...patients? Base your response from the GCU introduction and the textbooks. Cite references from your reading to support your answer. HLT 310V Week 3 Assignment Health Care Provider and Faith Diversity: First Draft Max Points: 100 Details: The practice of health care providers at all levels brings you into contact with people from a variety of faiths. This calls for knowledge and acceptance of a diversity of faith expressions. The purpose of this paper is to complete a comparative analysis of two faith philosophies towards providing health care, one being the Christian perspective. For the second faith, choose a faith that is unfamiliar to you. Examples of faiths to choose from: Sikh, Baha’i, Buddhism, Shintoism, etc. In a minimum of 1,500-2,000 words, provide a comparative analysis of the different belief systems, reinforcing major themes with insights gained from your research. In your comparative analysis, address all of the worldview questions in detail for Christianity and your selected faith. Refer to chapter 2 of the Called to Care for the list of questions. Be sure to address the implications of these beliefs for health care. In addition answer the following questions that address the practical and healthcare implications based on the research: 1. What are critical common components to...
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...Integrity………………………………………7 6.2 Data Protection Act……….……………………………..7 7. Time Plan……………………………………………………………..8 8. References…………………………………………………………….9 1. Introduction This paper focuses on workforce diversity management by reviewing past studies and theories and applying it to the UK retail sector. ‘ The basic concept of managing diversity accepts that the workforce consists of a diverse population of people consisting of visible and non-visible differences… and is founded on the premise that harnessing these differences will create a productive environment in which everyone feels valued, where all talents are fully utilized and in which organizational goals are met’ (Torrington et al, 2011: 476). 2. Literature Review According to Ellis and Sonnenfeld (1994) and Brenda (2010), the main purpose of diversity management and its primary function is to increase employee performance and to avoid quick-fix solutions (Trennery and Paradies, 2012) allowing maximizing advantages and minimizing disadvantages of a diverse workforce. Diversity was usually expressed only in the form of age, gender and ethnicity until the middle of the 20th century (Kosek et al, 2005), viewed simply as an obligation to follow the human rights legislations imposed by the government, However, due to globalization and demographic changes the diversity...
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...Abstract This paper attempts to examine the group relationship of five Master’s level students who were randomly selected to work together on research paper that covered a topic that relates to organizational behavior. The five students are all part of an interactive learning program that provides distance learning in order to achieve a Master’s level degree. The course, Managing organizational Behavior, studies how organizations can effectively manage employees, and how organizations can achieve success by effectively implementing organizational practices that increase productivity and teamwork. The group examined in this paper chose to research the topic of Cultural Diversity in Organizations. The research included the history of cultural diversity, the implications, the benefits, and the organizational practices that lead to creating effective culturally diverse groups. The first major obstacle the group had to overcome was the distance that physically separated each member. In order to develop a plan and accomplish the end goal, the group had to develop a main source of communication in order to effectively communicate with each other. Having never met each other, the group was also challenged with learning about each other, and developing a plan that everyone could adjust to given everyone’s differences in schedules and access to communication tools. This paper will examine how the group overcame obstacles in group development, interactive communication, and group conflict...
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...ijcrb.webs.com APRIL 2013 INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS VOL 4, NO 12 EXAMINING FACTORS AFFECTING DIVERSITY IN THE WORKPLACE Arslan Ayub1, Muhammad Salman Aslam2, Adeel Razzaq3, Hanan Iftekhar4, Sabiha Hafeez5 1234 MS Scholar, Iqra University Islamabad, Pakistan National College of Business Administration & Economics Bahawalpur, Pakistan 5 Abstract The purpose of the study is to examine various organizational factors that influence diversity in the workplace. The factors incorporate organizational policies, management practices, and perceived inequity. The current paper is a conceptual paper solely based on literature review. The findings are reliable with consideration view of these organizational variables to be the factual obstacles in employing and heading workplace diversity issue on. The current study throws light on the significance of managing workplace diversity. Keywords: Organizational Policies, Workforce Diversity, Management, Management Practices, Staffing INTRODUCTION The "business case for diversity" curtails from the development of the replica of diversity within the workplace since 1960's. The inventive model for diversity was positioned around affirmative action drawing strength from the law and a need to act in accordance with equal employment opportunity objectives. This observance based model conferred to the thought that tokenism was the reason; an individual was hired into a company when...
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...Professor Thomas A. Swinney Abstract The purpose of this paper is to show how important it is for companies to have great organizational leaders and what role they play in building and maintaining sustainability in order for the business to be competitive and successful globally. The research performed indicates what best practices and business strategies are needed to be effective when faced with challenges of diversity, ways to motivate and empower their employees for the business to be successful. Assignment 2: Leadership Assessment The writer of this paper will analyze the leadership style of their District Manager from a previous organization, Dollar General that made a negative impact on them. The writer of this paper will also analyze the organizational structure and culture of BI-LO Holdings to determine its approach to team development, and whether that approach helped them to enhance their relationship skills in the workplace. Also the writer will evaluate the performance of the District Manager based on their ethical conduct and effective in determining how successful in motivating and empowering them to improve on their work performance. The writer will select three best practices that they think organizational leaders can use to motivate their employees as well as their potential benefits. The writer will also discuss some of the challenges leaders face when managing diversity and how diversity can help their business organization better compete in global...
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...Equality and diversity in the workplace has become a central topic in the debate within the human resource management literature. Traditionally, society has been divided into different social classes, which arise from different aspects such as access to material resources, access to education and employment opportunity. These divisions in class differences have reflected and have fundamental influence over employment relationships (Williams and Adam-Smith, 2009). However, inequality nowadays is more complex. It has gone beyond the issue of class differences, thus the lack of equality and non-discrimination framework impedes the progress of equality and diversity in contemporary organisations (Fawcett Report, 2013). The presented paper builds on the existing literature on the topic of equality and diversity in the workplace, and aims to examine the role of trade unions, governments and human resource managers in promoting equality and diversity within organisations. Particular difficulties of advancing equality in practice are investigated and solutions to overcome these issues are discussed. Overall, the paper is structured into three main sections. To begin, a short outline of different approaches used in addressing equality and diversity will be considered. The first main section highlights the role of the stakeholders in promoting equality and diversity in the workplace. The second section evaluates numerous challenges preventing the promotion of equality in practice. The third...
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...written by Vidhi Agrawal which from Ajay Kumar Garg Insitute of Management, Ghaziabad¸ India. This article has been taken from ‘Team Performance Management: An International Journal, volume 18 no 7/8 in 2012 and it has sixteen pages only. The type of this paper is research paper whereby this study is investigating the company in the context of India industries. According to the article, the method has been use by author to form the issue is making an extensive review of existing literature. Besides that, the author use the SWOT analysis which strengths, weaknesses, oppositions, threats analysis of diversified team was done with help of secondary research. Moreover, the concept is based on the authors own practical experience. The author has combine primary and secondary research to highlight and show the strengthen the author views and opinions. Basically, the concept and the ideas are based on the author’s own experience. In fact the article is fairly confusing for the first paragraph because the title are not clear stated this study actually investigate on the what area or country. So the people will confusing at the first they read. Purpose of the study According to the abstract of this article the purpose of this paper is to investigate the importance factors which need to be taken into consideration to manage a diversified team. Besides that, it also aims to provide business managers and executives with a outline of how to develop and implement teams in the workplace...
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...The Role of Culture in the Workplace Anne Marre S. Bautista The Chicago School of Professional Psychology The Role of Culture in the Workplace Culture is a crucial factor of human behavior. Over the last decade, culture has become a hot topic in organizations because of the explosive rise in the ethnic diversity in work places. This increase in cultural diversity comes with consequences which have resulted in the emergence of a need to build cross-cultural competencies among personnel in order to create work places that allow all employees to perform at the optimal capacity without being marginalized and made to fell incompetent or in adequate based on their cultural background and behavior norms, values and beliefs. Cultural differences within organizations can lead to challenges such as conflict and poor performance. Understanding the role of culture diversity in the workplace is important for organizations searching to build a competitive edge in the global market. This paper addresses the role of culture diversity on motivation and conflict within organizations. These issues were first revealed to me when I was 18 years old, and I got a job as a sales associate. I only worked there for two months. But I only needed two months to witness the role of culture in a workplace. I was one of the very few Asian associates. The other Asian was a Chinese young woman called Stephanie (pseudonym). The workers were predominantly Caucasians as well as were the clients who were...
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...Groups and Teams Teams and Groups This paper will explain the differences between a group and a team as well as the importance of workplace diversity in an organization and how it relates to team dynamics in the workplace. The importance of groups and teams within the workplace is essential to understand the meaning of both terms. Groups Groups is a collection of individuals who have regular contact and frequent interaction, mutual influence, common feelings of camaraderie, and who work together to achieve a common set of goals (Business Dictionary.com, 2010). Forming a group based on surrounding personalities and behavior is not difficult, although the effectiveness of groups may vary. A group's interpersonal dynamics can range from compatibility to intolerance, which could make consensus building difficult for leadership. In-group there is separate characteristics of every individual working with the group. This means every individual has his or her own job to perform. Teams Teams are a group of people with a full set of complementary skills required to complete a task, job, or project (Business Dictionary.com, 2010). Team members operate with a high degree of interdependence, share authority and responsibility for self-management, are accountable for collective performance, and work toward a common goal and shared reward (Business Dictionary.com, 2010). A team offers skills that are advantages to one...
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...Workplace Diversity Elizabeth Foma University of Guam School of Business and Public Administration P. O. Box 5169 UOG Station Mangilao, Guam 96923 efoma@uguam.uog.edu; drmayuk@yahoo.com Abstract Diversity is an important part that all employees have to deal with at one point during their careers. There are many positive aspects to diversity in the workplace, such as exchange of ideas because of the diverse cultures of employees, the development of friendship without discrimination, workers learn to cope up with the diverse environment, stereotyping is eliminated, retention of employees are more likely due to healthy competition. On the other side, there is are negative parts which includes communication gaps due to language barrier and resistance to change. Diversity is any dimension that can be used to differentiate groups and people from one another, in which these dimensions can be visible or invisible. The existence of workplace diversity, within an organization, indicates that the workplace is heterogeneous in terms of gender, race, and ethnicity, in which employees possess distinct elements and qualities, differing from one another (Robbins, 2003). Key words: Race, gender, inequality, ethnicity, organizations, discrimination, lifestyle. 1. Introduction Diversity is any dimension that can be used to differentiate groups and people from one another, in which the dimensions can be visible or invisible. The existence of workplace diversity, within...
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...DEVRY SOCS 350 Complete Course – NEW 2015 http://www.spinwoop.com/?download=devry-socs-350-entire-course For Further Information And For A+ Work Contact US At SPINWOOP@GMAIL.COM SOCS 350N all discussions all you decide and full course projct but no quiz and final Discussion 1 Ethnocentrism is generally defined as viewing one’s own culture as superior to all others. However, quite often, it is not quite that obvious. Whenever we encounter something that seems strange or different, we will feel some degree of discomfort. How we respond to that feeling is a gauge of how ethnocentric we are about it. Let’s suppose that you are entertaining a business client from France. You take him to a very fine french restaurant where he looks over the menu very carefully, then asks the waiter if he or she, by chance, has cheval available. The waiter shakes his head and explains that it is not served in America. Your client becomes somewhat upset and tells you that a truly fine restaurant would serve “proper” cuisine, and that he was very disappointed with American hospitality so far. He eventually settles for the prime rib, but is ill-tempered for the rest of the evening. The next morning, he leaves for France without consummating the expected business deal. Your boss asks you what happened, and you explain that the client was upset because the restaurant didn’t serve something called cheval. Your boss nearly chokes on his morning coffee and asks, “You mean he actually...
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...Cultural Diversity 1 Running head: Cultural Diversity Cultural Diversity In the autumn of 2006 the population of the United States exceeded 300 million people. Of those 300 million, approximately 98 million, or 33%, of them are a part of a minority group (Jarvis, 2008). This growing number can be attributed to the increase number of immigrants coming to the United States for the opportunity to have a better life for themselves and their families. It is predicted that by the year 2050 the statistic of 33% of people that belong to a minority group will rise to 50%. Of the current 33%, 14.4% of people are of Hispanic or Latin origin. This makes Hispanics and Latinos the largest minority group in the country. African Americans account for 12.8%, Asians for 4.3%, and other groups for 2.7% of the ethnic minority population (Potter & Perry, 2009). The data on the United States population verifies an important fact that must be implemented within the health care system: the statistics reflect the cultural diversity of potential clients. From previous experience, I can concur that approximately one-third of the patients I saw belonged to a minority group. Health care professionals are expected to provide individualized care to their clients. In doing so, we must be aware of what makes them an individual. A person’s culture is a huge part of that. In order to fulfill our duty, we need to familiarize ourselves with the practices and beliefs of different cultures...
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...Review on Workforce Diversity Training Abstract Diversity training has significantly influence equality and fairness in the workplace. Many organizations may face challenges how to balance diverse workforce, and they have realised the importance of diversity as a key of their business in order to quickly respond the needs of customers. Accompanying with the global economic integration, diversity has been a priority on the development of human resource. Creating equal and fair working environment would be significantly associated the profitability of organizations. This essay will mainly review the literature of workforce diversity training from several perspectives: definitions of diversity, benefits of diversity, diversity training and organizational attitude, evaluation of diversity training, challenges and resistance to diversity. The major benefits of diversity include increased quantities of high quality decisions, high employee loyalty and low turnover, and improved business performance. Diversity training approaches can be categorized into awareness-based training and skill-based training, and six major training techniques such as lecture, questioning, brainstorm, small-group discussion and role-playing can be adopted. Evaluating diversity training should be aligned with organizational business goals, and four steps could be used to evaluate diversity training programmes. Diversity blindness and diversity hostility are recognized as the major challenges...
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...Politechnika Białostocka Cultural Diversity in Organisational Theory and Practice 1. Introduction Increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever before. People no longer live and work in an insular marketplace; they are now part of a worldwide economy with competition coming from nearly every continent. For this reason, organizations need diversity to become more creative and open to change. Therefore maximizing and capitalizing on workplace diversity has become an important issue for management today. Since managing diversity remains a significant organizational challenge, managers must learn the managerial skills needed in a multicultural work environment. Supervisors and managers must be prepared to teach themselves and others within their organizations to value multicultural differences in both associates and customers so that everyone is treated with dignity. Diversity issues are now considered important and are projected to become even more important in the future due to increasing differences in the population of many countries. Companies need to focus on diversity and look for ways to become totally inclusive organizations because diversity has the potential of yielding greater productivity and competitive advantages. Managing and valuing diversity is a key component of effective people management, which can improve workplace productivity. Unmanaged diversity in the workplace might become an obstacle...
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...Organizing Your Writing Sekou Konate Walden University Abstract Scholars discussed the issues of leadership, ethics, power and decision making. A review of the literature related to those topics to clearly make management moving and adapted to the context of organizational change by stating the theme to link the topic as a block. Title of the Paper in Full Goes Here Many authors described the change in their scholar works. This literature discussed the ethical, leadership, power and decision making regarding the organizational change. The purpose of my essay will be to demonstrate my ability to organize these different point of view in literature, synthesize different categories and then formulate the common themes among these articles The proposed solution for these different authors converged to make a pertinent social change regarding the leadership, the ethics, power, and the decision making in organizations. Those four topics related to management will be developed in different viewpoints in the same order as enumerated above. Leadership The author described the reflective change in individuals leading a societal project. Smith laid out a framework for leader undergoing an organization change. The author described the executive and management behavior regarding the implementation of principals to become a leader. According to Smith (2001), one of the main causes of successful organization’s failure is the lack of reflection. The author went on to suggest...
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