...People rarely act in a rational and an objective manner (Kurland, 2000). To set aside these traits, it takes an applied effort, which can lead to different options and intellectual improvement. Critical thinking can help people to take control of their own thinking. They learn to distinguish between what is opinion and factual reality. Simply put, the process of critical thinking helps a person to assess what others either write or speak, and ascertain the validity of his or her comments. Critical thinkers have certain attributes that permit them to observe conditions around themselves and then make educated choices that can solve either problems or dilemmas. Some of these attributes are: * asks pertinent questions * assesses statements and arguments * is able to admit a lack of understanding or information * has a sense of curiosity * is interested in finding new solutions * is able to clearly define a set of criteria for analyzing ideas * is willing to examine beliefs, assumptions, and opinions and weigh them against facts * listens carefully to others and is able to give feedback * sees that critical thinking is a lifelong process of self-assessment * suspends judgment until all facts have been gathered and considered * looks for evidence to support assumption and beliefs * is able to adjust opinions when new facts are found * looks for proof * examines problems closely * is able to reject information that...
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... 2 Competency is defined as the quality of being competent. To be competent one must possess required skill, knowledge, qualification, or capacity. The profession of nursing requires a skillset and knowledge base that is specific to its kind. There are many options in one’s educational journey to obtain a nursing degree. Nursing is the largest health care profession in our society today with three million registered nurses nationwide (AACN, Nursing Workforce). Along with the growing profession and the ever growing need for quality health care the debate over what qualifies a nurse to be skillful and competent in her profession and what type of education is required is at the for front. What are the differences in competency between a nurse with an associates degree and one holding a baccalaureate degree? Of the three million registered nurses nationwide 50% of those hold a baccalaureate degree while 36.1% have an associates degree, and 13% a diploma (AACN, Nursing Workforce). The quality in which we provide patient care and the need for those in this field to obtain higher levels of education is being discussed. The NCLEX exam taken to become a licensed nurse in any given state only tests for the minimum technical competency for safe entry into basic nursing practice (FACT SHEET). It has been said that the pass rates should be high among all programs due to this minimal competency requirement. Typically an associates degree in nursing is obtained...
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...from Facebook HRM500 – HR Management Foundations May 12, 2013 Today’s workforce has evolved just as technology. The dynamics of the labor force consist of generational differences. These differences can support organizational success as well as cause its failure. What constitutes as a productive workforce are the tools provided by the employer. Performance management systems have become essential to the development, productivity and retention of top producers. It is imperative that employers understand the needs and listen to the concerns of their employees. The old way of conducting performance appraisals are no longer efficient because they are seen as outdated and cumbersome. Organizations should use technology especially the widespread acceptance of social networking as their new found way to communicate and provide feedback. This style of communication promotes comradery, supports inclusion and allows managers to perform better. It also supports the notion of 360 degree feedback but also provides the entire workforce an outlet to recognize accomplishment and seek guidance. I will attempt to explain and show how social media network performance systems are beneficial to the organization and their employees. Keywords: Social network, performance management, communication, generational workforce. Performance Review Takes a Page from Facebook Agree or disagree with this statement and provide reasons for your response. “If you have regular conversations...
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...Of Southwest Airlines", n.d.). In order to accomplish their vision, both King and Kelleher adopted a charismatic leadership style. To their credit after 40 years Southwest Airlines has made a mark in the industry and is still going strong. The leadership style within this company is to maintain an open line of communication from the bottom up. This is a major change from the status quo of communication from the top down. In order for Southwest Airlines to be successful, King and Kelleher had all the key characteristics of charismatic leadership. They were both able to articulate their vision and express the importance that their vision would have for the future of the company. King and Kelleher took great risks and experience personal sacrifice in order to achieve their vision for a great company. In order to reach their goals, King and Kelleher felt a great sensitivity to the people who worked for them, and they certainly engaged in unconventional behavior in order to prove to their employees that they did matter. Employees are considered Southwest Airlines number one asset. The company invests greatly in their employees by providing opportunities to advance and grow through extended training through the training program called University of...
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...Multicultural Workforce In the past American business experienced few examples of multicultural workforce. Due to globalization large companies and small businesses are experiencing a growing multicultural workforce. These cultural changes are contributing to business success and at the same time affecting teamwork and communication. A multicultural workforce is one in which a company’s workers come from various ethnic, racial, religious, and gender backgrounds. In the past business leaders in the United States had limited experience working with a multicultural workforce and little was written or taught on the subject. However, today’s business owners, managers and corporate executives recognize that culturally diverse workforces contribute to success. A diverse multicultural workforce boosts a company’s success by bringing new ideas and ways to enhance decision making, creativity and innovation, marketing to foreign and ethnic minority communities, and distribution of economic opportunity. Researchers believe that most cultural challenges arise from three basic cultural preferences; how individuals approach work, how individuals share information, and how individuals view time. The researchers believe these three preferences have an enormous impact on teamwork effectiveness. However, cultural differences can be a factor contributing to increased costs when higher turnover rates, increased interpersonal conflict and communication breakdowns occur...
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...traditional humor. How does a company stay successful in the notoriously volitile airline industry for so many years? This paper will discuss Southwest’s leadership, sources of power, motivational theory and workforce. How communication is impacted in each of these areas will be the topic of focus. Leadership Southwest screens individuals carefully in their interview process. The company looks for the traits in people who have “a sense of humor, a fun loving attitude and don’t take themselves too seriously”. (Hardage, 2006, p.2). “The company hires not on skill, but on the basis of attitudes and belives that skill can be taught in the classroom but they can’t change attitude.” (Bunz & D, 1998, p.2). “Trait theories focus on personal qualities and characteristics. The search for personality, social, physical, or intellectual attributes that differentiate leaders from non-leaders goes back to the earliest stages of leadership research.” (Beebe, Masterson, 2009,). “The University of Michigan’s Survey Research Center concludes that traits of leaders (are) related to performance effectiveness.” (West, 1995, p.1). Leadership traits and styles are defined by “two behavioral dimensions: the employee-oriented leader which emphasizes interpersonal relationships by taking a personal interest in the needs of employees and accepting individual differences among them; the...
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...traditional humor. How does a company stay successful in the notoriously volitile airline industry for so many years? This paper will discuss Southwest’s leadership, sources of power, motivational theory and workforce. How communication is impacted in each of these areas will be the topic of focus. Leadership Southwest screens individuals carefully in their interview process. The company looks for the traits in people who have “a sense of humor, a fun loving attitude and don’t take themselves too seriously”. (Hardage, 2006, p.2). “The company hires not on skill, but on the basis of attitudes and belives that skill can be taught in the classroom but they can’t change attitude.” (Bunz & D, 1998, p.2). “Trait theories focus on personal qualities and characteristics. The search for personality, social, physical, or intellectual attributes that differentiate leaders from non-leaders goes back to the earliest stages of leadership research.” (Beebe, Masterson, 2009,). “The University of Michigan’s Survey Research Center concludes that traits of leaders (are) related to performance effectiveness.” (West, 1995, p.1). Leadership traits and styles are defined by “two behavioral dimensions: the employee-oriented leader which emphasizes interpersonal relationships by taking a personal interest in the needs of employees and accepting individual differences among them; the...
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...related publication (e.g. Wall Street Journal, Harvard Business Review, business section of New York Times or Chicago Tribune, etc) to which you can apply the theory. For example, the article might describe an action the organization is taking such as an acquisition, divestiture, employee layoff, market expansion/contraction, etc.). 3. Describe how the theory helps to identify what actions the organization should take to achieve the best outcome(s). Did the organization take these expected actions? Why or why not? 4. If the article did not contain the actions the organization should take with employees, suggest what these actions should be and why. 5. Your paper is to contain at least 4 professional references which support your statements. Identify these references both in the body of the paper and at the end. The text and any readings in the Discussion Board cannot be used as one of the 4 professional references. 6. Your paper is expected to contain accurate spelling and appropriate grammar. 7. You do not need your topic approved, however, you are welcome to ask questions. Check if it is going with the flow of the requirement. And Am really sorry ra for troubling you up.. But please do it.. Paper link: http://www.nationalacademyhr.org/sites/default/files/Articles/Myers%20Essay.pdf...
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...Treasure Trove of the Aging Workforce Abstract The purpose of this paper is to analyze the diverse workforce with a focus on age diversity. The factors include challenges that can occur in an organization, how to overcome these challenges and benefits of a diverse workplace. This paper is organized by answering three questions around age diversity. The answers consist of various literature reviews and personal insight. Treasure Trove of the Aging Workforce It was once known that the retirement age was 65. That is no longer the case. Employees are no longer retiring, mostly due to the outlaw of mandatory retirement. In addition to not having retirement regulated, people are healthier today due to medical science so they can work longer. With the aging workforce occurring there can be challenges that need to be overcome in order to effectively run an organization in todays world. Aging Diversity What changes in employment relationships are likely to occur as the population ages? Researchers suggest employers have mixed feeling about the aging workforce, however many can be positive. Positive changes in employment relationships that likely will occur can be the increase in work experience, job satisfaction, a strong work ethic, commitment to employer, and to quality of work. Pearson and Judge (2015) state, “ They bring to the job a higher skill level earned through years of experience, remember the organization’s history and know the aging customer base.” However...
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...Introduction Workforce diversity has been exited in United Stated very long time. People who have different culture background from all over the world come to this country since colonial times. Siemens AG as one of the biggest companies around world also face this issue. In order to better meet the needs of its customers and maintain its leadership, Siemens AG is hiring a great number of employees from global areas. Today’s Siemens AG is a diversity workforce. Therefore, based on analyzing Siemens AG case, we can learn something about diversity and how to manage it. Siemens AG Background Siemens AG History and Current Situation Siemens AG was founded on October 12, 1847 by Werner von Siemens and Johann Georg Halske as Siemens & Halske. AG actually in German is Aktiengesellschaft that means joint-stock company. People who owned joint-stock company by shares also are responsible for its debts. In 1966, three core companies emerged to form Siemens AG. They are Siemens & Halske, Siemens-Schuckertwerke and Siemens-Reiniger-Werke. Therefore we also can say that Siemens AG was founded in 1966. After almost 165 years Siemens AG was founded in Berlin Germany, nowadays this company’s current president and chief executive officer is Joe Kaeser since August 2013 and its headquarters are located in Berlin and Munich. Because Siemens AG has business activities in nearly all over the world, Siemens AG also are located in all countries of the world. On a continuing basis, Siemens...
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...Introduction We should begin by referencing Tanglewood’s Company mission statement and allowing this to be the foundation for how we will approach all staffing strategic decisions. The company’s mission statement is as follows, [1]“Tanglewood will be the best department store for customers seeking quality, durability, and value for all aspects of their active lives. We are committed as a company to providing maximum value to our customers, shareholders, and employees. We will accomplish this goal by adhering to the core values of responsible financial management, clear and honest communication, and always keeping performance and customer service in the forefront.” We will consult this mission statement throughout this report to ensure that we are following the original guide to Tanglewood’s success. As you are all aware, some of Tanglewood’s current success stems from strategically [1]”distinguishing itself with simple, elegant, and uncluttered design concepts for their stores and their in-house products. This objective is also achieved through the company’s unique employee relations system which focuses on, strong employee participation and ensuring employees, full or part time, are members of the core work force. Tanglewood prides itself on operating with a core workforce (a workforce of permanent employees), reinforcing this philosophy by not utilizing in temporary employees. [1] “Core Workforce is viewed as essential for the organizational values and culture. This...
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...it necessary to redesign and improve practices, policies, and/or procedures that result in the optimal functioning of the organization. One of the organizations that found it necessary to redesign its performance management system is the Hershey Company. Faced with an aging workforce of baby boomers and many new hires of millennial workers (the generation of workers in their twenties), the Hershey Company redesigned its performance management system in order to appeal to its diverse workforce. The redesigned system resulted in two major components. The first component included the company allowing goals to be set and tracked by employees. The second component of the redesigned performance management system included the component that the company was not just driven by outcomes measures, but also whether or not the outcomes were achieved with values aligned to the company. Given the challenges of dealing with organizational change from seasoned employees along with the challenges of maximizing the new ideas, talents, and energies from the younger generation, I would like to offer Hershey some recommendations for the implementation of its new system that would appeal to its diverse workforce. One of the first recommendations I would make is for the managers to review the values of the company with all of the employees. I believe it is imperative to...
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...they can live better. The foundation of Wal-Mart lies on every customer, associate, director and supplier. The organization’s focus is to build relationships and to emphasize the value of respect within the company as well as the community and suppliers. Code of ethics is a set guidelines used by any organization to establish an acceptable behavior for the members of the organization to follow. As in the case of Wal-Mart, the mission and basic beliefs of the organization makes them unique among their competitors. According to the message of the current President and CEO of Wal-Mart- Mike Duke, “associates in all areas and levels of our business are responsible for understanding and complying with our Statement of Ethics.” (Wal-Mart, Statement of Ethics). Wal-Mart’s Statement of Ethics defines the role of the key individuals in the organization in...
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...Personal Reflection Christopher Davis CSS101_4 January 21, 2015 Karin Detweiler Personal Reflection In this course I learned that having commitment brings out our true potential because it motivates us to give our best, overcome obstacles, stand up even after failures, and that my soft skills are more valuable than I realized. Though I have been through this course once before at a different college, when I earned my Associate’s Degree we didn’t do a lot of research because it was a technology school. I was surprised by how much prospective employers look at your soft skills over your knowledge. What surprised me the most was the paragraph that we had to copy and paste when making our APA template. This statement really made me think, (Many students grumble and moan when their instructor assigns them to complete a group project. Some students may worry that they will have to do the whole assignment on their own, if their group members do not pull their weight. Other students insist that they work better on their own. However, students would be wise to note that working in group projects helps them develop and refine their soft skills. Soft skills are “collection of personal, positive attributes and competencies that enhance your relationships, job performance, and value to the market” (Smith, 2011). And, they are becoming increasingly more important...
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... Starbucks has taken many of the necessary steps towards ensuring that the growing trends of diversity will not have a negative impact on the company, and instead have a positive impact on the company, community, and culture as a whole. Strengths * Starbucks Corporation is a very profitable organization, earning in excess of $600 million in 2004.The company generated revenue of more than $5000 million in the same year. * It is a global coffee brand built upon a reputation for fine products and services. It has almost 9000 cafes in almost 40 countries. * Starbucks was one of the Fortune Top 100 Companies to Work For in 2005. The company is a respected employer that values its workforce. * The organization has strong ethical values and an ethical mission statement as follows, 'Starbucks is committed to a role of environmental leadership in all facets of our business.' Weaknesses * Starbucks has a reputation for...
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