...to better understand | |the relationships among her current domestic situation, psychological state and weight issues. During a treatment team meeting, the RD | |reports on the client and is questioned by one of the team members about why he did not refer the client to the mental health professional. | |What should be done in this situation? | |Questions for Discussion | |Is the situation described an ethical issue? Or, is it a business dispute? It is an ethical issue. | |What principle(s) of the Code of Ethics does it relate to and how/why? | |Indicate the Category for the Code of Ethics: Responsibilities to Clients. | | | |Indicate the...
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...that I never considered before. This paper is a summary of my leadership style based on the assessment scores and interpretation of it. It will explain my strengths and weaknesses, address the gaps, and suggest action items on how to close these gaps. This paper will also provide a timeline, implementation methods, and how the plan will be assessed. Leadership Style My score for the Leadership Style assessment is an eight for people oriented and a nine for concern for tasks. This score shows a balanced task/people orientation (Pearson, 2007). According to Newson (2006), it falls into the role category of Implementer. An implementer takes followers’ suggestions and ideas and turns them in positive action. They are known to be efficient, self-disciplined, and reliable. Implementers are motivated by their loyalty to the organization and often take on projects that everyone else avoids. The almost even score for task/people orientation also shows a situational leadership style. According to Wren (1995) “it describes a way of adapting leadership behaviors to features of situation and the followers” (p.210). Situational leadership style suggests that leaders adjust their style to fit individual situations. “It adapts to the capabilities and needs of the worker, which may change under various conditions” (Kelchner, 2008, para. 1). A situational leader must use the type of leadership behavior that not only complements the followers but also the situation. Being a situational leader...
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...Introduction to HRM * What Is Human Resource Management? * Process of managing human resources (human capital and intellectual assets) to achieve an organization’s objectives (Bohlander & Snell 2007) * Policies and practices involved in carrying out the “people” or human resource aspects of a management position, including recruiting, training, rewarding, and appraising (Dessler 2008) * Designing management systems to ensure that human talent is used effectively * and efficiently to accomplish organizational goals (Mathis & Jackson 2008) * Term HRM is used in two ways: * Generic approach: describes a body of management activities - seen as a new term for ‘personnel management’ * Distinctive approach to the management of people: distinct from personnel management - a distinct philosophy * Organizational Assets: Physical, Financial, Intangible, Human * Old Myths about HRM Old Myths | New Realities | People go into HR because they like people. | HR departments are not designed to provide corporate therapy or as social health-and -happiness retreats. HR professionals must create the practices that make employees more competitive, not more comfortable. | Anyone can do HR. | HR activities are based on theory and research. HR professionals must master both theory and practice. | HR deals with the soft side of a business and is therefore not accountable. | The impact of HR practices on business results can and must be measured...
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...Code enables the association to clarify to current and 6. future members, and to those served by members, the 7. nature of the ethical responsibilities held in common by 8. its members. 9. 2. The Code helps support the mission of the association. 10. 3. The Code establishes principles that define ethical behavior 11. and best practices of association members. 12. 4. The Code serves as an ethical guide designed to assist 13. members in constructing a professional course of action 14. that best serves those utilizing counseling services and 15. best promotes the values of the counseling profession. 16. 5. The Code serves as the basis for processing of ethical 17. complaints and inquiries initiated against members 18. of the association. 19. The ACA Code of Ethics contains eight main sections that 20. address the following areas: 21. Section A: The Counseling Relationship 22. Section B: Confidentiality, Privileged Communication, 23. and Privacy 24. Section C: Professional Responsibility 25. Section D: Relationships With Other Professionals 26. Section E: Evaluation, Assessment, and Interpretation 27. Section F: Supervision, Training, and Teaching 28. Section G: Research and Publication 29. A.9.c. Confidentiality 30. Counselors who provide services to 31....
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...Case1 Starbuck’s HR Practices Ensure Its Brew Is a Winner Question 1 What HR practices do you believe are most critical for starbucks to maintain the coffee experience and customer service it's known for as the company expands in the United States and abroad? Solution 1.Starbucks believes that the key to company success is its employees, called partners. 2. At starbucks the value-and-treat-employees-right approach is part of the company culture. 3. One of the company’s six guiding principles is “to provide a great work environment and treat each other with respect and dignity.” 4.As a result of the important role of starbucks’ paartners, the company emphasizes selecting the right new employees, training them ,and rewarding and retaining employees with above-minimum salaries. 5.Job fairs,in-store advertisements,a cpmpany Web site,and employee referrals are used to recruit new employees. 6.Managers are provided with interview guidelines that are used to question job candidates to determine whether they have the skills and behaviors necessary for the position. 7.Although 85 percent of its employees are part-time, they are still eligible for full-time benefits if they work 240 hours a quarter. 8.Less than 30 percent of part-time workers in the United States receive health care, paid sick leave, or eligibility for bonuses or stock options. 9. Starbucks provides all employees and their same-sex or opposite-sex partners comprehensive health benefits...
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...HEALTH SERVICE DELIVERY MODULE 8.1 Overview This chapter presents the health delivery module of the assessment. Section 8.1 defines health service delivery and its key components. Section 8.2 provides guidelines on preparing a profile of health service delivery for the country of interest, including instructions on how to customize the profile for country-specific aspects of the health delivery process. Section 8.3 presents the indicator-based assessment, including detailed descriptions of the indicators. Section 8.4 discusses how to summarize the findings and develop recommendations. 8.1.1 What Is Health Service Delivery? The World Health Organization (WHO) defines service delivery as the way inputs are combined to allow the delivery of a series of interventions or health actions (WHO 2001b). As noted in the World Health Report 2000, “the service provision function [of the health system] is the most familiar; the entire health system is often identified with just service delivery.” The report states that service provision, or service delivery is the chief function the health system needs to perform (WHO 2000). As such, Figure 8.1 (see also Chapter 1, Figure 1.1) shows the relationship between service delivery and the other modules of this health systems assessment and their relationship with health system objectives. Because of the limited time to conduct this assessment, more emphasis will be placed on personal health (as opposed to public health) services and service delivery...
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...Money Talks … to Online Opinion Leaders What Motivates Opinion Leaders To Make Social-Network Referrals? MENGZE SHI Rotman School of Management, University of Toronto mshi@rotman.utoronto.ca ANDREA C. WOJNICKI Independent marketing consultant Andrea.Wojnicki@ gmail.com This study investigated the effectiveness of intrinsic versus extrinsic motivations for consumers’ online social-network referrals, specifically across “opinion leaders” and “non–opinion leaders.” The authors utilized a unique dataset that matched a survey with an online field experiment. The empirical results indicated “money talks”—that is, online referral rates were higher when extrinsic rewards were conferred. Notably, the effect of an extrinsic reward was significantly stronger among opinion leaders. In this paper, the authors highlight the significance of reputational concerns and referral motivations in this context. Opinion leaders may have developed a reputation of intrinsically motivated referrals across their social networks, shielding them from potential loss of social capital associated with extrinsic rewards. INTRODUCTION Given the commercially and academically documented impact of social networks in the marketplace, many marketers seek to harness the power of consumer referrals or word of mouth (WOM), whether it be online through social media (Kaiser, Kröckel, and Bodendorf, 2013) or offline. In the quest to inspire consumers to talk, some marketers offer rewards (i.e., discounts or gift certificates)...
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...in the workplace. (False; difficult; p. 324) 7. A community fire department can categorically deny employment to a firefighter applicant who is confined to a wheelchair. (True; moderate; p. 324) 8. The United States will experience a shortage of 20 million workers over the next 10 years according to the U.S. Bureau of Labor Statistics. (False; moderate; p. 325) HUMAN RESOURCE PLANNING 9. Human resource planning can be condensed into two steps: assessing current human resources and assessing and meeting future resource needs. (True; easy; p. 326) 10. Job descriptions focus on the job, while job specifications focus on the person. (True; easy; p. 326) RECRUITMENT AND DECRUITMENT 11. One disadvantage to employee referrals as a source of job candidates is that candidates tend to be minimally skilled. (False; moderate;...
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...Running head: A Biblical Approach to Crisis Intervention A Biblical Approach to Crisis Intervention and Brief Therapy Brandon Carpenter Liberty Theological Seminary Abstract The paper discusses the brief counseling approach to crisis intervention as utilized by the author. After a crisis is defined and determined, the author uses a short-term counseling methodology adapted from the ABC model as introduced in Kristi Kanal’s text. The counseling pedagogy blends the elements of the ABC model with biblical principles which may be used by the Christian counselor for the purpose of short-term crisis management. A Biblical Approach to Crisis Intervention and Brief Counseling Every believer in Jesus Christ is called to a ministry of encouraging and helping others, especially to other brothers and sisters in the faith whose lives have been encroached upon by a crisis. Many times the abundant life that was promised by Jesus is disrupted when a crisis presents itself. Although every believer can experience the joy of their salvation through the ministry of the Holy Spirit which inwardly resides in them, Christians are not exempt from the distress and vulnerability that crises are capable of producing. Counseling, which is bathed in prayer and which appropriately uses and applies the Word of God, is an essential responsibility of Christian life and fellowship. Moreover, various intervention models and presuppositions are available...
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...Core Results Consulting | Strategic Analysis: Chern Report | Date: 2014 Strategic Staffing for all of your organizations short and long term needs Table of Contents Executive Summary …………………………………………………………………………………………………………………………………. Recommendations Strategic Staffing Planning Process ………………………………………………………………………………………………………… 4 Figure 1 – Economic Conditions 5 Disparate Impact Analysis ……………………………………………………………………………………………………………………….6 Job Requirements Matrix – Sales Associates …………………………………………………………………………………………..6 Figure 2 - Sales Talent Performance Matrix …………………………………………………………………………………………… 6 Sales Associate KSAOs …………………………………………………………………………………………………………………………... 7 Table - Education ………………………………………………………………………………………………………………………………….. 9 Table - Work Values ………………………………………………………………………………………………………………………………. 9 Job Requirements Matrix ………………………………………………………………………………………………………………………. 9 Job Rewards Matrix …………………………………………………………………………………………………………………………….. 11 Table - Work Activities ………………………………………………………………………………………………………………………... 12 Internal Labor Market …………………………………………………………………………………………………………………………. 16 Table - Transition Probability Matrix ………………………………………………………………………………………………...... 17 Table - Transition Probability Matrix Forecasting ………………………………………………………………………………... 17 Table - Employment Projections ………………………………………………………………………………………………………….. 17 Transition Analysis ………………………………………………………………………………………………………………………………. 18 Labor Market Findings …………………………………………………...
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...THE IMPACT OF EXTRACURRICULAR ATHLETIC ACTIVIES ON ACADEMIC ACHIEVEMENT, DISCIPLINARY REFERRALS, AND SCHOOL ATTENDANCE AMONG HISPANIC FEMALE 11TH GRADE STUDENTS A Dissertation By Kelly J. Manlove BS, Stephen F. Austin State University, 1996 MS, University of North Texas, 2006 Submitted in Partial Fulfillment of the Requirements for the Degree of DOCTOR OF EDUCATION In Educational Leadership Texas A&M University-Corpus Christi Corpus Christi, Texas May, 2013 THE IMPACT OF EXTRACURRICULAR ATHLETIC ACTIVIES ON ACADEMIC ACHIEVEMENT, DISCIPLINARY REFERRALS, AND SCHOOL ATTENDANCE AMONG HISPANIC FEMALE 11TH GRADE STUDENTS A Dissertation By Kelly J. Manlove BS, Stephen F. Austin State University, 1996 MS, University of North Texas, 2006 This dissertation meets the standards for scope and quality of Texas A&M University–Corpus Christi and is hereby approved. Kamiar Kouzekanani, Ph.D. Bryant Griffith, Ph.D. Chair Committee Member Jacqueline Hamilton, Ed.D. Pamela Meyer, Ph.D. Committee Member Graduate Faculty Representative JoAnn Canales, Ph.D. Interim Dean of Graduate Studies May 2013 © Kelly Jean Manlove All Rights Reserved March 2013 v ABSTRACT THE IMPACT OF EXTRACURRICULAR ATHLETIC ACTIVIES ON ACADEMIC ACHIEVEMENT, DISCIPLINARY REFERRALS, AND SCHOOL ATTENDANCE AMONG HISPANIC FEMALE 11TH GRADE STUDENTS (March 2013) Kelly J. Manlove B.S., Stephen F. Austin State University M.Ed., University of North Texas Dissertation Chair: Kamiar Kouzekanani...
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...Part III: Staffing Recruiting and Selecting Employees After reading this chapter, you should be able to deal more effectively with the following challenges: ▪ Understand approaches to matching labor supply and demand. El n Weigh the advantages and disadvantages of internal and external recruiting. Distinguish among the major selection methods and use the most legally defensible of them. 121 Make staffing decisions that maximize the hiring and promotion of the best people. El Understand the legal constraints on the hiring process. Specialty Cabinets Company had rapidly expanded from a two-person operation to a small business with 28 employees. This thriving business catered to those who needed high-end cabinet work in custom-built homes or office buildings. Specialty had been able to attract highly trained carpenters; however, the company's president realized that Specialty needed to hire an additional manager. She gave George Zoran, a senior supervisor with strong interpersonal skills, the responsibility for hiring the new manager. George posted the opening on the company bulletin board and put an ad online and in the "Help Wanted" section of the local newspaper and soon received numerous applications. George was particularly impressed with one candidate, Tim Wells. Tim had never worked in carpentry, but George thought Tim seemed personable and had sufficient managerial experience 146 Chapter 5: Recruiting and Selecting Employees 147 and ambition to handle the...
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...Association is to enhance the quality of life in society by promoting the development of professional counselors, advancing the counseling profession, and using the profession and practice of counseling to promote 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...
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...to identify potential sites and solicit school participation. More than 60 schools across the country initially were considered, and information from 41 of those schools was submitted. The NRCLD research staff reviewed the extensive amount of information submitted and judged that 19 of those schools were engaging in one or more commendable RTI practices based on a review of the following six components of an RTI service-delivery model: • School-wide screening. Screening is a type of assessment characterized by quick, low cost, repeatable testing of critical academic skills or behaviors and can be administered by individuals with minimal amounts of training. A screening measures whether a student should be judged at risk. If a student meets the criteria for at-risk status, he or she is considered for more in-depth assessment. Screenings can use either a criterion referenced or normative comparison standard for measuring student performance. Progress monitoring. Progress monitoring is a set of assessment procedures for determining the extent to which a student or students are benefiting from classroom instruction. When applied with rigor, progress monitoring addresses the federal stipulations that...
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...JOB DEVELOPMENT ESSENTIALS Laura Wyckoff Carol Clymer a guide for job developers Second Edition A PUBLICATION OF PUBLIC/PRIVATE VENTURES JOB DEVELOPMENT ESSENTIALS A Guide for Job Developers Second Edition Laura Wyckoff Carol Clymer Second Edition © copyright 2005. Public/Private Ventures. All rights reserved. 2 JOB DEVELOPMENT ESSENTIALS Acknowledgments .............................................................................. 6 Developers, Writers, and Funders........................................................ 7 About Job Development Essentials......................................................... 9 Before You Begin ............................................................................. 11 CHAPTER 1: LAYING THE GROUNDWORK ............................................. 13 Preparation Checklist Educating Yourself Resources for Research Starting a Dialogue Tips for Preparing Preparing an Attitude Planning for Initial Contact Common Mistakes About Your Performance CHAPTER 2: MAKING INITIAL CONTACTS .............................................. 25 Six Facts A True Story Outline for an Initial Call Keep the Dialogue Going Steps for Handling Objections Determining Needs, Offering Services Getting the Specifics Employer Contact Record Checklist for a Site Visit Common Mistakes About Your Performance table of CONTENTS PAGE 1 OF 3 JOB DEVELOPMENT ESSENTIALS 3 table of CONTENTS PAGE 2 OF 3 CHAPTER 3: DEVELOPING THE EMPLOYER...
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