...Introduction Affirmative action is the act of promoting equal opportunities for al ("Diversity & Inclusion", n.d.). This paper will examine the components of Affirmative action as it relates to the public and private sector employers, and the many ways that it interacts with Title VII requirements of Equal Employment Opportunity. This paper will address the following questions: (1) what employers are subject to affirmative action plans and why? (2) What do the plans require employers to do? (3) What happens if employers do not meet the goals of the affirmative action plan? In 1941, the federal government tried to remove any and all forms of discrimination in the hiring process within the defense industry and ultimately within the whole federal employment. After President John F. Kennedy signed the 1961 Executive Order number 10925, it required federal contractors to take affirmative action to certify that applicants are employed and that employees are taken care of, without regard to one’s race, faith, color, or national origins. While Lyndon B. Johnson’s was the president back in 1967, 1965 Executive Order 11246 was lengthened to include women. Title VII of the 1964 Civil Rights Act does not permit discrimination in any way based on color, faith, race, sex, or gender in employment, relocation, or advancement decisions but did not comprise employers compliance with affirmative action plans. Law court may order an employer...
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...Motivation Action Plan David Evinrude MGT 311 March 3, 2014 John Clair Motivation Action Plan Employees are a critical element to the successful operation of a business and building customer satisfaction in the field. Understanding an employee's behavioral characteristics helps management understand the strengths and weaknesses of an employee while providing them with valuable information to help them develop a strategy to keep them motivated. The motivational strategy that a manager develops for each individual employee could either make or break the organization when it comes to the customer or job satisfaction. After reviewing the employee's assessments and management performance, similarities were discovered between each employee. Each employee seemed to have middle to higher emotional intelligence and were pretty involved in their current positions. A couple of the employee's seemed to become bored with tasks and would lose their focus when it came to tasks that need to be completed while the other employee was focused with the tasks at hand. Upon reviewing each employee's portfolio, it seems each person required the same type of action plan to keep them motivated. In developing the motivational action plan, each employee had a common area that would help keep them motivated. The goal setting approach was identified as a key motivational strategy for each employee. Goal setting provides each person with a defined set of goals that need to be completed within...
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...Employee Motivation MGT 311/ Organizational Development Employee Motivation Isaiah It would seem that Isaiah is a workaholic he averages 50 – 75 hours in each work week. Isaiah rarely will take the time off that the company allows him to have in a vacation flex time. Isaiah is making his way through the ranks and is quickly on his way to being promoted to life coach. Isaiah has been with the company for just shy of a year and his motivation comes from self Goal - Setting and Self – Efficacy. In part Isaiah’s Self – Goal Setting involves Flex time and he and another co-worker are job sharing because they are both in school. With the promotion to Life Coach, Isaiah will have a dramatic increase in pay and give him the ability to be able to take the time off that the company is allowing him. Isaiah is very much a team player and will include as many people in the decision making process for things that have impact for the employees. Isaiah has many great ideas for team building and is a very integral part in keeping the morale up in his department for all the employees. Isaiah will create more of a “cozy” home environment that he is more than willing to share with everyone in his department. Isaiah is not one to “gossip” with other employees and is quick to stop the negativity from spreading. The Self-Goal Setting has Isaiah pushing himself harder to achieve the goals of Life Coach and maybe even beyond. Hillary: Hillary has been in...
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...why Hult is right choice to pursue an MIB Degree as it gives us exposure to study in two different parts of world in 1 year. With this you get an opportunity to understand culture of two different countries and work in a different environment with people from various nationalities. Secondly, it gives an opportunity to build lifelong international connections. We get an opportunity to network with people from over 120 nations. To pursue an MIB degree while studying with people from such diverse background gives us an experience to work with multinational teams. I believe no other business school offers such unique opportunity. Also, Hult offers unique business experience in 1 year through the Action Learning Project. As a part of curriculum it offers student to work on real life action project for 3 months. Also, the faculty of Hult International Business School come from diverse background and have worked for various companies like Philips, Xerox etc. which gives students a great chance to network and helps to prepare for jobs. Hence, I would conclude that to pursue an MIB degree, Hult International Business School would be right and best option as it stands apart from other Business Schools. Opportunity for studying in 2 campuses, building lifelong international connections and a chance to have...
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...LEARNING TEAM CHARTER – TEAM “B” |Course Title |BCOM/275 BUSINESS COMMUNICATION AND CRITICAL THINKING | | | | | | | | | | | Team Members/Contact Information |Name | |Phone | |Time zone and | |Email | | | | | |Availability During the Week | | | | | | | | | | | |Erica | |803-709-4032 | |SC “Eastern Time” available everyday | |msewilson25@email.phoenix.edu | | | | | | | |msewilson25@hotmail.com | |Nikole | |859-866-0256 | |Eastern Standard Time | |nikolehoskinds@gmail.com | | | | | |Available M-F 6pm-8pm ...
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...lucky. I like apple He/She/it is/verb+s She is a girl. He loves chocolate. They/you are/verb They are hungry. You always play with us. 1. Facts (something is generally known to be true) The sun sets in the west. | The sun never sets in the east or south or north, but always in the west. | 2. Repeated actions or habits Colin always plays soccer on Tuesdays. | Colin plays football regularly - every Tuesday.In English, signal words are often used, e.g.: always, never, seldom, often, regularly,every Monday. | 3. Action set by a time table The train leaves at 9 pm. | Although the action takes place in the future, it takes place regularly and is set by a time table. | 4. Feelings I love her. | When you love someone, that's a state, a fact or emotion, but not an action (like running for example). Whenever you want to express a state, possession, sense or emotions, use the simple form (not the progressive). The following words all belong to this group: * be (I am happy) * hate (I hate you) * hear see smell * like * love * think * understand * want * wish | 5. Permanent actions Ann lives in Shatin. The verbs can, may, might, must remain the same in all forms. So don't add s. Example: he can, she may, it must Verbs ending in o or a sibilant (ch, sh, s, x) add es instead of s. Example: do - he does, wash - she washes A final y after a consonant becomes ie before s. Example: worry - he worries But: A...
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...formal written reprimand and is to confirm in writing our discussion on [date] concerning your unacceptable [performance and/or conduct] and to establish my expectations which I have outlined in a Corrective Action Plan to be commenced immediately. Further, you are hereby warned of additional disciplinary action if your [performance and/or conduct] does not improve. I have developed this corrective measure to assist you in bringing your work as a [classification] to an acceptable standard as defined in your enclosed Employee Performance Appraisal. During the past [time period], your supervisor has shared with you concern about your [performance of the functions of your position and/or unacceptable conduct]. While I want to emphasize that some of the deficiencies would not constitute unsatisfactory performance when viewed singularly, the cumulative effect demonstrates your inability or unwillingness to conform to expected standards of work. I believe it is necessary to initiate this Corrective Action Plan to cause you to understand that not only are your deficiencies unacceptable, but also that we are at a point where such [substandard performance and/or unacceptable conduct] can no longer be tolerated. [Insert language describing the consequences of the employee’s actions, or inactions.] You have been verbally counseled on numerous occasions concerning your work [performance and/or conduct] and your supervisor, [name], has spent many hours explaining appropriate [classification/job]...
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...Placement Fair Checklist Please ensure you read the entire checklist for effective results on the day. Before the Fair: * Have you registered your attendance? – Make sure the BSEO is aware that you are coming. * Have you attended the preparation workshop? – If not, book yourself in now! * Research, Research and more research – Look at the companies’ website and check the news on the day. It will show if you don’t know what they do * Prepare examples of your skills – Be ready to “sell” yourself to an employer, using the CAR technique* * Do you have an up to date CV? – Make sure you have your most up to date CV ready, as up to date for the day before. During the Fair: * Turn up early and be friendly – Ensure you turn up on time with a smile on your face * Are you smartly dressed? – Remember that this is the first impression that the employers will have of you. * Handshake – Always shake hands with the person at the desk and introduce yourself! (Name and studies) * Talk about what interests you in that company – “I saw on your website that ….” * Hand over your CV – Use it like a business card. Tell them you are really interested in their company and you’d like to stay in touch. * Mingle – Do not stay in groups with your friends, walk around and mingle with various employers. You are there to sell yourself, not your friends. * Thank them for their time today – Employers have given up their time to come and demonstrate what...
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...PART IV: Action & Implementation Plan Specify the action plan related to the decision made. Who | Encik Ghani | What | Ask CFO and CPO cooperated together to implement new purchasing system | How | * Conduct a meeting to make clear the direction of the new system implementation. * Assign the job to both CFO and CPO; make clear of their roles and responsibilities. * Regularly review the progress and ensure the implementation processes are in control. * Avoid and solve the conflict between both parties. * Ensure the goals and objectives are achieved. * Anticipate and evaluated the cost and benefit * Provide morale support * Review the report. | Who | Cik Siti Aminah | What | Implement the new computerized purchasing system. | How | * Initial investigation * Systems survey * Feasibility study * Information needs and systems requirements * Systems analysis report * Gain the understanding of the existing system * Identify the strength and weaknesses of the existing system and system to be developed. * Co-operate with the Encik Azman, sharing of information. * Ensure the system is ease to use, reduce cost, and can enhance the control. * Collect data that identify user needs and make recommendations to management. * Issue a formal report that summary all the related information to the Encik Ghani | Missing information: 1. Roles and responsibilities of the CPO. It does not mention whether CPO has experience in implement...
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...you haven’t reached the root cause until you’ve asked “why?” at least 5 times! List the answers to each why question Problem first immediate cause cause for the first immediate cause deeper cause to the preceding cause etc. TARGET CONDITION: Insert a diagram that illustrates how the proposed process will work, with labels. Note or list the countermeasure(s) that will address the root cause(s) identified. Predict the expected improvement in the measure of interest (specifically and quantitatively) IMPLEMENTATION PLAN: List the actions which must be done in order to realize the Target Condition, along with the individual responsible for the action and a due date. Add other items, such as cost, that are relevant to the implementation. Action Responsibility Deadline Action 1 D. Smith Oct. 1 Action 2 N. Jones Nov. 5 Action 3 M. Jordan Nov. 28 Etc. COST: no expenditures required FOLLOW-UP: Plan Actual Note the plan to measure the effectiveness of the proposed change. Indicate when it will be measured, and by whom. Leave blank initially After follow-up, record the...
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...1. Do you believe Oiler’s employee rights were violated? Explain your position. Peter Oiler’s termination from his job by the Winn-Dixie Corporation was an outright and blatant violation of his employee rights. Though balancing employee rights with appropriate discipline is an ongoing challenge for HR professionals. But in this case of Oiler, the work place behavior of the employer had not changed and there is no problem, with the co-employers also. Also in the own time, the company have no rights about the way he dress. Hence there is also no such challenge for the Winn-Dixie that it has to terminate Oiler. Hence I would consider that Winn-Dixie has violated the employee rights of Oiler. Also his social security has been impaired. When we consider the situation here is more normal than a similar case in 2005, which happened in Georgia (from the article). According to that, the courts consider this as sexual discrimination under 42 U.S.C. Sec. 1983 (deprivation of constitutional right) and Equal Protection Clause of the 14th Amendment of the Constitution (all peoples are same). And the development of trans-gender transitions has a real concern and the laws accept the claims of discrimination under employer’s stereotyping of genders. Thus Oiler’s claim is acceptable and Winn-Dixie has to oblige to the claims of Oiler. Here Oiler’s can be taken as an example of opposition of trans-genders in the general public. Though the laws are guarding them, the manipulation of thought...
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...oward case stu“What do we do with Howard?” Synopsis: Tad Pierson had recently been appointed as a project engineer. As project engineer for one of Agrigreen’s plants, he is responsible for the operation of the plant surveying group. For some time now Tad had been aware of some performance, safety, and conflicts with personnel within the group. These issues appear to be escalating in frequency and are causing Tad concern regarding the safety of the employees, the production schedules, and possible actions that he might need to take. Agrigreen, Inc. is a company that manufactures a verity of agricultural fertilizer. With plants located in the western United States and Canada, Agrigreen employs certified surveyors to ensure quality and safety of each project. Eighteen years ago, Agrigreen’s survey crew was composed of part-time drafting personnel or project engineers. Howard Lineberry, a lead surveyor had been employed with Agrigreen for eighteen years. Over his tenure he had been supervised by five different managers, and had three surveyor’s helpers. Howard’s work over the years has caused multiple safety and production issues. He has also had conflicts with the engineering staff, his managers, and almost everyone he worked with. Mel Cutler, a surveyor’s helper, after being employed by the company for only a few years was assigned to assist Howard. Five years into this assignment, Mel began to notice problems due to Howard’s note keeping method. These problems...
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...2008 DIVERSITY ACTION PLAN March 17, 2008 Goal 1: Advocacy Item 1: All newly hired employees will be provided with a copy of the Diversity Plan and receive a brief introduction to diversity awareness during their orientation training. Each employee will also receive more intensive diversity awareness training, which must be completed prior to the end of their original probationary period: ongoing. Continue the development of a diversity network to ensure that diversity initiatives and information are distributed throughout the organization: include articles on diversity initiatives and the progress of the Action Plan in the Circulator, the staff newsletter; inform the Board and District staff of diversity activities through formal monthly reports made for Board meetings; and post activities on the District’s web site: ongoing. Provide supervisors and managers with training on how to manage diversity in the work environment. Training will be conducted by an external diversity trainer: ongoing. Reevaluate and update the District’s Diversity Plan for possible revisions. Continue to monitor Action Plan accomplishments on a quarterly basis: ongoing. Implement District Strategic Plan objectives by establishing additional communication tools to promote cultural awareness. Develop a diversity Web page that will provide all-inclusive information on District cultural activities, community organizations and agencies, cultural heritage information and resources, District diversity awards...
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...When an employer looks at your resume, you've got about 6-10 seconds to make a good impression. To capture the reader's attention, you need to be clear and to-the-point. Be Organized and Logical In addition to reviewing your experience, employers also use the resume to sense whether you are organized, logical, and concise. Make sure your resume is balanced, neat, visually appealing, and flows consistently. Clearly separate sections and emphasize section titles. Keep a Positive Tone Your resume should present you in the best possible light. If you don't possess every skill an employer is seeking, do not emphasize your shortcomings. Focus on what you can offer. Combine Sections When Possible Try to combine any short sections together to make your resume more compact. For example, if you only have one entry under training, consider placing it under your education instead and change the section title to "Education and Training." Use Common Section Headings Use common section headings. Examples: Objective, Experience, Employment, Work History, Skills, Summary, Summary of Qualifications, Accomplishments, Achievements, Capabilities, Education, Professional Affiliations, Publications, Licenses and Certifications, and Honors. Be Concise and Omit Irrelevant Information Employers don't want to read a long, drawn-out version of your life's accomplishments. They have stacks of resumes to read, and want to know quickly whether or not you would be a good fit for their company. So, be clear and...
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...Cultural Action for Freedom Paulo Freire Introduction I think it is important—for my own sake as well as the reader’s—that we try, at the very outset, to clarify some points fundamental to the general understanding of my ideas on education as cultural action for freedom. This is all the more important since one of the basic aims of this work, where the process of adult literacy is discussed, is to show that if our option is for man, education is cultural action for freedom and therefore an act of knowing and not of memorization. This act can never be accounted for in its complex totality by a mechanistic theory, for such a theory does not perceive education in general and adult literacy in particular as an act of knowing. Instead, it reduces the practice of education to a complex of techniques, naively considered to be neutral, by means of which the educational process is standardized in a sterile and bureaucratic operation. This is not a gratuitous assertion. We will later clarify the radical distinction between knowing and memorizing and the reasons why we attach such importance to the adult literacy process. But first, some words about the socio-historical conditioning of the thinking presented here, as well as an explanation of the necessity for critical reflection on such conditioning. From a non-dualistic viewpoint, thought and language, constituting a whole, always refer to the reality of the thinking subject. Authentic thought-language is generated...
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