Human Relations Planning Consider that the human resource manager of y.docx

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Human Relations Planning Consider that the human resource manager of your employer asked for your help with creating a diversity and inclusion presentation for your peers. Create a presentation that supports, describes, explains, and details human relations planning. The presentation will cover two topics: 1.The importance of diversity and inclusion as a norm acceptance. This section should include researched evidence of the importance of diversity, analyze the status quo of diversity, and provide relevance to an awareness of diversity and the role it plays in organizational relationships. 2.Assisting others to change their behavior through utilizing the changing behavior model. This section should be a tool that all can use as a guide for those that may have a deficit of understanding the importance of diverse cultures and the effects of diversity in the organizational workplace. .

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SOCW 6070 wk 4 responses for discussion 2 Respond to at least two colleagues post separately in at least 1 of the following ways @ posts are provided must be different feedback for each peer State whether you think the strategies your colleague identified would be effective in advocating for social change through cultural competence, and explain why. Identify a strategy social work administrators might use to address one of the challenges your colleague identified, and explain why this strategy might be effective. Support your post with specific references to the resources. Be sure to provide full APA citations for your references. Peer 1 post Nakesha Morgan RE: Discussion 2 - Week 4 There are several strategies that are important for social workers to use when advocating for social change. When a worker is advocating for social change they must be knowledgeable with what they are advocating for. A person must have cross cultural awareness as they understand how everything act and interact with one another in the cultural environment's (Northouse, 2013). Another strategy a social worker may use to advocate for social change is being humane orientated which help to focus on the worker demonstrating sensitivity behaviors to other people. With displaying sensitivity it allows clients to feel more comfortable and build a rapport as they feel the worker understand their issues and concerns (Northouse, 2013). With utilizing these two strategies it allows the social worker to be open-minded able to understand the social change and focus on the views for future. There are many challenges that agencies face when it relates to developing cultural competency within their organization. One of the biggest challenges within an organization may face is addressing the needs of different groups or individuals and how it will impact the agency relating to cultural competency (Chun-Chung Chow, 2008). Another challenge the agency may face is with the staff having to change their style of work. With the staff having to switch up to become more culturally competent they may become less efficient with their work ethics (Chun-Chung Chow, 2008). This may cuse the agency to shift in their work performance adapting to new change. Chun-Chung Chow, J., & Austin, M. J. (2008). The culturally responsive social service agency: The application of an evolving definition to a case study. Administration in Social Work, 32(4), 39–64. Northouse, P.G. (2013). Leadership: Theory and practice (6th ed.). Los Angeles: Sage Publications Peer 2 angela slaughter RE: Discussion 2 - Week 4 Two strategies Two strategies a social worker may use to become an advocate for social change through cultural competence are taking an empowerment approach to become advocates for social change. Taking an empowerment approach, having self-awareness of my own experience of oppression, and sharing power and responsibility with a client can empower them. Once developed with this techniqu.

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Running head: EXECUTIVE SUMMARY 1 EXECUTIVE SUMMARY 2 Executive Summary Name: Marquita Brown Institution: Rasmussen College Date: May 17, 2019 Executive Summary Purpose The effective management of cultural diversity is identified as one of the best ways of creating an inclusive corporate culture that brings the best out of each employee. Most organizations, however, do not have in place effective policies and processes that can be used to ensure the organization caters for the needs of individuals from different cultures. A culturally inclusive workplace eliminates barriers associated with cultural backgrounds that would otherwise interfere with employee performance. By understanding the impact that cultural factors have in the work environment, managers can identify effective policies that encourage cultural diversity. Problem Not all managers realize the importance of managing cultural diversity and the impact that it can have on an organization. The fact there are no clear cut procedures on managing diversity is also a problem for managers as identifying policies that can work and those that cannot be difficult when dealing with a highly diverse workforce. Stereotypes about people from a certain culture can, for example, affect how they are perceived in an organization by people from other culture and may lead to misconceptions and attitudes that can negatively affect productivity. Solution The paper proposes a cultural map that makes it easier for managers to identify the common traits that people from different cultures may have. The information derived from this map provides information that can be used to develop the most inclusive policies that will enable managers to create a workplace that supports diversity. Conclusion Managing cultural diversity is of key importance in organizations that intend to create an inclusive workforce that is focused on productivity. Using a cultural map, managers can gain a better understanding of how culture can affect employee performance and consequently develop effective policies that can accommodate people from different cultures. Running head: CREATING AN OUTLINE 1 CREATING AN OUTLINE 5 Creating an outline Student’s Name Institution Affiliation Purpose Statement The main aim of the author is to identify the major cultural differences among people from various nationalities and how they affect the success rate of a business. The goal of the paper is to provide insight to the challenges faced by some of the largest corporations that hire employees from different countries. Some multi-nationals face major issues such a reduction in productivity due to lack of strategies to manage cultural diversity. The content in this paper hopes to simplify the solution to cultural .

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DBA 7553, Human Resource Management 1 Course Learning Outcomes for Unit IV Upon completion of this unit, students should be able to: 2. Analyze equal opportunity and the legal environment. 2.1 Explain the role that human resources has in upholding the legal responsibilities of an organization. 2.2 Differentiate between the management of diversity and affirmative action. 3. Examine the elements of diversity in organizations. 3.1 Articulate the challenges that may occur when managing a diverse work group. 3.2 Research how the management of diversity can be improved. Course/Unit Learning Outcomes Learning Activity 2.1 Unit IV Research Paper 2.2 Unit IV Research Paper 3.1 Unit Lesson Unit Research Paper 3.2 Unit Lesson Unit IV Research Paper Reading Assignment There is no reading assignment in this unit. Unit Lesson Today’s workplace is part of a global village. Overall, the labor force is more diverse each year. This diversity includes the areas of ethnicity, race, religion, age, ability, gender, and sexual orientation. Therefore, well- informed strategic human resource management must be ever aware of the changing nature of the world around them in order to help lead their organization forward in embracing diversity. Having a sufficient mix of diverse dimensions in any organization will serve to strengthen the foundation and overall health of that group. It can often be the case that human resource management must be aware of resistance to change and stereotyping. Change with regard to anything can be difficult in the workplace. However, with regard to diversity and the possibility of various new dimensions, it is important to remember that strategic human resource management must plan ahead and focus on building this diverse dimension carefully. With regard to stereotyping, this would be an assumption that what may hold for a group will automatically hold for an individual of that group. Human resource management must look ahead to help avoid the pitfall of stereotyping. Being aware and being communicative about new diversity dimensions in the workplace can lay the groundwork for an effective embrace by employees. As our society becomes more diverse, so must our organizations. In fact, many companies now understand the power of diversity as a competitive advantage. Having a diverse set of employee perspectives can create a stronger product or service. Embracing multi-cultural marketing can broadly expand a company’s sales. When organizations embrace diversity in their workforce and in their operations (internally in the company UNIT IV STUDY GUIDE Equal Opportunity and the Legal Environment, and Elements of Diversity in Organizations, Part II DBA 7553, Human Resource Management 2 UNIT x STUDY GUIDE Title and externally with customers and vendors), a powerful foundation can be built. Efficient strategic human resource management can help develop and .

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Katie DeLong Grand Canyon University PCN 509 March 1, 2017Social and Cultural Diversity OutlineIntroduction A. In the multicultural world of the 21st century, helping professionals must recognize the influence that race, social class, ethnicity, religion, sexual orientation, and cultural dynamics have on both macro and micro relationships. Definition of cultural diversity A. Culture is that which shapes us; it shapes our identity and influences our behavior. Culture is our “way of being,” more specifically, it refers to the shared language, beliefs, values, norms, behaviors, and material objects that are passed down from one generation to the next.Personal history. A. Personal Biases African Americans B. Challenges as a Therapist 1. AcceptanceCultural Diversity A. Documenting experiences with discrimination1. Not legally allowed to get married B. How my cultural background impacted these experiences? 1. Sexual Orientation Lesbian C. Identify memories of contact with those who were culturally different than you Comment by Owner: Nice level of detail in this section 1. Living and working in Atlanta D. Experiences associated with these differences 1. Dealing with residents that are predominantly African AmericanLiving in a transitional area that is predominantly African AmericanE. How has your life experience affected how you may relate to persons different than you?1. Self-Awareness2. Acceptance Understanding of the concepts of racism/discrimination. A. What does it mean to be a subtle racist? B. Why could there be significant differences in perceptions and values of members within the same ethnic group?ACA and NAADAC codes of ethics. A. Discuss how the ACA and NAADAC codes of ethics will inform your practice. a) Identify and cite the specific ACA and NAADA multicultural codes that you will use to inform your practice. Comment by Owner: O want to see what codes you will focus on B. What did you learn about the importance of cultural sensitivity in treatment planning? C. How do communication styles differ across cultures? D. How might strategies to build rapport be differentiated based on culture? Comment by Owner: Examples? E. Examine underlying reasons for differential treatment methods. b) Consult several professional journals on treatment practices and cultural biases. c) Identify sources of potential counselor cultural bias within these practices. F. What resources could help you to become more informed regarding cultural diversity? Cite resources you can use to dispel your personal biases. G. How could you apply your learning to your future practice as a counselor?Conclusion A. In the multicultural world of the 21st century, helping professionals must recognize the influence that race, social class, ethnicity, religion, sexual orientation, and cultural dynamics have on both macro and micro relationships. Katie, You have a well-organized outline that addresses the component of the Writing Instructions. As you read ...

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Major Assessment 2: The “Educated Person” For educators to be effective in supporting diverse learners, they need to develop, possess, and continually refine their vision of the “educated person.” In other words, they need to have a vision of their goals and outcomes for educating students. Prepare a statement of your image of and beliefs and values about the educated person. Explain your beliefs about the role of the teacher in valuing and encouraging others to value the image of an educated person. Be certain to address the roles of cultural diversity in achieving a viable vision of the educated person. Begin by reading the key documents discussed in the chapters in this section. Reference at least five additional current professional references to illustrate your position. Organize your presentation by sections and use American Psychological Association (APA) style for citing references in the body of the text and for developing your reference list. Include the following sections in your paper: 1. Introduction 2. Vision of learning and the educated person (critical knowledge, skills, dispositions) 3. Role of the teacher in providing an effective instructional program and applying best practices to student learning 4. Critical issues in promoting the success of all students and responding to diverse community needs 5. Capacity to translate the image of the educated person into educational aims and organizational goals and processes 6. Conclusion 7. References .

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Social and Cultural Diversity Paper Writing Instructions Overview The Social and Cultural Diversity Paper (1,750-2,000 words) requires the student to identify and reflect on possible personal biases regarding gender, religion, sexual or gender orientation, race, socioeconomic status, disability status, or culture. The purpose of this paper is to raise the student’s personal and professional level of awareness regarding the subject of diverse populations. Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required. This assignment uses a grading rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion. Process Schedule The Social and Cultural Diversity Paper assignment will be accomplished in a five-step process, with individual steps submitted and graded regularly throughout the course, according to the following schedule: 1) Outline (Due Week 2) 2) References (Due Week 4) 3) First Draft (Due Week 6) 4) Final Paper (Due Week 8) Content Guidelines When constructing this paper, use a three-part structure according to the following guidelines: Part 1 The first part of the paper requires you to identify information from your own personal history. Use the following questions to help guide your reflections: 1) Identify your personal biases and how they may impact your counseling approach. Remember, everyone has biases. The point is not to project them onto your clients. Note: It is preferred you discuss your cultural biases. 2) Describe your personal history by documenting experiences with discrimination you may have experienced and how your cultural background impacted these experiences. If you have not had any experiences, share why you believe this to be true. 3) Identify memories of contact with those who were culturally different than you, and your experiences associated with these differences. Be specific. 4) How has your life experience affected how you may relate to persons different than you? Be specific. Part 2 The second part of the paper requires you to demonstrate an understanding of the concepts of racism/discrimination. Use the following questions to help guide your reflections: 1) What does it mean to be a subtle racist? Please include a referenced definition and example. 2) Why could there be significant differences in perceptions and values of members within the same ethnic group? Be specific. Part 3 The third part of your paper requires you to review and reflect on the ACA and NAADAC codes of ethics. Use the following to help guide your reflection: 1) Discuss how the ACA and NAADAC codes of ethics will inform your practice. a) Identify and cite the specific ACA and NAADA multicultural codes that you will use to inform your practice. 2) What did you learn about the importance of cultural sensitivity in treatment planning? 3) How do communication styles a.

Social and Cultural Diversity Paper Writing Instructions.docx

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Running head: EXECUTIVE SUMMARY ASSIGNMENT 1 EXECUTIVE SUMMARY ASSIGNMENT 2 Executive Summary Assignment Name: Marquita Brown Institutional Affiliation: Rasmussen College Executive Summary Assignment Purpose Statement · Aim includes cultural differences from several nationalities and impact on business success rates. · Goal comprises of providing insights on corporations’ challenges regarding foreign nationalities. · Challenges may include productivity reduction due to poor managerial strategies in managing cultural diversities. · The design of the tool focuses on making managers to comprehend employees’ differences from different regions. · The paper simplifies the cultural diversity solution through creating a known tool to serve as a cultural map. · Cultural diversity should be control for social interactions in ensuring productivity and peace in a company. Problem Statement · False beliefs on cultural behavior are the reason for failure among managers. · Managers use ineffective techniques in workers’ management since they are neglected from training on cultural diversity. · The results include misplaced attitudes towards foreign workers and poor productivity due to conflict. · Cultural diversity mismanagement leads to financial and logistical losses. · Most articles have hypothetical information regarding cultural diversity issues. · Some published articles provide solutions towards cultural diversity. Plan · Managers have to realize that culture is complex and should be analyzed. · This means that managers have to use mapping as a creative solution in reducing cultural diversity gaps. · Managers have to use countries and regions to study cultural diversity before hiring individuals with different social backgrounds. · Considerations have to be undertaken on areas of cultural development. · This means that firms have to measure diversity in the manner of communication, persuasion, leadership, decision-making, trust, disagreements, and schedules. · Multiple perspectives have to be applied to deal with existing challenges. · Managers should be positive in adjusting and readjusting positions in the professional environment. Conclusion · In conclusion, it is important for managers to study cultural diversity as a way to understand how to align cultural differences with operational developments. References Meyer, E. (2014). Navigating the cultural minefield. Harvard Business Review, 92(5), 119-123. Running head: CULTURAL DIVERSITY 1 CULTURAL DIVERSITY 5 Cultural diversity in the workplace Student’s Name: Marquita Brown Institution Affiliation: Rasmussen College Purpose statement The world has been revolutionized by the use of technology in handling various business processes. Globalization is occurring at a fast rate and many companies are exp.

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For this assessment you will create an 8 slide PowerPoint presentation for one or more stakeholder or leadership groups to generate interest and buy-in for the plan proposal you developed for the third assessment. Demonstration of Proficiency · Competency 1: Explain strategies for managing human and financial resources to promote organizational health. 1. Explain how the interdisciplinary plan could be implemented and how the human and financial resources would be managed. 1. Competency 2: Explain how interdisciplinary collaboration can be used to achieve desired patient and systems outcomes. 1. Explain an organizational or patient issue for which a collaborative interdisciplinary team approach would help achieve a specific improvement goal. 1. Competency 3: Describe ways to incorporate evidence-based practice within an interdisciplinary team. 2. Summarize an evidence-based interdisciplinary plan to address an organizational or patient issue. 2. Propose evidence-based criteria that could be used to evaluate the degree to which the project was successful in achieving the improvement goal. 1. Competency 5: Apply professional, scholarly, evidence-based communication strategies to impact patient, interdisciplinary team, and systems outcomes. 3. Slides are easy to read and error free. Detailed speaker notes are provided. 3. Organize content with clear purpose/goals and with relevant and evidence-based sources (published within 5 years) with an APA formatted reference list with few errors. When creating your PowerPoint for this assessment, it is important to keep in mind the target audience: your interviewee's organizational leadership. The overall goal of this assessment is to create a presentation that your interviewee could potentially give in his or her organization. Be sure that your plan addresses the following, which corresponds to the grading criteria in the scoring guide. Please study the scoring guide carefully so you understand what is needed for a distinguished score. · Explain an organizational or patient issue for which a collaborative interdisciplinary team approach would help achieve a specific improvement goal. · Summarize an evidence-based interdisciplinary plan to address an organizational or patient issue. · Explain how the interdisciplinary plan could be implemented and how the human and financial resources would be managed. · Propose evidence-based criteria that could be used to evaluate the degree to which the project was successful in achieving the improvement goal. · Communicate the PowerPoint presentation of the interdisciplinary improvement plan to stakeholders in a professional manner, with writing that is clear, logically organized, and respectful with correct grammar and spelling using current APA style. There are various ways to structure your presentation; following is one example: · Part 1: Organizational or Patient Issue. 1. What is the issue that you are trying to solve or improve? 1. Why.

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