...words | Details: | Diversity Training Manual: Part IIIAs a continuation of the diversity training manual, you (as the new manager of human resources) should now create portions that specifically address gender issues and are targeted at training and raising the sensitivity of all supervisors regarding potential gender issues. It should include a section on how the supervisor should or should not handle certain gender-based workplace issues. For example, can the supervisor hand out work assignments that he or she feels are better suited to different genders? Can he or she write a job requirement that only one gender can meet, such as a strength requirement?This section of the manual must, at a minimum, address the following information: * A few general facts about the U.S. population's gender mix and the gender mix found in notable segments of the workforce should be included. Make sure to include all sources of information. * The essence and applicability of the landmark Griggs v. Duke Power case dealing with stated job requirements should be addressed. * To read the Griggs v. Duke Power case, go to http://caselaw.lp.findlaw.com/scripts/getcase.pl?court=US&vol=401&invol=424 * Describe how the supervisor should state minimum job requirements when he or she requests new employees to be hired into the department. * Explain how the supervisor might communicate to his or her department (of all male employees) when a female is about to become part of the work team.Please...
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...not very frequent in contemporary literature. In fact, there are almost no relevant attempts to examine these phenomena. Nevertheless, after democratic political changes in May 1991, we can observe a growing interest in understanding national culture and leadership practices in Ethiopian organizations, as well as in the whole Ethiopian society. Therefore, the main purpose of this assignment paper is to investigate the influence of national culture on organizational culture and practices (subcultures and leadership styles) in Ethiopian organizations. Widely known Geert Hofstede’s value/belief theory of culture (Hofstede, 2001) with its theoretical and methodological premises has been used as a starting point of this assignment. 1 2. 2.1. LITRATURE REVIEW DEFINITION OF CULTURE We must first define and agree on what Culture is before we can deal with cross culture. Like many other behavioral science terms like Leadership, there are many different definitions of culture used in management today. The famous Dutch behavioral scientist, Geert Hofstede defined culture “as the collective mental programming of a people in an environment". These mental programming consists of values, attitudes,...
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...Cultural Awareness Plan II: Training Plan Kemberly Watkins MGT/538 Managing in a Cross-Cultural Environment February 2, 2015 David Barlage University of Phoenix Material Cultural Awareness Plan – Template |Cultural Awareness Goals |The strategic goals of Coca- Cola are the foundation of the training guide : According to "Our Company" (2014), " To continue to | | |thrive as a business over the next ten years and beyond, we must look ahead, understand the trends and forces that will shape our| |Specify the goals of the organization’s cultural awareness plan |business in the future and move swiftly to prepare for what's to come.” (Mission, Vision & Values). The company is strategically | |and explain how meeting each goal will facilitate communication |moving towards focusing on the needs of the consumers, gaining access into new markets and gaining a world perspective. The | |and cooperation between the American team and their |cultural of different environments can impact the movement towards these goals in a variety of ways including; communication | |counterparts. |barriers (expressing the goals in a way everyone can understand), leadership abilities (the different ways leaders are trained in| | |different cultures could cause...
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...Managing change and diversity at EasiYo FROM A MANUFACTURING base in Auckland, EasiYo enables over a million homes in New Zealand, Australia, the UK, Italy and China to enjoy fresh yoghurt every day of the year. It supports home production through the supply of powdered bases and culture and a plastic incubator in which the yoghurt ferments. Paul O'Brien joined the company as CEO in December 2009 and has overseen sales growth of around 30 per cent a year, on the way to a target of sales in excess of $50 million to 20 plus countries. It is part of the New Zealand success in dairy products but for EasiYo business growth has also been about managing the transition from humble beginnings into a multinational enterprise with a product that relies on strict compliance to high standards of food quality and safety. EasiYo started in the early 1990s as a husband and wife team working from their garage. The business succeeded through research and development, firstly into yoghurt making, then finding the right milk powder and freeze-dried culture to ensure 100 per cent setting of the incubated yoghurt at home. Partnership with the Westland Dairy Company, who purchased the company outright soon after Paul O'Brien took charge, gave EasiYo R&D capacity. Recent growth has been based on marrying corporate management with the strengths inherited from the original family business. Paul joined a company that had grown rapidly with NZ$25 million sales, three...
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... ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Name: Jacqui McInnes ------------------------------------------------- ------------------------------------------------- Date: 23rd February 2015 ------------------------------------------------- ------------------------------------------------- Word Count: 1361 ------------------------------------------------- ------------------------------------------------- Tutor: Margaret Bent ------------------------------------------------- CONTENTS PAGE Page number 1. Introduction 2 2. Findings 2 3. Conclusion 8 4. Bibliography 8 1.0 Introduction This report contains a brief summary on Talent Planning in organisations which will identify and assess factors that affect an organisations approach to attracting talent, benefits of attracting and retaining a diverse workforce. Describes the affect an organisation...
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...TRAINING TRAINING NEEDS ANALYSIS PLANNING THE TRAINING DEVELOPMENT AND DELIVERY EVALUATION OF TRAINING Definition Training is the use of systematic and planned instruction activities to promote learning. Training has a complementary role to play in accelerating learning. ‘It should be reserved for situations that justify a more directed, expert-led approach rather than viewing it as a comprehensive and all-pervasive people development solution’. (Reynolds 2004) Why training? • Introduce a new process or new equipment • Improve the efficiency of the workforce • Provide training for the unskilled workers • Decrease the supervision needed • Improve the opportunity for internal promotion • Decrease the chances of accidents • Increased job satisfaction and morale among employees • Increases employee motivation • Increases efficiencies in processes • Reduced employees turnover • Enhanced company image Justification for training Training can be justified when: • The work requires skills that are best developed by formal instruction • Different skills are required by a number of people • The tasks to be carried out are so specialized or complex that people are unlikely to master them on their own initiative at a reasonable speed • Critical information must be imparted to employees to ensure they meet their responsibilities ...
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...The Diversityof Life Lab Manual Stephen W. Ziser Department of Biology Pinnacle Campus for BIOL 1409 General Biology: The Diversity of Life Lab Activities, Homework & Lab Assignments 2013.8 Biol 1409: Diversity of Life – Lab Manual, Ziser, 2013.8 1 Biol 1409: Diversity of Life Ziser - Lab Manual Table of Contents 1. Overview of Semester Lab Activities Laboratory Activities . . . . . . . . . 2. Introduction to the Lab & Safety Information . . . . . 3 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 15 30 39 46 54 68 81 104 147 3. Laboratory Exercises Microscopy . . . . . . Taxonomy and Classification . Cells – The Basic Units of Life . Asexual & Sexual Reproduction Development & Life Cycles . . Ecosystems of Texas . . . . The Bacterial Kingdoms . . . The Protists . . . . . . The Fungi . . . . . . . The Plant Kingdom . . . . The Animal Kingdom . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 13 17 22 26 29 . 32 . 42 . 50 . 59 . 89 4. Lab Reports (to be turned in - deadline dates as announced) Taxonomy...
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...The Role of Human Resources in the Efforts to Prevent Discrimination and to Increase Diversity Nuttha Udhayanang PA 741, Spring 2015 West Virginia University We are proceeding toward a world in which barriers of countries and cultures are shrinking due to globalizes in economics and advances in technology. This phenomenon creates an even more competitive world. Capital and physical resources alone could no longer improve efficiency of organizations. Together with the current demographic trend within the United States, I believe that employing diversified workforce is a very essence for every organization. The organizations that employ quality and competitive workforce regardless of their age, attitude, language, and religion can become competitive in the current situation. Human Resource is an important asset in increasing and managing diversity, and preventing discrimination among workforce of any organization. Workforce diversity can be defined as “similarities and difference among employees in terms of age, culture background, physical abilities and disabilities, race religion, gender, and sexual orientation” (Saxena, 2014). It cannot be denied that diversity makes the workforce heterogeneous and is beneficial to any organizations. It can increase workers retention and productivity, as diversity improves interpersonal relationship within the organizations. It can also enhance the organizations’ responsiveness to an increasingly diverse world of customers, improving relations...
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...Human Capital Management Plan 2004–2008 United States Copyright Office | Contents 1 Message from the Register of Copyrights Copyrights Copyrights 3 Introduction Human Capital Framework · 3 Framework Our Mission · 4 Copyright Office Strategic Plan Mission, Goals, and Objectives · 5 Business Process Reengineering · 5 Current Organization and Workforce · 5 Reliance Upon Library of Congress Human Resources Services · 6 7 Part 1 · Strategic Alignment 7 Part 2 · Organizational Alignment and Workforce Planning 9 Part 3 · Talent 15 Part 4 · Results-Oriented Performance Culture Performance Culture 17 Part 5 · Leadership and Knowledge Management 19 Performance Measures and Evaluation 19 Appendices a: Stakeholder Roles and Responsibilities · 19 b: Implementation Framework · 21 Message from the Register of Copyrights I am pleased to present the Copyright Office Human Capital Management Plan for 2004–2008. This Plan has been developed as a companion to the Office’s Strategic Plan and links our human capital planning to the Office’s strategic policy and management objectives. It emphasizes the importance of human capital management to the successful accomplishment of our mission. In every organization, people are the most valuable resource. This is especially true at the Copyright Office, which is fortunate to have a seasoned, dedicated, and professional workforce that is customer-service oriented. The Office has a unique mission, and I am gratified when I work with...
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...communication play in your day-to-day activities at work? How does it help you manage your daily work activities? b. What trends have you seen in your workplace or previous workplaces? c. What message types are results of these trends? These assignments are due in Week One. COM 285 Week 2 Individual Assignment Audience Analysis paper Audience Analysis Communication should always be designed with the audience in mind. You are called upon to present quarterly sales information in an in-person meeting to a group of stakeholders that includes managers, salespeople, and customers. In a 1,050- to 1,200-word paper address the following questions. a. What are audience characteristics you need to consider? b. What communication channels would be appropriate and why? c. What are some considerations that you must keep in mind given the diversity of the audience? d. What would you do to ensure that your message is effective? These assignments are due in Week Two. Be sure that your paper follows basic APA formatting in terms of title page, pagination, citations & references to support your views. COM 285 Week 2 Learning Team Assignment Charter Analysis This team charter analysis is composed of ideas from five individual students, each having a different background and personality. These five people use unique learning and listening...
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...[pic] 1.0. BRIEF IDEA ABOUT BANK Alfalah Bank Alfalah Limited was incorporated on June 21st, 1997 as a public limited company, under the Companies Ordinance 1984. Its banking operations commenced from November 1st, 1997. The bank is engaged in Islamic banking, commercial banking and related services as defined in the Banking Companies Ordinance, 1962. The Bank is currently operating through 195 branches in 74 cities. Management of Bank Alfalah accepted the challenge to transform this bank into a highly professional, most efficient & service oriented institution. The management has been successful in fulfilling the undertaken challenge. It has been successful in making a significant contribution to both corporate and retail banking in Bangladesh. Over the years, its emphasis on growth has resulted in a strong entity capable of offering high quality services to a wide spectrum of clients, in a highly challenging business environment. Its strategy is to maximize the synergies of branch network through an optimal allocation of financial resources in the face of dynamic challenges of present financial environment. Strengthened with the banking of the Abu Dhabi Group and driven by the strategic goals set out by its board of management, the Bank has invested in revolutionary technology to have an extensive range of products and services. This facilitates their commitment to a culture of innovation and seeks out synergies with clients and service providers to ensure uninterrupted...
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...1 Student: ___________________________________________________________________________ 1. Which of these statements about the field of organizational behaviour is FALSE? A Organizational behaviour scholars study individual, team and structural characteristics that influence . behaviour within organizations. B. Leadership, communication and other organizational behaviour topics were not discussed by scholars until the 1940s. C. Organizational behaviour emerged as a distinct field around the 1940s. D. The field of OB has adopted concepts and theories from other fields of inquiry. E. OB scholars study what people think, feel and do in and around organizations. Which of these statements about the field of organizational behaviour is TRUE? A. Organizational behaviour emerged as a distinct field during the 1980s. B. The origins of some organizational behaviour concepts date back to Plato and other Greek philosophers. C. Information technology has almost no effect on organizational behaviour. D.The field of organizational behaviour relies exclusively on ideas generated within the field by organizational behaviour scholars. E. The origins of organizational behaviour are traced mainly to the field of economics. In the field of organizational behaviour, organizations are best described as: A. legal entities that must abide by government regulations and pay taxes. B. physical structures with observable capital equipment. C. social entities with a publicly stated set of formal goals...
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...Police Misconduct and its Social Impact Can Better Police Training result in a decrease of Police Brutality against minorities? A research paper submitted advocating the issues among police agencies in North America. This paper analyzes the protocol that determines the appropriate procedures for a safer community for the victimized minorities through use -of- force incidents. HSB4U1 December 11/12/2015 Summative Report Mrs. Kim By: Julianne Silva Table of Contents Introduction……………………………………………………………………………………Pg. 3 Chapter one: Police Issues American CCPSA Fixing Problems…………………………………………………………Pg. 4 America’s Flawed System……………………………………………………………………Pg. 6 Controlling the Police…………………………………………………………………………Pg. 7 Chapter two: Police Solutions The Debate over Body Cameras…………………………………………………………….Pg. 9 Changing Policies and Regulations...……………………………………………………….Pg. 10 Chapter Three: Community and Behaviour Police Subculture……………………………………………………………………………….Pg.12 Impact on Minorities…………………………………………………………………………….Pg.12 Conclusion……………………………………………………………………………………….Pg.14 Works Cited………………………………………………………………………………………Pg.15 Appendix A: Julianne Silva Survey Summary………………………………………………..Pg.17 Appendix B-1: ………………………………………………………………………………….... Appendix B-2……………………………………………………………………………………... Introduction One of the most controversial topics in police enforcement throughout history has been the issue between racial minorities and the misconduct of police officials...
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...Human Resources and the Business School Centre for Diversity Policy Research Work-Life Balance An audit of staff experience at Oxford Brookes University By Simonetta Manfredi and Michelle Holliday The Centre for Diversity Policy Research, Oxford Brookes University Work-Life Balance: An audit of staff experience at Oxford Brookes University ISBN 1 873576 70 6 Published by The Centre for Diversity Policy Research, Oxford Brookes University Wheatley Campus Oxon. OX33 1HX http://www.brookes.ac.uk/business/research/cdpr DiversityCentre@brookes.ac.uk All rights reserved. Except for the quotation of short passages for the purposes of criticism and review, no part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without prior permission of the publisher. British Library Cataloguing-in-Publication Data. A catalogue record of this publication is available from the British Library. Printed in Great Britain 2004. Authors: Simonetta Manfredi Co-Director, The Centre for Diversity Policy Research, Oxford Brookes University Michelle Holliday Equal Opportunities & Diversity Co-Ordinator, Oxford Brookes University Work-Life Balance: An audit of staff experience at Oxford Brookes University Page no. Contents 1 Acknowledgements 2 Executive Summary 2 1 5 Introduction: 1.1 Purpose of the report ...
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...Spirituality in Counseling Integrating Religion and Spirituality In Counseling Anntoni Leonard University of the Cumberlands COUN 636 Abstract Religion and spirituality are arguably among the most important factors which structure human experience, beliefs, values and behavior. Religion and spirituality are clearly important to most Americans; however, most counselors have little or no training in dealing with religious and spiritual issues. Since the mid-1990’s, the integration of spirituality and religion into therapeutic sessions has generated much interest as an area that needs to be addressed with regards to diversity in clients. This paper will address the inclusion of religion and spirituality in client’s session and counselor’s attitudes toward a client’s faith based on the assumption that the client’s faith and the counselor’s attitude can have significant impact on the outcome of the treatment of the client. A counselor’s willingness to attend to faith as a means of growth can build rapport and lessen potential resistance with clients who are religious (Worthington, 1989). Spirituality in Counseling: Integrating Religion and Spirituality Spirituality has become increasingly important in counseling and prayer has become the spiritual intervention of choice for Christian counselors, as well as secular counselors. The controversial nature of including prayer in counseling requires much consideration on the grounds of ethical boundaries. Majority of mental health...
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