...Ashford 6: - Week 5 - Final Paper Final Paper: Oral History Interview Paper Throughout the course, you will be exploring various aspects of culture and intercultural communications. Your final assignment in this course will be to conduct an extensive oral history interview with a person who is somewhat older than you and from a culture or subgroup that you are not a member of. This person can be a relative or acquaintance who is from a different generation. It can be someone who immigrated to this country either recently or some time ago. Or, it can be someone who belongs to a different subgroup from you and whose cultural experiences you believe would be very different from your own. Obtain permission from the person you are interviewing to record the conversation (either an audio or a video and audio recording) or to take handwritten notes during the interview. Your overarching goals during the oral history interview are as follows: 1. To learn more about the culture and subcultures to which your interview subject belongs. 2. To determine what issues they encountered in terms of intercultural communications. 3. To relate concepts you have studied in this course to the experiences of this person. After you have conducted the interview, review your recording or your notes and write a six- to eight-page paper (excluding a title page and a reference page), in which you discuss aspects of this person's culture and/or subcultures and communication issues related to his...
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...diversity in teaching and learning | * Enables ability to relate and understand other people from diverse cultures e.g. sexual orientation, ability, race ,social class, religion * Understanding other people and accepting that treating everyone the same is not really a good thing | 3, 4,5,8 | How to develop and teach lessons that incorporate diversity | * Understanding/adapting to other cultures and values in order to incorporate every child’s need. | 9,10,11 | How to develop a classroom and school climate that values diversity | * Ability to show other students that being different is not bad. * Standing against gender inequality and racism | 11,12,13,63,67 | How different teaching and learning styles are shaped by cultural influences | * | 49,50 | Dispositions that value fairness and learning by all students | * Understanding student’s background, culture, gender, sexual orientation * Not using social class status to treat them differently or for some to have an advantage over other students. | 30,31,57, 86 | Competency Name | EVIDENCE | | Open Attitude * Receptive to cross cultural learning * Maintains an open and productive attitude * Avoids quick judgments * Tolerates ambiguity and complexity in cross-cultural situations * Remains patient with others | * Ability to discriminate. * Trying to identify different cultures and not taking issues personally. * Accepting people’s differences and not judging | 17, 28, 33 | Self-Awareness...
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...back 20 years and had a meager start in California and Oregon. Throughout the 20 year period Gilliand – Moore Wines has been able to expand throughout the western hemisphere and gain national recognition through public offerings and winning well - known competitions in the wine industry. Recently, Gilliand – Moore Wines has experienced rapid growth and are looking to expand its local reach into a nation – wide distribution. Objective Currently Gilliand – Moore wines has been corresponding with Iwamoto, Crews, Coe Consulting to find a solution to their current recruitment and personnel selection predicament. This current correspondence will offer a final proposal to this predicament in the form of offering resolution to filling the position of VP of sales, Regional Sales Managers, and Sales Team Member positions. For the VP of Sales, Regional Sales Manager, and Sales Team Positions this proposal will include: • Types of selection tools to administer and why those tools would be useful; to include a description of the role of personality,...
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...of the company In order to achieve this objective, the management developed a hierarchical method of recruitment that begins by defining the specific position and its scope of professional. Once defined process for recruiting right candidate is done through various medium, which can be either by passing on the information for the position to the recruitment company, advertising through local newspaper. The third step involves the screening of the initial pool of applicants who match the criteria for interviews, while the fourth step focuses on the placement of these qualified persons in scenarios for a final selection. The first level of screening done by the Hunger Foods Group Ltd represents a conventional method of recruitment. The company along with the aid of placement agency shortlists application of the candidates who have shown remarkable dedication towards there job as well as dependability and initiative in their leadership abilities. Interview committee for the first phase is composed of HR Manager, Department Head and another Department Head...
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... | | |Religions of the World | Copyright © 2009, 2007, 2006 by University of Phoenix. All rights reserved. Course Description This course studies the major religions of the world. Topical areas include Buddhism, Christianity, Confucianism, Hinduism, Indigenous Cultures, Islam, Judaism, and Taoism. Students will be objectively studying the origins and major figures and comparing and contrasting each of the major religions. During this course each student will visit a religious site and interview a person of an unfamiliar faith. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: University policies: You must be logged into the student website to view...
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...Ethnography Scoring Guide – Also use this to guide the development of your pieces Interviews: 3 Generations You will be assessed on the thoroughness of the interviews you conduct with your family members (or historical research if you cannot contact all members of your family). Full marks will be earned if the interview questions or interview summary covers most aspects of questions provided and the responses recorded have enough depth to provide sufficient data for the other parts of the assignment. • Presentation is formatted according to instructions ▪ Indication whether responses are: __verbatim ___ summaries of conversations ___provided by a parent • Q & A are listed by universal aspects of culture (i.e. categories) • Nearly all questions were asked/ responses are provided for all questions • Responses provide sufficient data for the other parts of the ethnography • A rich narrative is provided within the answers; thoughtfulness is clearly exhibited • Personal Interview/ Parent Interview/ Grandparent Interview Completed |Rating |Exceeds Standards |Meets Standards |Approaches |Insufficient Evidence; D or | | |A+, A |A-, B+, B |B-, C+, C, C- |below | |Content |1. Asked and answered |1. Asked and...
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...Assignment Title: Human Resource Management Submitted by Name: MD.OMOR FARUK Reference: 99197758 Submitted to ANDY BAKER Table of Contents Task-1: Analyze the reasons for human resource planning in organizations 2 3 Name of the Organization: Emirates Airline 3 Name of the Organization: Virgin Atlantic 4 Introduction 4 Emirates Airline includes three session interview: a. open day interview, b. assessment day interview and c. final interview 4 Task-3: Evaluate the effectiveness of recruitment and selection techniques in two organizations 5 Virgin Atlantic company has many effectiveness which are discuss blew; 6 Task-4: 7 Activity-1 7 7 The area of the organization 8 Conditions of the organizational employee 8 Past effect of recruitment 8 Organizational growth 8 Salary and working condition 8 Cultural and Environmental factors 8 Future expectations 8 Organizational Benefits of attracting and retaining diverse workforce 8 Task-1: Analyze the reasons for human resource planning in organizations Definition of human resource planning: Human resource planning is a system in which most of the candidates and new employees in the new position that an organization wishes to fill in close to future. Human resource has two components a, recruitments forecasting and more availability forecasting. 1. Recruitment forecasting: Recruitment forecasting measures how many workers will have needed to fill the company new position. 2. Availability...
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...For this interview I choose to interview someone of a different ethnicity than me. To start off the interview I asked her what ethnicity she identifies with, and why she identified with that ethnicity. She said identifies as Hispanic, a direct quote being “I am latinaaa”. She is proud of this particular heritage. One reason she identifies as Hispanic is that her household culture is very different than at school. At her home it is more of a Hispanic culture, while at school it isn’t a very Hispanic culture. After finding out she identifies as Hispanic I decided to ask her a few more questions. A second question I asked her was what are some challenges she face due to her ethnicity? When I asked her this question she seemed to struggle coming up with answers. Which indicates to me that she likes her ethnicity, however she did come up with a few answers. An answer being that sometimes when she is talking she says English words with a Spanish fleur. According to my interviewer some English words sound extremely similar to their Spanish counterpart,...
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...The cultural heritage background family culture template tools are created with and aim to understand the different cultures conduct their daily activates or life. Using family cultural template is important in helping interviewer know the question to ask about family role/gender, family role on education, marriage etc., view on alternative lifestyle, spiritual belief on death and dying, cultural education and occupational status, communication, food. Outfit and what offend them most. I chose these two interviewees because I really want to know more about my culture through my family member because I must understand my culture to know other people cultures also, interview my neighbor because I want to know their culture to understand how to treat or care for the patient from Chinese cultural background. Our cultural background affects our insight of other. When interviewing my neighbor from China, I notice that their culture accentuates on a collective tactic compared to the Africa culture that do not promotes individualism. Below are details of the interview I conducted presenting some of the similarities and difference between...
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...global leadership, the interview comes to the forefront. Of all of the tools available to a manager during the selection process the interview, if handled correctly, will be the most beneficial when selecting potential employees. The culture of the interviewee and the interviewer, if different, will be a definite barrier when it comes to the interview process. Many factors come into play when deciding what methods to use during an interview process. Cultural differences play a huge role in deciding what interviewing method a manager will use during an interview of a potential employee. If a manager is not able to deal with the cultural differences between himself and the interviewee then the interview will probably not go well. In this case he might want to get someone that will be able to deal with the cultural differences and be able to notice the subtle nuances such as eye contact and certain mannerisms that mean different things in different cultures. Many non-verbal forms of communications will have to be understood if the interview is to go smoothly. If hiring someone is not possible, cultural awareness or other cultural training might be utilized before any interviews are to occur. Making sure that an interviewer is thoroughly prepared before the interview happens will be a key to having the right employee hired. An understanding of the native language will also go a long way in making the interview process smoother. For example, if an interview is occurring in Japan...
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...Abul Khaer ------------------------------------------------- Preface ------------------------------------------------- In our country many national ,multinational and local companies are doing business successfully. More or less every company have their own HRM department .Among local companies of Bangladesh we found “Abul Khair Group” have a quiet fair and active “HRM” department.T hey regularly recruit on the basis of their need .Abul khair Group is one of the Bangladeshi industrial conglomerates. The industries conglomerates include cement, steel, consumer goods, tobacco, edible oil etc. Here we focused and worked with “Abul Khair Tobacco CO. Ltd. Here we have briefly discussed about their(1) company overview(2)HRM overview (3)company structure (4) salary range (5)employee selection process (6) problems of selection process and it’s solution (7) probability of changing the selection process(8) feedback of the selection process(9)probationary period (10) training and development (11) expectation from a fresh graduate (12)demand of BBA and MBA in Abul Khair and (130)SWOT analysis. ------------------------------------------------- To complete this sections several times we had visited the company and talked with many employees of the company and at last...
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...company culture. (Gerhard, Hollenbeck, Noe and Wright, 2009) A solid recruiting policy can help Zappos entice qualified applicants that have the same interests in the company’s culture. The selection process can help Zappos find the qualified employees that are going to fit into the company’s cultures and have the same value systems. Review/Analysis of the Case A recruitment policy that might benefit Zappos is image advertising. Image advertising would say that Zappos is a good place to work. It would stress the company’s values such as “Deliver Wow through service” and “Create fun and a little weirdness.” Possible employee would see this and know if they would fit into Zappos’ culture and that they are attracted to Zappos. This policy would be a good fit for Zappos because it is focused on finding an employee that will be a good fit with the company’s culture. The image advertising policy should have a positive impact on Zappos. Zappos is looking for employees that will be willing and interested in buying into their company culture and into following their values. The first step in the selection process at Zappos is to have potential employees apply on their company website. On the website there is a prominent message urges them to read the company’s values first. (Gerhart et al, 2009) The company looks over the candidates and chooses people to go through a process of two interviews. The first interview would be a phone interview. The...
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...bring to class a group project sign-up sheet in which you are to list your team member’s names and topic area. The expectation for this assignment is for solid research and analysis of your topic area. Your research is to include information from a wide array of resource material, include an interview(s). (Refer to information in the instructions below pertaining to bibliography and interview expectations). Assertions and insights should be substantiated with scholarly research, relevant course material, based on human resource management concepts and themes and interview material. Individually, students will have opportunity to complete a team assessment form to evaluate your own and team members’ participation on the group project. Each team will be assigned a team to conduct a peer evaluation of that team’s presentation. Once teams are formed, your instructor will provide teams with the presentation that you are responsible to evaluate. (Your professor does the final grading for each team project). Below, you will find the following important information regarding the project: 1) Group Project Parts, 2) Bibliography; 3) Team Member Participation and Group Conflict; 4) Interview Guidelines; 5) Hypothesis Statement examples; and 6) Topic list. Parts to the Group Project 1. Project Overview...
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...Final Project Strategic Staffing at Chern’s: A Case Study Case Study Requirements: The assignment is to be only handed in via Moodle.. All questions regarding the assignment must be asked in the forum on Moodle. You may work in teams of 4 maximum. You are required to complete the Team Member Evaluation. IMPORTANT: All submissions will be ran through a plagiarism checker. Your role is an external staffing consultant hired by Chern’s. Your job is to conduct a strategic analysis of how it staffs its sales associate positions. Your final product will require you to combine each of the assignments into a cohesive report, including a table of contents and any necessary appendices. Format your report as a professional product that you would give to the organization. You are expected to document all resources using APA styling. This assignment has been modified from the original: Phillips, J., & Gully, S. M. (2012). Strategic staffing. Upper Saddle River, N.J: Pearson Prentice Hall. Chern’s is decentralized, which means that your report will be distributed to many store managers, many of whom are unfamiliar with staffing terminology and jargon. Write your report so that they understand and adopt your recommendations ad are committed to implementing the changes you’ve suggested you might want to keep a copy of the final report to show potential employers the type of strategic staffing work you are capable of performing. Read the Case Study before going any further. You will...
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...Management. All Rights Reserved. Interview Lunch and Learn Introduce self and Right Management. “Both Continental and United asked us to come in to help you prepare to present yourself in the most favorable way possible if and when you interview for positions within the new, merged organization. So we are here today to help you start that preparation by focusing on your interviewing skills. This is the third in a series of 3 sessions: Focusing Your Career Search, Resume Development, and Interviewing. We are happy that you are here to take advantage of the benefit your company is providing to help you succeed.” In this session, we will talk about the goals of an interview – both yours and those of the interviewer, interview formats you may encounter, and typical questions you can anticipate and prepare for. 1 View the Interview as a Sales Process You are the answer to their problems Key Points Job Search is a sales process – you are a product that you are trying to sell. When you get to the interview, you are trying to close the sale. The most effective way to close a sale is to show the buyer how you meet their needs. So – as an interviewee, your goal is to listen – more carefully than you ever have – to correctly identify the buyer’s (interviewer’s) needs. The average brain absorbs about 700 words/minute. The average person speaks about 125 words/minute. This leaves a lot of time to daydream. In an interview, we normally use that time to start formulating an answer –...
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