...The Key Attributes of the diversity competency It is necessary first of all to understand what is meant by diversity competency and the key attributes of the diversity competency. The diversity competency includes knowledge, skills, and abilities to value unique individual, group, and organizational characteristics, embrace such characteristics as potential sources of strength, and appreciate the uniqueness of each. The key attributes of the diversity competency include the knowledge, skills and abilities of individuals, teams, and the organization to perform effectively. Diversity includes many categories and characteristics. Even a single aspect of diversity contains various characteristics that may affect individuals, t\team, or organizational behaviors. Accenture understood that must implement initiatives benefit employees regardless of age and gender to enable balancing between work and life as this is a key factor for high performance in an organization. Accordingly, Accenture developed Multi work-life programs to meet the employees needs and to give them more time flexibility outside the work place such as : Back-up dependant care program :when regular care arrangements breakdown Lifeworks program : health, legal and financial consultation Future leaves program :eligible employees who met certain attendance requirement can take up to three months to address the personal and family issues during their career life. Other strategies and recommendations ...
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...Balance Programs 1. Which key attributes of the diversity competency are illustrated in this case? Give specific example of each attribute identified. The key attributes of the diversity competency that were illustrated in this case are embracing and developing personal team or organizational tendencies and learning from individuals, teams, or organizations with different characteristics, experiences, perspectives, and backgrounds. Accenture incorporated these attributes by introducing Back-up Dependent Care, Lifework, and Future Leave programs. 2. Which key attributes of the self competency are illustrated by Christ Tserng in this case? Give a specific example of each attribute identified. The key attributes of the self competency that were illustrated by Chris Tserng are taking responsibility for managing oneself and career over time and through stressful circumstances; assessing and establishing one’s own developmental personal, and work-related goals. In the case, Chris had been at Accenture for ten years before she started a family. Once the baby was born, she planned to take her scheduled maternity leave and vacation time. During the time she was off, Chris hired a caregiver however; the caregiver could not start when Chris was ready to work. Chris took advantage of the Future Leave program. This program allows employees to address personal and family issues while preserving their careers. 3. Which key attributes of the change competency are illustrated in this case...
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...The diversity competency includes the knowledge,skills, and abilities to value unique individual, group, and organizational characteristics, embrace such characteristics as potential sources of strength, and appreciate the uniqueness of each. This competency includes the ability to help people work effectively together even if their interests and backgrounds are different. The conflicts that may or could arise are disagreement, contest, and intractable(difficult) people.A lot of times individuals are slow or even afraid of something or someone new. This being said a manager must be aware of the fact that these very issues could occur and must be ready to resolve any and all problems. Effective conflict resolution means being able to use differences in ways that strengths rather than divide. Develop clear purposes and goals, design and conduct effective meetings, ensure appropriate representation and understanding of roles. There must also be some education, and this is done through training. The training should equip the individuals with the right tools to educate as well as inspire everyone. Source:Hellriegel, D.,& Slocum, J.W.Jr.(2011) Organizational Behavior: 2011 Custom Edition(13th ed.). The key attributes of the diversity competency include the knowledge, skills and abilities of individuals, teams, and the organization to perform effective in doing the following: fostering; learning; embracing and developing; communicating and personally practicing; providing leadership...
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...right and wrong in the organization? Does the organization cater to diversity? Are the organizations codes and conducts pertaining to ethics being followed and enforced? Personal difference and preference are major determining factors that impact what is considered ethical from an organizational perspective. Diversity is the most important competency that impacts organizational ethics. In an organization there are many categories of diversity that distinguish each of its members. There are key attributes of the diversity competency that include the knowledge, skills, and abilities of individuals, teams, and the organization to be effective. Those attributes include fostering an environment of inclusion with people who possess characteristics different from themselves, and learning from individuals, teams, or organizations with different characteristics, experiences, perspectives, and backgrounds. Diversity of thought and behavior is vital to stimulating creativity and innovation, embracing and developing personal, team, or organizational tendencies—such as conscientiousness and attitudes that demonstrate respect for people of other cultures and races—that support diversity in the workplace and elsewhere is also a major key attribute. Communicating and personally practicing a commitment to work with individuals and team members because of their talents and contributions, regardless of their personal attributes, providing leadership—walk the talk—in confronting obvious bias, promoting...
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...Study Questions 1. Diversity competency involves the knowledge, abilities, and skills to value organizational, group, and individual characteristics while embracing such attributes as prospective sources of productivity and distinctiveness. In the case of Accenture’s work-life balance initiatives, an environment of inclusion is fostered with people who hold characteristics diverse from themselves. This is achieved through the Lifeworks program, a free and private resource offering information on a broad range of topics that include health coaching, access to experts in financial and legal matters as well as ergonomic evaluations. In addition, the Future Leave initiative offers employees flexibility to manage family or personal issues during the course of their employment. Employees can save to fund their own future leaves of about one to three months for an activity they feel enriches their life, such as meeting family commitments or trekking through Alaska. Other key attributes in the case include communication, and individual commitment to work with team members owing to their contributions and talents, irrespective of their personal attributes. This is illustrated in Tserng’s case where she returns at the end of her leave and is welcomed with open arms. The simple gesture of welcoming a worker who was on leave for more than two months signifies the need for teamwork and a commitment to work with others. 2. Self-competency attributes include knowledge, skills...
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...[pic] |Leadership and Organizational Behavior – BUS 520 | |Student Course Guide | |Prerequisite: None | |Quarter |Fall 2010 | |Meeting Days/Time |Wednesday 6pm-10pm | |Instructor |Karmetria Burton | |Instructor Phone |678 362 0842 | |Instructor E-mail |Karmetria.burton@strayer.edu | |Instructor Office Hours/Location |5-6 pm Wednesdays or by appointment | |Academic Office Phone Number | | |INSTRUCTIONAL MATERIAL - Required ...
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...Diversity: Scorecard Why Board Diversity Equals Success Alicia Yi Managing Director, Strategic Client Services Korn/Ferry International Women vs. Men’s Tertiary Education * The score above show the proportion of women to every 100 men. ** Source: MasterCard Worldwide Index of Women’s Advancement Asia’s Growth Model is Shifting… MARKET SHIFT ASIA 1.0 (1985 – 2005) THE IMPETUS FOR CHANGE — Reduced Western Consumer Spending — Emerging Consumerism in Asia — Shifting R&D investments — Asia’s drive to innovate — Asia’s need to move up the value chain — Unemployment in the west — Western companies Asianizing — Asian companies globalizing ASIA 2.0 (2006 – 2020) CONSUMER SHIFT MADE IN ASIA MADE FOR ASIA INNOVATION SHIFT THE WORLD’S FACTORY and BACK OFFICE THE WORLD’S LABORATORY and KNOWLEDGE OFFICE JOBS SHIFT CHEAP and PRODUCTIVE WORKFORCE CREATIVE and INNOVATIVE TALENT Asia Advancing - Innovation Tata Nano : the $3,000 car was conceived and developed in India LG LX9500 : the world’s first 3D LED TV Mac 400 : a hand-held cardiogram ($800) developed by GE in India Kaohsiung Stadium : World’s first solar powered stadium – in Taiwan The USB Credit Card : developed by Shinhan Card in Korea Eko Hybrid: World’s first hybrid 2-wheeler ($500) – in Bangalore F1 Night Race : World’s first night race in Singapore Harmony Express: World’s fastest train (394 kmph) in China Four Leadership Styles Leaders most likely...
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...Competency Based Employee Selection Name Institution Affiliation COMPETENCY BASED EMPLOYEE SELECTION Organizations are evolving in the hiring process of employees. They are hiring new employees based on their competency. This is the ability of the potential employee to perform a certain duty to a certain set standard. Competencies are characteristics of an excellent performance in a specified context. Competencies has different components which all work together to ensure the success of an organization. These components are key competencies, functional competencies, team competencies and leadership & management competencies. This paper will focus on competency based employee selection. The traditional-based selection process was always to have the prospective employee apply for a very specific job by filling out an application, attaching a resume, references, and a background check. From the applicants, normally a committee or at least two human resource or department heads would select those who appeared to have the qualifications for the advertised position. The key focus was on if the person could do the specific open job. Progressively, organizations are shying away from the traditional form of hiring and advancing to the competency-based form of hiring. “Competencies are knowledge, skills, capabilities...
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...field of HRM, namely the corporate managers, faculty members and students, to learn and interact with each other. This enriched the audience and lead to an awakening among them. The panelists shared their experiences and created learning on the HR related best practices which they have been experiencing in their organizations. The event saw active participation both from industry and academia. Senior executives from IBM, ACC, Deloitte, Ericsson, Eveready, Chandra Group, Voith, Bandhan Bank, SAIL graced the occasion. The primary theme for this meet was “Getting smart about your workforce: Why agile HR Matters?” which was discussed through a series of following topics: * How HR can behave as a business partner? * How can it manage diversity with the increasing...
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...James P. Johnson, Crummer Graduate School of Business, Rollins College, Office number 204, Winter Park, FL 32789, USA. Tel: þ 1 407 646 2486; Fax: þ 1 407 646 1550; E-mail: jpjohnson@rollins.edu 1 Abstract Many international business failures have been ascribed to a lack of crosscultural competence (CC) on the part of business practitioners. However, the international business literature appears to lack an adequate conceptualization and definition of the term ‘CC’, focusing instead on the knowledge, skills and attributes that appear to be its antecedents. In this conceptual study, we propose a definition of CC as it applies to international business and develop a model for understanding how CC is nurtured in individuals, linking our definition to the concept of cultural intelligence. We discuss the components of the model and suggest that there are environmental and contextual impediments to the effective application of the requisite skills, knowledge and attributes that have been identified as necessary for CC, resulting in a gap between ‘knowing’ and ‘doing’. We conclude by discussing the implications of the model for practitioners, and by suggesting appropriate directions for further research. Journal of International Business Studies (2006) 37, 525–543....
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...buzzwords that are used so frequently that their meanings are often taken for granted but are not fully understood. In this article, the author reviews the evolution of these concepts in business literature and provides comprehensive definitions, conceptual models, and examples to help clarify and distinguish the concepts so that failures of communication can be avoided. Keywords: competencies, competitive advantage, strategy Copyright © 2007 Heldref Publications 110 Journal of Education for Business S R ince its genesis in the mid-20th century, the study of business disciplines has become an established academic discipline. The proliferation of business curricula, journals, and academic and professional associations is evidence of a dramatic growth in business education. Although the growth has improved the understanding of business and informed business practices, with growth comes various problems. For example, business practitioners, researchers, and educators are confused over important terms and concepts used pervasively in the field. An understanding of key concepts is critical for the foundation from which business practitioners and academics communicate and future research builds. In this article, I explore three important concepts: core competence, distinctive competence, and competitive advantage. Business experts,...
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...Introduction The main purpose of this essay is to illustrate the importance of the idea of competency as well as seeks to outline its application to staff undertaking international assignments. Lucia & Lepsinger (1999) define competency as “a cluster of related knowledge, skills, and attitudes that affects a major part of one’s job (a role or responsibility), that correlates with performance on the job, that can be measured against well-accepted standards, and that can be improved via training and development.” People or the organization should possess the core competencies to excel in work’s performance and hence be improved in the future to achieve effectiveness in work and organization’s goal (Ibid). Why have the idea of competency become so important? Organizations today identified the key to business success through strategic human resource management (SHRM) (Compton 2009). To achieve SHRM, the strategic plans have to be pro-active and be open to changes in the organization’s external environment such as its competitors and globalization (Ibid). Having a deeper understanding about competencies is critical, as it will allow the organization to focus on achieving organizational goals and responding to the external environment (Lucia & Lepsinger 1999). The Harvard Analytical framework for HRM Figure 1. (Source: Beer et al. 1985) The Harvard analytical framework for HRM in Figure 1 above consists of five main components, which...
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...Training Key Areas Training Key Areas The effectiveness of employee’s performance is measured by their productivity, happiness, and talent and reflects the prosperity of the overall organization. The responsibility of corporate level positions is a vital value for larger businesses and it is an important attribute for high level contributions from each employee. Being an active member in society and aiding with community projects that encourage diversity within the organization can help to maintain a healthy relationship between the company and the surrounding society (Blanchard & Thacker, 2007). When a business instills a healthy working environment for their employees, it most often times results in building an effective working relationship for a long period of time. This paper will analyze the key training criteria’s that focuses on large companies in the areas of their legal requirements, employee growth, and diversity. Legal Requirements There are many situations that can result in legal action taking toward an organization. Legal actions such as employees getting injured while performing their duties or during training, if a company fails to meet the training requirements, and if there is a leak with confidential information that pertains to an employee or the organization. It is imperative for a company to get permission when copying training material to avoid any copyright infringement which are subject to legal actions and punishable...
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...a worldwide vision of managing their expatriates effectively outside their PCN/HCN. The aim of this report is to analyse the statement which says that Effective international managers were said to be those who were flexible, open-minded, adaptable, speaking in foreign languages, and making friends with those of many nationalities (Smith, 1992:46). The report also provides necessary conclusion and recommendation which international managers are to adopt to ensure that employees works more effectively. There are differences between countries yet expatriates are effective in there works because of the role of international manager to see that the expat are successful. This analysis will be done looking at the different roles and attributes of international managers, the concept of expatriation, challenges faced by international manager and the strategy used to ensure that managers are fit to their roles. One of the contributions/roles of International human resource manager is to consult the local representative’s outsides its own PCN regarding the safety, local culture, tradition and customs of the HCN in other for expatiates...
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...Training Key Areas ??? HRM/326 January 12, 2015 Instructor Donna Wyatt Training Key Areas The effectiveness of employee’s performance is measured by their productivity, happiness, and talent and reflects the prosperity of the overall organization. The responsibility of corporate level positions is a vital value for larger businesses and it is an important attribute for high level contributions from each employee. Being an active member in society and aiding with community projects that encourage diversity within the organization can help to maintain a healthy relationship between the company and the surrounding society (Blanchard & Thacker, 2007). When a business instills a healthy working environment for their employees, it most often times results in building an effective working relationship for a long period of time. This paper will analyze the key training criteria’s that focuses on large companies in the areas of their legal requirements, employee growth, and diversity. Legal Requirements There are many situations that can result in legal action taking toward an organization. Legal actions such as employees getting injured while performing their duties or during training, if a company fails to meet the training requirements, and if there is a leak with confidential information that pertains to an employee or the organization. It is imperative for a company to get permission when copying training material to avoid any copyright infringement which is subject...
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