harassment. 3. Identify behaviors that might be considered sexual harassment. 4. Identify management responsibilities in responding to harassment. 5. Emphasize how important legal behavior at work is because of the \#metoo movement. 6. Discuss recent firings of high profile men to emphasize how out of control the \#metoo movement is. Next, he starts putting together a PP presentation to cover each of the objectives. After training, Thomas had the employees complete an assessment form that asked them to rate several statements such as "This training was effective" and "I feel competent in the skills covered in this training" using a scale of strongly disagree to strongly agree. This would be considered a(n) assessment of training. Then he has decided he will compare the number of sexual harassment complaints his employees report this quarter compared to last year's complaints during the same time period. This would be considered assessment of training. reaction; learning learning; behavior results; behavior reaction; results Thomas is the HR Manager for an upscale bar in KC; his boss (Cindy) is scared to death they are going to be sued for sexual harassment and she has asked him to revamp their sexual harassment training. Thomas knows this is a critical issue right now because of the \#metoo movement so he decides a week long training session is needed to cover all the legal material needed to cover the bar's liability. Now that Thomas has decided he is going to spend a week on this training he has decided he needs to develop a list of objectives he needs to address. He decided to stick with the previous objectives that were used and to add two new objectives (\#5 & \#6 below.) He ends up with the following objectives. 1. Define sexual harassment 2. List factors that might be considered sexual harassment. 3. Identify behaviors that might be considered sexual harassment. 4. Identify management responsibilities in responding to harassment. 5. Emphasize how important legal behavior at work is because of the \#metoo movement. 6. Discuss recent firings of high profile men to emphasize how out of control the \#metoo movement is. Vext, he starts putting together a PP presentation to cover each of the objectives. Thomas is taking as many of the Principles of Learning into account as possible while he designs his program. Which of the following ideas would actually be violating one of these ANSWER principles? Thomas will close the bar down for an entire week while the training is conducted because he knows massed training (doing it all at once) is much more effective than spacing it out over a few weeks. It is important that the sexual harassment program is designed in a manner that engages the audience and just lecturing with PowerPoint slides is unlikely to accomplish this so he will also incorporate videos and role play into his program. Thomas should incorporate cases and discussions into the program because he knows the employees will be more likely to retain what they are learning if they have a chance to discuss and practice it. Thomas will incorporate bystander training into the program because Cindy provided him research that showed that although traditional sexual harassment training done over the past 30 years has been ineffective bystander training has proven to be meaningful