...Worldwide Telecommunications Team,”C” Joseph Collins, Megan Ward, Andrew Hoffart, Steven Rankin, Cheryl Bandy COMM/215 April 28, 2014 Irwin Shubert Worldwide Telecommunications, Inc. and the cultural changes within Diversity has brought a new importance to the work place. With the world becoming more diverse, and the work place becoming more multicultural, political correctness, affirmative action and disparities in pay pushed their employers to change their recruiting practices. A progressive workplace should consist of employees of wide-ranging cultures, ethnicities, religions, genders, and ages, and other factors. When you add people from the different backrounds there’s always going to be tension. However, each individual from each different culture or reign can bring something different, something new and exciting to the table. Worldwide Telecommunications, Inc. is meeting this rather complicated issue directly in the hopes of turning it into an opportunity to promote a multicultural work environment that its customers can connect with. The various cultures of the workers will have an effect on the way that the community understands and interacts with the organization in an affirmative way. This distinctive idea will not be without its difficulties. A diverse workplace can lead to challenges and struggles as people from different cultures, ethnicities, religions, genders, and ages learn to work together...
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...Galactic Therapies Incorporated Communication Challenges and Opportunities COMM/215 April 8, 2013 RoMay Sitze Galactic Therapies Incorporated Communication Challenges and Opportunities Galactic Therapies Incorporated (GTI) has been expanding on a global level and therefore has developed a very diverse, multicultural workforce. The new dynamics of this globally diverse workforce has helped to expand their ability to innovate and expand their operations, but this growth has not come without difficulties. With the new diverse workforce GTI has encountered issues related to communication and teamwork between the workers from different corners of the globe. The board of directors has asked Team Alpha Consulting to research the problems, evaluate how other companies are handling similar issues, and provide a report that will help to integrate this diverse workforce with GTI’s ever-expanding global force. Managing a multicultural workforce requires a clear understanding of the different cultures involved and how the cultural differences require different management styles. During our research we have found two primary ways to expand a company’s workforce globally. The first option is to hire an outsourcing company that will provide its own workers and will manage most of the relationships with the hiring company via liaisons. Outsourcing companies prefer to minimize direct contact of their employees aside from their own management staff. In this scenario it is prudent...
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...How a Multicultural Workforce Might Affect Teamwork and Communications in Large Companies Bethany Ward, Nicole Ortiz, Brandi Cook Learning Team B University of Phoenix COMM/215 Linda Lawliss February 5, 2007 Large companies find a multicultural workforce essential because they have to do business effectively with many diverse cultures in order to be successful. Unique skills and/or lower costs become more accessible to companies when they broaden their work forces. However, in working with different cultures and backgrounds, many companies face difficulties and challenges they must overcome. Managing a diverse workforce is an important task for today’s corporations. The idea of a diverse workforce is not a new concept. “According to The History Channel, in the 1850’s, Chinese and Irish laborers were brought over to lay the tracks for the transcontinental railroad, which raised anger of those who had arrived a hundred years earlier”. (Cartby, 2006). No matter how angry people may get over diversity and new workers coming to America in search of a better life, it’s not going to go away. Ethnic backgrounds are just one dynamic of a diverse workforce. According to the Workforce 2000 study funded by the U.S. Department of Labor: “Immigrants, women and people of color accounted for 85 percent of the net growth in the labor force throughout the 1990’s”. (Cartby, 2006). This study proves the workforce of the future is going to become even more diverse...
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...Final Research Paper-Multicultural Workforce COMM/215 December 1, 2014 Introduction-Worldwide Telecommunications Company Globalization is a process of interaction and integration among the people, companies, and governments of different nations. It is driven by international trade and investment and aided by information technology (The Levin Institute, 2014). Indeed, globalization has made our world smaller. As the markets for products, services, labor, and capital increasingly integrate worldwide, we are witnessing the increasing economic, cultural, demographic, political, and environmental interdependence of different locations around the world (Elfrink, 2014). In his book The World Is Flat, Thomas Friedman perfectly captured the essence of today’s new era of globalization. By flat, Friedman meant that the world is connected. The lowering of trade and political barriers, and the exponential technical advances of the digital revolution have made it possible to do business or almost anything else, instantaneously with billions of other people across the planet (Friedman 2005). However, with a more global business environment comes a host of new challenges including managing a multicultural workforce comprised of people with widely differing backgrounds. In a multicultural environment, where the meanings of various behaviors and practices are as diverse as the people demonstrating them, incorrect assumptions could easily lead to miscommunication (Lankard, 1994). The...
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...Global Cultural Changes in Worldwide Telecommunications, Inc. Kayla Harvey, Monica Johnson, Angela Lambert, Joseph Caston COMM/215 August 25, 2014 Rebecca Kinney Global Cultural Changes in Worldwide Telecommunications, Inc. Expanding in a global environment takes a company that is diverse and understands cultural diversity. As a leader in the cable industry, Worldwide Telecommunications has a diverse global portfolio with an emphasis on social development. The company is headquartered on the east coast and has satellite offices in various cities around the country. In each office, there is a diversity champion who aligns employees with business core values. This helps to keep the business ahead of competitors because global partners and stakeholders from international markets trust our business track record which has a direct, tangible return on their investment. In terms of expansion, branching into the European market will require a seamless integration for advance corporate advisors to setup the framework for follow on employees. Moreover, a robust cultural conscience is absolutely crucial to future endeavors and is driven home by upper management. With a workforce consisting of many different ethnicities, a focus on communication barriers is paramount to a successful business approach. As industry needs change, and expansion being imminent, cultural diversity is more important than ever. The full definition of cultural change is the modification of a society through...
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...Ethnic Diversity in the System COMM/215 Famous author Francois de la Rochefoucauld once said, “The only thing constant in life is change.” This quote has never been more true than it is today. The world is constantly changing, evolving, merging, and businesses have the task of anticipating this never ending change before it occurs. 60 years ago, instant access to information was not available. A businessman in Texas was not able to communicate with a customer in Singapore, over a video conference call. People of different cultures did not have nearly as many interactions compared to today. Today’s world is one where different people of all different cultures are conducting business together on a daily basis. The presence of diverse cultures calls for a change in the way business is run. Businesses’ must anticipate the effects of a multicultural workforce and anticipate how it may impact trust between coworkers, task management, and communication in large companies. Having different cultures in the workplace can cause conflicts to arise between relationships. Some cultures, such as Latinos, value trust and relationships. Latinos, for example, put relationships with others above all else. They refuse to let work or any other subject come between them and a friend or a loved one. On the other hand, Americans tend to put work first above all else. They will set aside a relationship, or even cause harm to a...
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...Transforming Lives Communities The Nation …One Student at a Time Disclaimer Academic programmes, requirements, courses, tuition, and fee schedules listed in this catalogue are subject to change at any time at the discretion of the Management and Board of Trustees of the College of Science, Technology and Applied Arts of Trinidad and Tobago (COSTAATT). The COSTAATT Catalogue is the authoritative source for information on the College’s policies, programmes and services. Programme information in this catalogue is effective from September 2010. Students who commenced studies at the College prior to this date, are to be guided by programme requirements as stipulated by the relevant department. Updates on the schedule of classes and changes in academic policies, degree requirements, fees, new course offerings, and other information will be issued by the Office of the Registrar. Students are advised to consult with their departmental academic advisors at least once per semester, regarding their course of study. The policies, rules and regulations of the College are informed by the laws of the Republic of Trinidad and Tobago. iii Table of Contents PG 9 PG 9 PG 10 PG 11 PG 11 PG 12 PG 12 PG 13 PG 14 PG 14 PG 14 PG 14 PG 15 PG 17 PG 18 PG 20 PG 20 PG 20 PG 21 PG 22 PG 22 PG 22 PG 23 PG 23 PG 23 PG 23 PG 24 PG 24 PG 24 PG 24 PG 25 PG 25 PG 25 PG 26 PG 26 PG 26 PG 26 PG 26 PG 26 PG 27 PG 27 PG 27 PG 27 PG 27 PG 27 PG 28 PG 28 PG 28 PG 28 PG 28 PG 33 PG 37 Vision Mission President’s...
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...REGENT UNIVERSITY COLLEGE OF ARTS & SCIENCES UNDERGRADUATE CATALOG 2013-2014 (Fall 2013-Summer 2014) Regent University 1000 Regent University Drive Virginia Beach, VA 23464-9800 800.373.5504 admissions@regent.edu www.regent.edu PREFACE Regional Accreditation Regent University is accredited by the Southern Association of Colleges and Schools Commission on Colleges to award associates, baccalaureate, masters, and doctorate degrees. Contact the Commission on Colleges at 1866 Southern Lane, Decatur, Georgia 30033-4097 or call 404-679-4500 for questions about the accreditation of Regent University. National and State Accreditation Regent University’s undergraduate school is accredited or certified by the following bodies: Council for Higher Education Accreditation (CHEA) (www.chea.org/) The Teacher Education Accreditation Council (TEAC) The Regent University School of Education's educational leadership and teacher preparation programs and the College of Arts & Sciences interdisciplinary studies program, which are designed to prepare competent, caring, and qualified professional educators are accredited by the Teacher Education Accreditation Council for a period of seven years, from January 9, 2009 to January 9, 2016. This accreditation certifies that the educational leadership, teacher preparation and interdisciplinary studies programs have provided evidence that they adhere to TEAC's quality principles. Teacher Educational Accreditation Council, One Dupont Circle, Suite...
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...2014-2015 Undergraduate Academic Calendar and Course Catalogue Published June 2014 The information contained within this document was accurate at the time of publication indicated above and is subject to change. Please consult your faculty or the Registrar’s office if you require clarification regarding the contents of this document. Note: Program map information located in the faculty sections of this document are relevant to students beginning their studies in 2014-2015, students commencing their UOIT studies during a different academic year should consult their faculty to ensure they are following the correct program map. i Message from President Tim McTiernan I am delighted to welcome you to the University of Ontario Institute of Technology (UOIT), one of Canada’s most modern and dynamic university communities. We are a university that lives by three words: challenge, innovate and connect. You have chosen a university known for how it helps students meet the challenges of the future. We have created a leading-edge, technology-enriched learning environment. We have invested in state-of-the-art research and teaching facilities. We have developed industry-ready programs that align with the university’s visionary research portfolio. UOIT is known for its innovative approaches to learning. In many cases, our undergraduate and graduate students are working alongside their professors on research projects and gaining valuable hands-on learning, which we believe is integral...
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...HUMAN DEVELOPMENT REPORT 2004 Cultural Liberty in Today’s Diverse World Accommodating people’s growing demands for their inclusion in society, for respect of their ethnicity, religion, and language, takes more than democracy and equitable growth. Also needed are multicultural policies that recognize differences, champion diversity and promote cultural freedoms, so that all people can choose to speak their language, practice their religion, and participate in shaping their culture— so that all people can choose to be who they are. 65 108 166 55 34 82 3 14 91 51 40 138 29 62 6 99 161 134 114 66 128 72 33 56 175 173 130 141 4 105 169 167 43 94 73 136 144 168 45 163 48 52 30 32 Albania Algeria Angola Antigua and Barbuda Argentina Armenia Australia Austria Azerbaijan Bahamas Bahrain Bangladesh Barbados Belarus Belgium Belize Benin Bhutan Bolivia Bosnia and Herzegovina Botswana Brazil Brunei Darussalam Bulgaria Burkina Faso Burundi Cambodia Cameroon Canada Cape Verde Central African Republic Chad Chile China Colombia Comoros Congo Congo, Dem. Rep. of the Costa Rica Côte d'Ivoire Croatia Cuba Cyprus Czech Republic 17 154 95 98 100 120 103 109 156 36 170 81 13 16 122 155 97 19 131 24 93 121 160 172 104 153 115 23 38 7 127 111 101 10 22 21 79 9 90 78 148 28 44 110 135 50 80 Denmark Djibouti Dominica Dominican Republic Ecuador Egypt El Salvador Equatorial Guinea Eritrea Estonia Ethiopia Fiji Finland France Gabon Gambia Georgia Germany Ghana Greece Grenada Guatemala Guinea...
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...characteristics of outcomes-based education? 3 1.3.2 The difference between the old and the new approach 4 1.4 OUTCOMES-BASED EDUCATION PRINCIPLES AND TERMINOLOGY 6 1.4.1 Learning area 6 1.4.2 Critical outcomes 7 1.4.3 Learning outcomes 8 1.4.4 Assessment standards 9 1.4.5 Assessment 9 1.4.6 Themes 9 1.5 PLANNING AN OUTCOMES-BASED EDUCATION LEARNING UNIT 11 1.6 OVERVIEW OF THE STUDY UNIT 11 1.7 CONCLUSION 12 STUDY UNIT 2 _______________________________________________________________________ TEACHING LANGUAGE IN A MULTICULTURAL CONTEXT 13 2.1 INTRODUCTION 14 2.2 MULTILINGUALISM 14 2.3 HOME LANGUAGE, FIRST AND SECOND ADDITIONAL LANGUAGES 15 2.4 SWITCHING AND MIXING CODES 16 2.5 LANGUAGE TEACHING IN A MULTICULTURAL CONTEXT 18 2.6 CULTURE AND LANGUAGE TEACHING 19 iii 2.7 LANGUAGES WITH HIGH AND LOW STATUS IN SOUTH AFRICA 21 2.8 OVERVIEW OF THE STUDY UNIT 23 2.9 CONCLUSION 24 STUDY UNIT 3 _______________________________________________________________________ IMPORTANT PRINCIPLES OF LANGUAGE TEACHING 25 3.1 INTRODUCTION 28 3.2 PRINCIPLE 1: LISTENING, READING, SPEAKING,...
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...gerry JoHnson KeVan sCHoles rICHard WHIttIngton Fundamentals oF strategy ACCESS CODE INSIDE unlock valuable online learning resources Once opened this pack cannot be returned for a refund Welcome to FUNDAMENTALS OF STRATEGY Strategy is a fascinating subject. It’s about the overall direction of all kinds of organisations, from multinationals to entrepreneurial start-ups, from charities to government agencies, and many more. Strategy raises the big questions about these organisations – how they grow, how they innovate and how they change. As a manager of today or of tomorrow, you will be involved in influencing, implementing or communicating these strategies. Our aim in writing Fundamentals of Strategy is to give you a clear understanding of the fundamental issues and techniques of strategy, and to help you get a great final result in your course. Here’s how you might make the most of the text: ● Focus your time and attention on the fundamental areas of strategy in just 10 carefully selected chapters. Read the illustrations and the case examples to clarify your understanding of how the concepts of strategy translate into an easily recognisable, real-world context. Follow up on the recommended readings at the end of each chapter. They’re specially selected as accessible and valuable sources that will enhance your learning and give you an extra edge in your course work. KEY CONCEPT AUDIO SUMMARY ● ● Also, look out for the Key Concepts and Audio Summary icons...
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...AN EVALUATION OF COMMUNICATION INTEGRATION WITHIN A STATE-OWNED ORGANISATION by MOALUSI JONAS MAENETJA Submitted in partial fulfilment of the requirements for the degree of MASTER OF ARTS WITH SPECIALISATION IN ORGANISATIONAL COMMUNICATION RESEARCH AND PRACTICE at the UNIVERSITY OF SOUTH AFRICA SUPERVISOR: PROF TC DU PLESSIS JOINT SUPERVISOR: PROF DF DU PLESSIS APRIL 2009 Student number: 697-616-6 DECLARATION I declare that THE EVALUATION OF THE CURRENT POSITION OF COMMUNICATION INTEGRATION WITHIN A STATE - OWNED ORGANISATION is my own work and that all the sources I have used or quoted have been indicated and acknowledged by means of complete references. …………………………………….. SIGNATURE (MR MJ MAENETJA) ………………… DATE 2 ACKNOWLEDGEMENTS Throughout the composition of this Masters Dissertation I was blessed to have the support and encouragement of some very special people. I hereby wish to acknowledge the contribution of the following persons: • To my family, friends and Eskom colleagues for supporting me through all my years of study. Thank you for believing in me, even when I did not believe in myself. Thank you for all of the unconditional love and support you gave me. What I have done, I have done to make you proud. • Large amounts of gratitude to professor TC Du Plessis and professor DF Du Plessis from the Department of Communication at the University of South Africa for...
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...12:06 Page 1 WOMEN, GENDER AND WORK People are not defined solely by their work, nor is it possible to ignore the effects of factors outside the workplace on a person's status at work. To seek equality at work without seeking equality in the larger society – and at home – is illusory.Thus an examination of the issues surrounding women, gender and work must be holistic. That means considering the role of productive work in life as a whole and the distribution of unpaid work as well as the myriad questions relating to employment. This important anthology brings together the thinking of leading philosophers, economists and lawyers on this complex subject. Selected recent articles from the multidisciplinary International Labour Review are assembled for the first time to illuminate questions such as how we should define equality, what equal opportunity means and what statistics tell us about differences between men and women at work, how the family confronts globalization and what is the role of law in achieving equality. There is an examination of policy – to deal with sexual harassment and wage inequality, for example, as well as part-time work, the glass ceiling, social security, and much more. A major reference on the best of current research and analysis on gender roles and work. Martha Fetherolf Loutfi has been Editor-in-Chief of the International Labour Review, a Senior Economist for the Brandt Commission and in the ILO’s Employment and Development...
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...Annual Report At 31 December 2013 108th financial year Annual Report At 31 December 2013 All our reports are available at http://2013interactivereports.fiatspa.com Go to the online version of the Fiat Annual Reports to learn more about the Group's financial performance, sustainable development and other corporate information. | | Download our app www.fiatspa.com/mobileapp 3 General Meeting An Ordinary General Meeting of Shareholders will be held at 11 a.m. on 31 March 2014 (single call) at Centro Congressi Lingotto, Via Nizza 280, Turin to vote on the following: Agenda 1. Motion for Approval of the Statutory Financial Statements and Allocation of 2013 Net Result 2. Compensation and Own Shares: a) Compensation Policy pursuant to Article 123-ter of Legislative Decree 58/98 b) Authorization for the Purchase and Disposal of Own Shares Attendance and Representation Shareholders are entitled to attend the Meeting if they hold the right to vote at the close of business on the record date of 20 March 2014 and the Company has received the relevant confirmation of entitlement from an authorized intermediary. As provided by law, shareholders entitled to attend the Meeting may also be represented by proxy. The Company has appointed Computershare S.p.A. (Via Nizza 262/73, Turin) as the Designated Representative, pursuant to Article 135-undecies of Legislative Decree 58/98, upon whom shareholders may confer proxy and instruct to vote on all or some of the motions on the agenda...
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