...Keep Hope Alive The situation occurred between two employees in a large national accounting firm. Our central characters are Jack and Dillon, Jack is a managing partner and Dillon is African American male Associate in the firm. The problem began when Dillon and Hope, a white female partner, crossed paths in the companies parking garage. Dillon decided to enter the parking garage on the bumper of the car entering ahead of him, after discovering that he had forgotten his company access card at home. Hope the driver of the car didn’t know Dillon was an employee and feared for her security, so she claimed; she stopped him and asked for his ID. She stated that she was concerned because a few of her friends had serious incidents in parking garages recently. One was raped and one was mugged. After showing his ID, they both proceeded to work. On Monday Dillon claimed racism stating that Hope wouldn’t have asked for his ID if he were white. This was the most recent of a series of questionable acts at this firm regarding his race as an African American. One major problem with this situation is a failure to communicate at the prime point of occurrence, the access gate. Dillon didn’t explain to Hope the reason for tailgating and Hope didn’t explain her reason for asking for an ID instead both made assumptions. Hope assumed that there might be trouble based on her knowledge of recent activities in garages, and Dillon assumed that Hope was racist based on his experiences. The...
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...organizational communication encompasses both formal and informal communications throughout an organization, including communications to employees, with employees and from employees to upper management. This discussion reviews the basics of effective organizational communication, the importance of a communication strategy, the role of different communicators within the organization, types of messages and vehicles, training for better communication, and methods for measuring results. Overview- Communication is a vital management component to any organization. Whether the purpose is to merely update employees on new policies, to prepare for a weather disaster, to ensure safety throughout the organization or to listen to the attitudes of employees, effective communication is an integral issue in effective management. In order to be successful, organizations should have comprehensive policies and strategies for communicating with its constituencies: employees, stakeholders and the community at large. Issues involving organizational communication arise in every HR discipline. For content on communications issues in specific HR contexts, see: •Benefits: Communication•Business Leadership: Communication•Compensation: Communication•Consulting: Communication•Diversity: Communication•Employee Relations: Communication•Ethics & Sustainability: Communication•Global HR: Communication•Labor Relations: Communication•Organizational & Employee Development: Communication•Safety & Security: Communication•Staffing...
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...Support for the study of contemporary factors and trajectories of ‘successful aging’ will provide empirically-based findings, which will contribute to updating current programs that do not reflect reality and/or to developing new policies and programs that reflect the contemporary determinants of ‘successful aging’ and provide appropriate extrinsic...
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...discriminate in employment on the ground of race, colour or national or ethnic origin. | The Sex Discrimination Act 1984 | makes it unlawful to discriminate in employment on the grounds of a person's sex, marital status, pregnancy or potential pregnancy or to sexually harass another person. | The Human Rights and Equal Opportunity Commission Act 1984 | provides for the rights of people with physical or mental disabilities and addresses complaints of discrimination in employment. | 2. In my own words, Diversity in the workplace is about learning from each other regardless of our cultural background and bringing those differences into the workplace to broaden experiences and knowledge. Diversity includes not only race but gender, ethnicity, personality, age, education and background. It is a good idea to have a diverse workforce because: By branching out to a diverse workforce, employers have access to a greater pool of candidates thereby improving the odds of hiring the best person. In a competitive marketplace, an organization that puts people first – regardless of their race, religion, gender, age, sexual preference, or physical disability has an advantage over the other players. Just as the workforce is becoming more diverse so is your market. Employees who mirror the customers you serve can benefit an organization since they will feel as if they hold a common ground. Furthermore, employees with different perspectives can help provide companies with a holistic view...
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...been some companies that have shown some less than outstanding ethics and social responsibility, examples include Enron, ImClone, and Wal-Mart. Unethical behavior can be found in all aspects of a business, which may include insider trading, employee relations and unethical accounting practices. One issue that is surrounded by ethics and morals is employee hiring. When a company acquires new employees they need to make sure that they are facilitating the ethical behavior which should be outlined in their values and mission statements. Acquisition of new employees can be a delicate subject. When hiring new employees firms must be sure that they are not discriminating by age, sex, ethnicity or any other attribute. They need to also be sure to inform new hires of the company’s policies and procedures. The company’s ethical message should be...
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...Workforce Diversity: Changing the Way You Do Business By: Rob McInnes, Diversity World As we enter the 21st century, workforce diversity has become an essential business concern. In the so-called information age, the greatest assets of most companies are now on two feet (or a set of wheels). Undeniably, there is a talent war raging. No company can afford to unnecessarily restrict its ability to attract and retain the very best employees available. Generally speaking, the term “Workforce Diversity” refers to policies and practices that seek to include people within a workforce who are considered to be, in some way, different from those in the prevailing constituency. In this context, here is a quick overview of seven predominant factors that motivate companies, large and small, to diversify their workforces: As a Social Responsibility Because many of the beneficiaries of good diversity practices are from groups of people that are “disadvantaged” in our communities, there is certainly good reason to consider workforce diversity as an exercise in good corporate responsibility. By diversifying our workforces, we can give individuals the “break” they need to earn a living and achieve their dreams. As an Economic Payback Many groups of people who have been excluded from workplaces are consequently reliant on tax-supported social service programs. Diversifying the workforce, particularly through initiatives like welfare-to-work, can effectively turn tax users into tax payers...
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...Functional Design for a Web-site Submitted: June 16, 2010 Functional Design Overview Company Information Care4Kids Medical is a new non-profit healthcare institution offering international best practice pediatric services to the population of Mangrove Island(fictitious), with a goal of providing state of the art compassionate health care for a population ranging from newborns to young adults. The physicians and staff strive to maintain a personal and individual relationship with all patients and their families. This approach will not only to direct patient care but also to the equally important role of patient and parental education. The organization firmly believes in anticipatory guidance and hope that by offering advice on such subjects as nutrition, developmental issues including speech and language, immunizations, safety, and appropriate antibiotic use, they can provide a foundation that will enable families to feel confident and comfortable with regards to maintaining good health practices. In order to meet these goals, the physicians and staff will be deeply involved with continuing medical education, and it will be achieved by staying abreast of new diagnostic and therapeutic information, that will enable the team at Care4Kids to maintain a level of excellence. Goal of the Site – Strategic Analysis Primary Use The site is intended to be multi-purposed, firstly to be an information center for external users, such as patients and their families...
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... Page 14, 15, 16 LIMITATION Page17, RECOMMENDATIONS Page 17, 18 REFERENCES Page 19, 20, 21, 22 APPENDIXES A Page 23 APPENDIXES B Pages 23, 24, 25, 26 EXECUTIVE SUMMARY The purpose of this study was to determine the extent to which employees of diversity management strategies varied by gender, and ethnicity in a sample of government employees from an Serenity Behavioral Health System Facility. Employee attitudes toward diversity and diversity management were measured using previously established receptivity to diversity scales. The major findings of this study are; In general, employees...
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... Page 14, 15, 16 LIMITATION Page17, RECOMMENDATIONS Page 17, 18 REFERENCES Page 19, 20, 21, 22 APPENDIXES A Page 23 APPENDIXES B Pages 23, 24, 25, 26 EXECUTIVE SUMMARY The purpose of this study was to determine the extent to which employees of diversity management strategies varied by gender, and ethnicity in a sample of government employees from an Serenity Behavioral Health System Facility. Employee attitudes toward diversity and diversity management were measured using previously established receptivity to diversity scales. The major findings of this study are; In general, employees were receptive to...
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... Page 14, 15, 16 LIMITATION Page17, RECOMMENDATIONS Page 17, 18 REFERENCES Page 19, 20, 21, 22 APPENDIXES A Page 23 APPENDIXES B Pages 23, 24, 25, 26 EXECUTIVE SUMMARY The purpose of this study was to determine the extent to which employees of diversity management strategies varied by gender, and ethnicity in a sample of government employees from an Serenity Behavioral Health System Facility. Employee attitudes toward diversity and diversity management were measured using previously established receptivity to diversity scales. The major findings of this study are; In general, employees were receptive to...
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... Page 14, 15, 16 LIMITATION Page17, RECOMMENDATIONS Page 17, 18 REFERENCES Page 19, 20, 21, 22 APPENDIXES A Page 23 APPENDIXES B Pages 23, 24, 25, 26 EXECUTIVE SUMMARY The purpose of this study was to determine the extent to which employees of diversity management strategies varied by gender, and ethnicity in a sample of government employees from an Serenity Behavioral Health System Facility. Employee attitudes toward diversity and diversity management were measured using previously established receptivity to diversity scales. The major findings of this study are; In general, employees were receptive to...
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...work directly with the enrollees to educate the enrollees and assure a positive learning environment. The Technology Specialist ensures that all of the necessary networking technology functions and operates correctly. The main function of the Transportation Safety Specialist is to provide children with transportation to and from the Head Start Center in safe and reliable vehicles. The Health Services Specialist works with the Social Services Specialist to provide the children with the proper services while following policy and...
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...improve the employees work life. HRM promotes employee satisfaction & personal development and ensure that the Employee has a safe working environment. It also contributes to the personal needs and wants of employees. Question 2 In your own words, describe the various roles of the ‘Human Resources Practitioner’. The various activities that a Human Resource Practitioner performs are the management of Employee performance management; recruit, select & induction; workforce planning; OH&S and Risk management; remuneration; separation and termination; and industrial relations. Human Resource Practitioners will also provide support to managers; provide legislative & EEO guidance and also develop, review and update on policies, procedures and practices. Some more roles of a HR Practitioner include staff employment, remuneration queries on pays, leave and superannuation. Duties also include ensuring a safe & productive work environment, the welling-being of...
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...Introduction When one thinks about the historical developments in nursing research and research utilization, the statement is indeed true… that nursing has evolutionalized. This brief journey into historical research has been described by LoBiondo – Wood and Haber (1998) as ‘the systematic compilation of data, resulting from evaluation and interpretation of facts regarding people, events and occurrences of the past’ History is where we come from, who we are, and where we are going. History may not always repeat itself exactly, but knowledge of history can serve as a guide to avoiding pitfalls or mistakes similar to those in the past (Rees and Howell, 1999) Developments covered will include the work of Florence Nightingale, the development of the Nursing Science Journal and the Agency for Healthcare Research and Quality (AHRQ), the identification and development of the first nursing diagnosis conference and the development of the Healthy People 2010. Florence Nightingale is best known as the person who founded modern nursing. She chose nursing despite the disapproval of her family. Her choice to rebel against the traditional woman’s role as a wife and mother helped her as she started her initial research role by focusing on the patient’s physical and mental wellbeing and promoting a healthy environment. She is noted for her collection and analysis of soldier morbidity and mortality data during the Crimean War. The research enabled her to change the attitudes of the military and...
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...BSBHRM405A Support the recruitment, selection and induction of staff Release 1 BSBHRM405A Support the recruitment, selection and induction of staff Date this document was generated: 15 March 2013 BSBHRM405A Support the recruitment, selection and induction of staff Modification History Release Comments Release 1 This version first released with BSB07 Business Services Training Package Version 8.0. Replaces BSBHRM402A Recruit, select and induct staff. Unit Descriptor This unit describes the performance outcomes, skills and knowledge required to execute tasks associated with the recruitment cycle. Performance of the work described in this unit will be underpinned by in-depth knowledge of the work of the organisation, and how recruitment and selection practices fit with other human resources functions. Application of the Unit This unit applies to those with a supporting role in recruitment, selection and induction functions who work under the direction of a human resources manager. Individuals at this level would not necessarily have staff reporting to them, although this may be the case. Licensing/Regulatory Information No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement. Pre-Requisites Not applicable. Employability Skills Information This unit contains employability skills. Approved © Commonwealth of Australia, 2013 Page 2 of 9 Innovation and Business Skills...
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