...Margaret Tietz Nursing and Rehabilitation Center, I have developed Advanced Generalist Social Work Practice Competency 2 skills, which is to Engage Diversity and Difference in Practice. The purpose of this paper is to evaluate the nursing home with regard to its commitment to supporting equality and challenging oppression in its approach to diversity among its staff. I will include a strategy on how to address cultural differences among staff and residents. Diversity among staff is very important in Margaret Tietz Nursing and Rehabilitation Center that I am interning at this year. The nursing home already understand that bringing diversity of voices in the nursing home from different racial, cultural and economic backgrounds is the right thing to do to meet the needs of all the residents at the nursing home. I have seen that increasing diversity at all staff levels in the nursing home has resulted in better patient outcomes and a deeper connection to the community. A disconnection between staff and the residents that the nursing home serve can present a cultural problem that must be overcome to provide patient-centered care....
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...Keller graduate school of management, Gm591 Mamun Chowdhury (Research question: How do differing perspectives affect out views of workforce diversity?) Introduction: Diversity relates to gender, age, language, ethnicity, cultural background, disability, sexual orientation or religious belief, including that people are different in other respects such as educational level, job function, socio-economic background, personality profile, marital status and whether or not one has family. Diversity and demographic differences can impact individual behavior by creating conflict in the workplace. The success of an organization depends on the workforce of the organization. A workforce made up of diverse individuals from different backgrounds can bring the best talent to an organization. Today, there are more and more ethnic people joining the workforce of the United States. Since the United States is considered the land of opportunity, more people from different backgrounds have migrated to our country over the past 100+ years to obtain work. Now, due to an increase in globalization and companies becoming more diverse, we are seeing even more people of ethnic backgrounds relocating to the United States for opportunities. With the increase in education, this is bringing forth many individuals of whom tend to have a great deal of input into organizations that otherwise would not have happened. These individuals bring a vast array...
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...National Competency Based Teacher Standards (NCBTS) What is the NCBTS? The NCBTS is an integral theoritical fra Who Should Use the NCBTS? Anyone who is interested in improving teaching practicesshould refer to the NCBTS. Thus teacgher education institutions shall use the NCBTS to design and impleS in developing their interventions. Award-giving bodies shall refer to the NCBTS in defining their criteria for outstanding teachers. The DepED shall use this in formulating its hiring, promotion, supervision, and other policies related to the teaching profession. It shall use the NCBTS to guide its INSET programs for teachers. How Should Teachers Use the NCBTS? Teachers can use the NCBTS in many ways: * As a guide on their current teaching practices * As a framework for creating new te way to begin using the NCBTS is to use the competency-based framework as the guide for thinking critically about whether the teacher's current practices are helping students attain learnin At the lowest level of the hierarchical organization, under the strands, specific indicators are defined. These indicators are concrete, observable and measurable teacher behavior, actions, habits, routines, and practices known to create, facilitate, support and enhanced student learning. A teacher can use various elements of the NCBTS to determine whether their different actions and strategies as teachers are effective in helping their students learn the desired curriculum objectives...
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...care for patients from a variety of cultures and backgrounds. This diversity is dependent on location, population, and nursing specialty and may change at any point. In order to properly provide culturally competent care, we must be educated about the individual culture needs and limitations. It's also important to be mentally open to looking beyond our personal norms to care for patients with unique cultural backgrounds and beliefs. As a dialysis nurse, we are seeing the effects of chronic kidney disease affecting a larger, more diverse population of patients. Patients are going into renal failure earlier, family dynamics are uniquely affected, and patients from all walks of life are affected. The paper will look at dialysis at Fresenius Medical Care in St Louis Missouri located in The Hill neighborhood. It will define cultural competency, identify the different cultures served, discuss how the standards of culture competency are being met and what areas are not, and discuss nursing care delivery and possible solutions for areas lacking in cultural competency. Culturally Competent Care at Fresenius Dialysis Centers It is imperative as health care providers that we not only care for a verity of people with different health conditions, but also from different backgrounds. We are given the task of caring for the physical and mental wellbeing of patients. Acknowledging and working with culture differences can help a patient feel safe and it shows the compassion of the health...
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...employee and the organization * It is a way to set future goals for progression in a chosen career by their own or might do it with the assistance of a career counselor or even a present employer * It basically focuses on building and following up on employee competencies such as technical skills, soft skills, and industry-specific skills The array of possible career management practices that a company can develop to ensure competitive advantages on the basis of three tiers. Some of them are: Tier one- Planning * Competency Models and Performance Criteria: It allows realizing what gaps may exist in your current skill-sets and the need to develop career paths, development programs and/or training initiatives. * Career Development and Career Planning: Planning for the future and creating a development plan that recognizes employee’s interests, potential and growth is essential and can set you apart from your competition. * Career Pathing: Creating clearly established career paths within a given area allow employees a vision of progression as well as setting goals and expectations to strive toward. TIER ONE - PLANNING: * Competency Models and Performance Criteria - Establish competency models for each role within your organization with specific, well-define performance criteria for success that can be assessed, measured and evaluated regularly. This creates a solid basis for accountability as well as assists you with the process of identifying the necessary...
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...Managing Diverse Employee at Starbucks: Focusing on the ethic and Inclusion Abstract Workforce diversity is a reality of the modern times for every organization and managing it effectively can lead to a sustainable competitive advantage. The purpose of this paper is to discuss how managers lead diverse employees in a global environment and what makes this company so unique. Effective management of diversity is not only employing diverse employees, but learning to appreciate, respect and respond to the needs, value, and beliefs of diverse employee and provide a positive work environment. Therefore, we will analyze the general environment and task forces that affect the diversity, as well as the challenges faced by Starbuck managers when managing diverse employees. Besides, the impact of diversity on the company performance will be subject of analysis through a value driven perspective. Lastly, we will identify some of the best practices for effectively managing diversity and propose some recommendations. Introduction One of the greatest challenges for managers today is managing the increase of diversity in the workplace. Diversity is defined as” dissimilarities or differences among people due to age, gender, race, ethically, religion, sexual orientation, education any characteristic that are used to distinguish between people. According to the Thompson (2005), organization who limits the kinds of people they are willing to hire, are limiting also the talent pool from...
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...Introduction Workforce diversity refers to the differences among people in terms of age, race, gender, ethnicity, religion and disability status (Robbins and Judge, 2014). In today's business environment, workforce diversity is at the highest peak it has ever been. Companies are becoming more diverse to cope with globalization, business expansion, technology advancement and maintaining its competitiveness in the market. The purpose of this report is to understand the demographics and level and types of diversity of the workforce in the author’s organization. After which identify and describe the diversity management strategy that the organization employs, with the aims to eliminate issues and challenges of a diverse workforce and improve overall performance of the organization. 2. Demographic and Diversity of the workforce Singapore’s workforce is naturally diverse due to the multi-racial society. The changing demographic profile, the presence of more women and elderly in the workplace and globalization has also increased the workforce diversity. In almost every organization, the employees are from different backgrounds, age, gender, nationalities and religions. Robbins and Judge (2014) argued that it is these differences of each employee that framed the behavior and culture of each organization. According to Robbins and Judge (2014), there are typically two types of diversities: surface-level diversity and deep-level diversity. Surface-level diversity is the demographic and...
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...Journal of Transcultural Nursing http://tcn.sagepub.com/ Standards of Practice for Culturally Competent Nursing Care : 2011 Update Marilyn K. Douglas, Joan Uhl Pierce, Marlene Rosenkoetter, Dula Pacquiao, Lynn Clark Callister, Marianne Hattar-Pollara, Jana Lauderdale, Jeri Milstead, Deena Nardi and Larry Purnell J Transcult Nurs 2011 22: 317 DOI: 10.1177/1043659611412965 The online version of this article can be found at: http://tcn.sagepub.com/content/22/4/317 Published by: http://www.sagepublications.com On behalf of: Transcultural Nursing Society Additional services and information for Journal of Transcultural Nursing can be found at: Email Alerts: http://tcn.sagepub.com/cgi/alerts Subscriptions: http://tcn.sagepub.com/subscriptions Reprints: http://www.sagepub.com/journalsReprints.nav Permissions: http://www.sagepub.com/journalsPermissions.nav Citations: http://tcn.sagepub.com/content/22/4/317.refs.html >> Version of Record - Sep 26, 2011 What is This? Downloaded from tcn.sagepub.com by Marty Douglas on September 27, 2011 412965 ouglas et al.Journal of Transcultural Nursing TCN22410.1177/1043659611412965D Commentary Journal of ranscultural Nursing T 22(4) 317–333 © The Author(s) 2011 Reprints and permission: sagepub.com/journalsPermissions.nav DOI: 10.1177/1043659611412965 http://tcn.sagepub.com Standards of Practice for Culturally Competent Nursing Care: 2011 Update Marilyn K. Douglas, DNSc, RN, FAAN1, Joan...
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...Introduction In this assignment, I will discuss and compare University of KwaZulu Natal (UKZN)’s Human Resource (HR) practices to that of Unilever and Johnson & Johnson (J&J). I will critically analyze the case study provided (Johnson & Johnson vs. Unilever) in comparison to university’s current HR practices. The focus will be on recruitment and selection processes, talent management and diversity management. In the case study between Unilever and Johnson & Johnson, the focus is on recruitment selection of managerial staff and also on development of managerial staff, for UKZN I will focus on general recruitment. RECRUITMENT AND SELECTION Recruitment and selection can be described as a process of identifying and hiring the best candidate who is right suited for the job and its requirements, the organizational environment and its culture. According to Robbins, et al. (2009, p. 450) the most important and critical decision HR personnel has to make is to effectively select the right people by figuring out the right match between individual’s ability, experience, attitude, skills and knowledge and job requirements. This is not always easy and in most cases not achievable as lot of factors like organization’s adherence to recruitment and selection policies, processes used, Government regulations e.g. Employment Equity Act, budget for recruitment and lastly the urgency to fill the position shift the focus of hiring the “best” suited candidates. Recruitment and Selection:...
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...includes creating an employer brand, retention strategy, absence management strategy, flexibility strategy, talent management strategy, recruitment and selection strategy. Human resource planning aims at fulfilling the objectives of manpower requirement. It helps to mobilize the recruited resources for the productive activities. The human resource planning is and important process aiming to link business strategy and its operation. The planning processes of most best practice organizations not only define what will be accomplished within a given time-frame, but also the numbers and types of human resources that will be needed to achieve the defined business goals (e.g., number of human resources; the required competencies; when the resources will be needed; etc.). Competency-based management supports the integration of human resources planning with business planning by allowing organizations to assess the current human resource capacity based on their...
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...respect for human dignity and diversity. © 2014 by the American Counseling Association. All rights reserved. Note: This document may be reproduced in its entirety without permission for non-commercial purposes only. Contents ACA Code of Ethics Preamble • 3 ACA Code of Ethics Purpose • 3 Section A The Counseling Relationship • 4 Section B Section Confidentiality and Privacy • 6 C Professional Responsibility • 8 Section D Relationships With Other Professionals • 10 Section E Evaluation, Assessment, and Interpretation • 11 Section F Supervision, Training, and Teaching • 12 Section G Research and Publication • 15 Section H Distance Counseling, Technology, and Social Media • 17 Section I Resolving Ethical Issues • 18 Glossary of Terms • 20 Index • 21 • 2 • ACA Code of Ethics Preamble The American Counseling Association (ACA) is an educational, scientific, and professional organization whose members work in a variety of settings and serve in multiple capacities. Counseling is a professional relationship that empowers diverse individuals, families, and groups to accomplish mental health, wellness, education, and career goals. Professional values are an important way of living out an ethical commitment. The following are core professional values of the counseling profession: 1. enhancing human development throughout the life span; 2. honoring diversity and embracing a multicultural...
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...more than a new language for old Human Resource work, or just the next “hot new thing” for Human Resource practitioners and managers to get involved in. For many organizations, it has become a strategic imperative (Ashton C, 2005:28). A similar view is expressed by Lubitsch and Powell (2007:24) who argue that talent management has moved rapidly up the corporate agenda in recent years. Some regard it as the “new holy grail” or the silver bullet and it is now a central theme driving strategic human resource management. Talent management refers to a systematic planned strategic effort by a company to attract retain, develop, and motivate highly skilled employees. Five particular priorities are identified to leadership development, diversity, employee engagement, learning and development, and succession planning...
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...Original Penguin. This is to make sure that communication with the team is at its highest peak; thus, it must be clear to every employee the goals and needs of the company. 2. Do you think Kolbe views knowledge among his employees as an important resource? Why or why not? - Yes, because Kolbe relies on the collaboration and communication among his team members. Kolbe firmly believes in empowering employees with freedom and resources to initiate their own ideas, make their own decisions, and perform their best. Kolbe also stated that “If you have a team, you have to give ownership of what they do.” He views knowledge among his employees as an important resource because he makes them feel comfortable and secure and make them feel that he wanted them. 3. What steps might Original Penguin as a company take ensure the satisfaction of its employees? - The company must give credits to the accomplishments of the employees by acknowledging their efforts and by giving them rewards or something. The free flow of ideas must still be there and respect and treat everyone as they wish to be treated. Communication with one another must remain intact to ensure that the employees are satisfied with what they do, and making sure that they still have the same goal/s for the success of the company. Video Case 2: Lonely Planet Travels the World Questions: 1. Identify at least three ways that Lonely Planet can benefit from the use of technology...
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...chapter 2 Learning Content Learning from Experience Anne Mulcahy, Chairman and CEO of Xerox, Commits to Business Ethics Individual and Organizational Ethics Learning Goals After studying this chapter, you should be able to: 1 Describe the stages of moral and ethical development. 2 Explain and apply the core concepts used by individuals and organizations to make ethical decisions. 3 Describe some ethics-based initiatives for fostering diversity in organizations. 4 Explain the nature of stakeholder responsibility and its ethical basis. Individual Differences and Ethics Ethics Competency Anne Mulcahy’s Ethical Leadership Decision Making and Ethics Change Competency James McNerney, CEO of Boeing Diversity and Ethics Diversity Competency Verizon’s Workplace Diversity Stakeholder Responsibility and Ethics Ethics Competency Johnson & Johnson’s Stakeholder Ethics and Principles Experiential Exercise and Case Experiential Exercise: Ethics Competency What Is Your Decision? Case: Diversity Competency Consensual Relationship Agreements Learning from Experience Anne Mulcahy, Chairman and CEO of Xerox, Commits to Business Ethics Anne M. Mulcahy is the chairman and CEO of the Xerox Corporation, headquartered in Norwalk, Connecticut. Xerox is best known for its copiers, but it also makes printers, scanners, and fax machines. The company sells document software and copier supplies and also provides consulting and document outsourcing. In this feature and throughout...
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...diverse populations Cultural Competence in Research Culture is fundamental to everyone's perceived identity. It is a mix of one's values, beliefs, standards, norms, behaviors, language, communication styles, and thinking patterns.[1] Cultural competence refers to understanding the importance of social and cultural influence on the beliefs and behaviors of the patient, student, colleague or client.[2] Cultural competence in health care describes the ability of systems and health care professionals to provide high quality care to patients with diverse backgrounds, values, beliefs, and behaviors, including communicating effectively and tailoring delivery to meet patients' social, cultural and linguistic needs and perspectives.[3] By definition, diversity can include differences in race, ethnicity, age, gender, size, religion, sexual orientation, and physical and mental ability.[4] Many terms are used to describe cultural competence: awareness[5], responsiveness, safety[6] and sensitivity. But, unlike cultural responsiveness, sensitivity[7], or appropriateness, cultural competency...
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