7- Sharron Roberts- a financial analyst in his organization- recently.pdf

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7. Sharron Roberts, a financial analyst in his organization, recently the organization opened an office in South Africa. The organization is currently looking for employees to staff in this new office. They need to recruit individuals who understand the intricacies of South African's culture, the mindset of the locals, and are fluent in the local language. Which of the following are they most likely to consider while they recruit for these positions? length of service beliefs race gender age 14. _____ is an example of an outcome at the organizational level. Profitability Culture Personality Mood Diversity 16. Which of the following is one of the three variables proposed by a basic OB model, which refers to actions that individuals, groups, and organizations engage in due to inputs? scrutinization planning association evaluation processes length of service beliefs race gender age.

Education

Running Head: MEMO - OPERATIONS IN CHINA 1 MEMO - OPERATIONS IN CHINA 4 MEMORANDUM Name: Shan Liu To: John Smith, Joseph Stevens, and Robert Morris, Partners From: Shan Liu Date: April 2, 2015 Subject: FACTORS THAT COULD AFFECT OUR OPERATIONS IN CHINA. I hereby submit my request to carry out a study on the effects of key factors that could affect our operation in China. This is necessary due to the previous internship program in the region that did not yield the expected results. The ideal purpose of this study is to identify the factors that could have any influence in the operation of any program in China. The factors are to be analyzed, and the way to deal with them sought to in this memo. Purpose of the study The purpose of this study is to identify and analyze the factors that govern the operations in the Chinese economy which everyone needs to be aware of, which shall form a basis of training for our employees and interns to be posted in the region. China is one of the world`s biggest economies and which turns out to be the most populous country in the world (Carter & Mol, 2013). Technology advance is one of the factors that have kept the country influential in the entire global economy. The internship program previously conducted in the region turned out not to be successful. Audience Analysis The targeted audience for this training program is primarily the new employees and interns being newly posted to the region. It is also secondarily intended for the employees and interns who have been or are already in the region and wish to understand more about the factors that could affect their dealings with China. The training will focus on the major career skills needed for business development officers and project implementation staff to be posted in China. Summary of key topics The key topics and variables include the following factors and how they will be of relevance in our dealings in the Chinese region. · Religion · Politics · Attitude towards women · Attitude towards foreigners · Cultural Values The following factors are identified as important and need to emphasize in the training programs. They include; religion, politics, attitude towards women, attitude towards foreigners and cultural values and are discussed in depth below. Religion There are five major religions in China. These include Buddhism, Islam, Taoism, Catholicism, and Protestantism. The country seeks to regulate religious groups and worship. Any group that is determined to practice their religious faith outside the religious venues that are controlled by the state, or any unregistered religious or spiritual groups risk harassment, intimidation or even detention by the government. The freedom of worship is not much applicable in China. Therefore, it is prudent for the interns and staff who will be posted to China after the training to have a pre-visit training on how to cope with the religious restrictions in China (Carter & Mol, 2013). Politics.

SPO A Brief History, Compiled by: Bilal Naqeeb

Bilal Naqeeb

This document provides an overview and history of Strengthening Participatory Organization (SPO), a leading Pakistani NGO. It discusses SPO's origins in the 1990s, its evolution over the past decade into a large national organization, and its activities and impact. SPO's mission is to promote sustainable development through capacity building of community organizations. It operates nationwide with regional offices and has over 250 staff. The document outlines SPO's governance structure, funding sources, and core programs in capacity building, social development projects, and network strengthening. It also examines what makes SPO a distinguished leader in Pakistan's development sector through its grassroots work, outreach, and institutional strengths.

From Adversity to Diversity - the role of assessments in the transformation o...

Anne Newman

This document discusses the important role that psychological assessments played in the transformation of South Africa after apartheid. During apartheid, the education system deliberately disadvantaged non-white populations. After the transition to democracy in 1994, assessments were needed to identify talented individuals from all races in a fair manner. Tests were developed to measure potential rather than prior education. These tests helped address discrimination and place competent people in key positions. Assessments also helped foster understanding of diversity and cultural differences to enhance appreciation of diversity in the workplace.

TOPSpot-Diversity-August-28-2014

Samantha Glave

The document discusses inclusion within the Ontario Public Service (OPS). It outlines the OPS' 2013-2016 strategic plan for inclusion called "Inclusion Now!", which has priorities such as helping managers become more inclusive leaders and further embedding inclusion as a core workplace value. With 15% of OPS employees eligible to retire within 3 years and 21% within 5 years, taking opportunities to prepare for leadership roles is important. An inclusive leader intentionally seeks diverse perspectives to maximize performance. The OPS Diversity Office aims to have inclusion principles understood and embedded by all employees across the organization.

Multiculturalism 1

StudsPlanet.com

This document discusses various aspects of culture and multiculturalism in international human resource management. It begins by defining culture and its key characteristics. It then discusses multiculturalism in the context of global firms. Several cultural predispositions that multinational companies tend to have are described, including ethnocentricism, polycentricism, regiocentricism, and geocentricism. Three cultural models - the GLOBE project, Hofstede's cultural dimensions, and Trompenaars' framework - are introduced to help understand cultural nuances. The document concludes by providing examples of how some global IT companies are adapting culturally through localization efforts.

Boundaryless organization. ( newskool grooves company)

Ahsan habib

Newskool Grooves is a boundaryless organization that seeks to remove barriers between employees. While still maintaining an organizational hierarchy and division of labor, they encourage open communication and sharing of ideas across geographic borders using latest technologies. The company culture emphasizes innovation and risk-taking. However, the human resource practices are not always regulation-friendly and people-centered. When onboarding new employees, the organization focuses on the encounter stage of socialization by having employees cross boundaries to generate new ideas, though establishing a formal socialization program could help increase buy-in for decisions.

Multiculturalism 1

StudsPlanet.com

Multinational companies are increasingly operating in a multicultural environment as they source talent globally. This requires cultural adaptation from MNCs in how they manage subsidiaries. The document discusses various approaches to cultural management from ethnocentric to geocentric. It also summarizes cultural models like Hofstede and Globe that analyze cultural dimensions. Case studies of IBM, Cisco and Korean MNCs highlight how they are undergoing cultural changes like language training and adopting local names to better integrate their global workforce.

APAC_manager_mobility_enworld-report_English

Quynh Duong Thuy, ACC

This document summarizes a report on workforce mobility trends in Asia Pacific. Some key findings include: - 50% of respondents would prefer to work in Singapore, while 38% chose Australia. - The top obstacles for working abroad were lack of information on labor laws and family matters. - Recruitment agencies play an important role in helping candidates find jobs overseas. - India and Vietnam may face brain drain as many experienced professionals said they would be willing to emigrate long-term.

This document provides an overview and table of contents for a book on China's involvement in Africa's extractive industries in Southern Africa. The summary is as follows: 1. The book is published by Southern Africa Resource Watch and examines China's role in Africa's extractive industries across several Southern African countries, analyzing the nature of Sino-African relations, development impacts, and challenges. 2. It contains chapters on individual country case studies of Zambia, Mozambique, Angola, South Africa, DRC, and Zimbabwe, as well as thematic chapters on partnership models, development impacts, corporate social responsibility, and policy recommendations. 3. The book aims to provide a nuanced perspective on

Introducing Western-style HRM practices to China.pptx

manishjain598

Introducing Western-style HRM practices to China. In 1970s, China started attracting Foreign Direct Investment (FDI) on a large scale. It was overwhelming response from business owners that want launch updated product and services in mainland China. HR are mainly responsible for management in the company. Hence, handling workforce according to the situation or job becomes very effective with them.

Recruiting and maintaining a diverse workforce

Caster Center

The document discusses the importance of workforce diversity for nonprofits, including the need to attract diverse talent as the current leadership exits and to better serve an increasingly diverse population. It provides strategies for nonprofits to prepare for and attract a diverse workforce such as ensuring board and leadership commitment to diversity, training on inclusion, and casting a wide net through diverse partnerships and publications when recruiting.

IHRM 1.pptx

ShwethaGy2

This document provides an overview of international human resource management (IHRM). It defines IHRM and discusses the need for IHRM due to factors like cultural diversity, workforce diversity, language differences, and economic reasons. It then describes the main approaches to IHRM - ethnocentric, polycentric, regiocentric, and geocentric. It also outlines IHRM activities and models. Finally, it discusses the advantages and disadvantages of different types of employees in IHRM - parent country nationals, host country nationals, and third country nationals.

Dispersed Workplace A Case Study Your nonprofit organizatio.pdf

adamsapparelsformen

Dispersed Workplace: A Case Study Your nonprofit organization, one concerned with stimulating and communicating innovation in local government, is headquartered in the western United States. But you have long recognized the importance of having several regional representatives in various parts of the country, people who can help identify innovations, share information about local government practices, and perhaps most important, stimulate new memberships among local governments in their areas. While you communicate with the regional representatives regularly by phone and email and see them in person two or three times a year, for the most part they are out there "on their own." Your board is highly supportive of the idea of having regional representatives but wants to be sure (1) that the regional representatives are getting what they need from the organization in terms of support, encouragement, and a sense of belonging to the organization and (2) that the regional representatives are being properly "managed" and held accountable for their work. What considerations would you take into account in developing a strategy for managing these remote employees? How would you take lessons from the literature on leadership and management, such as the importance of involving employees in organizational decision-making, and apply them in this kind of situation? How, for example, can you incorporate dialogue into your communications and be effective in supportive communications? How would the fact that your organization is multigenerational be likely to affect its operation? Please answer the questions and summarize your answer based on the scenario. Thank you..

Running head DIVERSITY PLAN .docx

todd271

Running head: DIVERSITY PLAN 1 DIVERSITY PLAN 6 Diversity Plan Student’s Name: John Blair Institution Affiliation Rasmussen College Report to CEO Diversity is a common feature that exists in most organizations. It is a characteristic that increases its prevalence as a company grows regarding hiring more members of its human resource workforce. Diversity also increases when a firm grows out of its current geographical scope. It is an unavoidable occurrence in every growing organization and therefore, it is crucial for managers and CEO's to understand the importance of learning how to control the effects of diversity in their companies. When diversity is not managed adequately, it can cause adverse effects which may lead to the failure of an institution. This report offers insight on cultural diversity which one of the most prevalent types of diversity in firms. It also illustrates a plan on how to control the adverse effects of cultural diversity. Cultural diversity in the workplace Culture refers to a person's way of life. It encompasses an individual's heritage based on social patterns, acceptable behavior, beliefs, values, customs, norms, and attitude. All people have different cultures, and therefore cultural diversity is a standard feature. Even though people may come from the same home town, their culture may be different depending on how they were raised (Lambert, 2016). This phenomenon explains the existence of differences in personal cultures. This situation causes challenging situations in the workplace since the human resource managers of growing companies hire individuals from different regions. Cultural background is rarely considered while hiring employees into a company. The recruitment team in a firm considers the skills that a person has and the services that the worker can offer to the organization (Lambert, 2016). Therefore, the employees in most companies are from very diverse cultures. In some cases, this situation leads to conflicts between the workers. Importance of diversity planning Diversity planning refers to organizing ways in which people from different cultural backgrounds in the organization can unite and work to achieve a common organizational goal. It is crucial for a company to develop diversity planning to ensure that their workers are all committed to achieving common objectives of their firm. Diversity planning allows employees to share ideas that are instrumental in enhancing business processes in an organization (Price, & Nelson, 2018). Employees grow significantly when they are exposed to a variety of cultures. Therefore, diversity planning enables employees to gain much personal social growth effectively. Some of the workers can discover untapped talents and make use of .

978-3-659-92034-9

Ralph Carol Antony Gerald

This document provides an overview of a thesis that analyzes the role of human resources (HR) in corporate social responsibility (CSR) policy implementation at an international fast food corporation. The thesis aims to study how HR supports CSR policies in branches across Latvia, India, and the Netherlands. It will analyze literature on CSR and HR, interview HR/CSR managers, survey employees, and develop recommendations to strengthen the link between HR and CSR. The research questions examine similarities and differences in HR's CSR role across countries, activities HR uses to promote CSR, and how to improve the HR-CSR relationship for the corporation.

IHRM 1.pptx

shwethaGY3

This document provides an overview of international human resource management (IHRM). It defines IHRM and discusses the need for IHRM due to factors like cultural diversity, workforce diversity, language differences, and economic reasons. It then describes the main approaches to IHRM - ethnocentric, polycentric, regiocentric, and geocentric. The types of employees in IHRM are also defined. Finally, it summarizes the advantages and disadvantages of using parent country nationals, host country nationals, and third country nationals in international assignments.

Assignment 1

Rabia Khan

The document discusses organizational culture at Habib Bank Limited (HBL) in Pakistan. It provides details about the author's internship experience at HBL. Some key points: 1) The author had a positive six-week internship experience at HBL, enjoying customer interactions and learning day-to-day banking operations. 2) HBL aims to satisfy customers and employees work hard to provide excellent service. There is flexibility in the work environment and open communication. 3) While decisions are made at the top level, employees have autonomy to make customer-focused choices. Training is provided to support continuous learning. 4) There is a high level of professionalism and teamwork between staff

Discover the Power of Cultural Integration: How to Integrate Culturally Diver...

Drake International

The webinar will cover how culture impacts communication and business decisions. It will discuss Hofstede's five dimensions of culture, including power distance, individualism vs collectivism, masculinity index, uncertainty avoidance, and long-term orientation. Tips for integrating culturally diverse employees include not making assumptions, providing mentors, understanding differences, training new employees, and conducting diversity training for managers.

OB Introduction, Scope, Challenges and Opportunities, goal and OB Model

Research Scholar - HNB Garhwal Central University, Srinagar, Uttarakhand.

Organizational behavior (OB) is the study of how individuals and groups act within organizations. [1] OB has the goals of describing, understanding, predicting, and controlling human behavior in organizational settings to improve organizational effectiveness. [2] It draws on various disciplines like psychology, sociology, and anthropology. [3] OB faces challenges like improving employee skills, quality, and diversity to meet business goals in an increasingly global environment.

Job Development 2007

JoshSkolnick

The document summarizes information presented about employment and job development services provided by The Shield Institute. It discusses the importance of vocational programs and community transition services for individuals with disabilities. Key points emphasized include developing job skills based on interests and strengths through community experiences, the benefits of supported employment, and using person-centered planning to set goals and mobilize support systems.

Running head UNIT II PROJECT16UNIT II PROJECTUnit.docx

toltonkendal

Running head: UNIT II PROJECT 1 6 UNIT II PROJECT Unit II Project Benefits of Organizational Diversity Columbia Southern University Assessment of findings in Miami office, Florida. Fig Technologies has a work force comprising women. The culture has promoted development of subjective sexual relationships in its call service center based at Miami office. These two offices have witnessed rising tension among staff members who are pro biased associations championed by their colleagues. Some of the issues found bewildering these offices include: personal prejudice towards their seniors which has led to declining marketability of the company’s products like Futbal. Equally, the excursion found out that due to dominance of women workforce from cross cultural and social orientations, same sex- relationships are developing. The influence of university graduates working in the call centers has immensely influenced the professional practices. Lately, it has become common practice among employees to withdraw from their duty posts and engage in gossiping and fist fighting. In addition, the employee conflicts have been rising and cross-manipulation due to transfers between offices in Miami and those at Kansas City. The present organizational culture at the Miami offices have thwarted growth of Fig Technologies. This has been demonstrated by the poor taste towards their products as revealed by the international employees working in these offices. The employees have noted low morale and zeal to use the utility provided by the Fig Technologies. Indeed, the markets in South Africa and Brazil has frustrated the sales of the utility because of poorly constructed organizational culture. Diversity, both in principle and policy is one solution to the currently dwindling business environment. It is in the interest of the company that it maintains growth, though the existing gender composition of employees is derogative and out for malicious fall of the firm. With such a tendency, impropriety in management of organizational affairs and large scale dysfunctional social relationships will continuously limit its success, (Ostroff & Schulte 2014). Assessment of findings in Kansas City offices, Missouri The situation at Kansas office is worse. Lack of sexual diversity at Fig Technologies have indicated increasing same sex relationships developing. At the office, it was found that all staffs, including gate attendants and the senior management officers were predominantly ladies. The office had limited time for social activities which encompassed opposite sex in the cadre. The culture of the organization also barred socializing with men at workplace, as a result, most of the ladies appeared secluded from their social system. They stayed long hours at work place which significantly influenced their desire for opposite sex. In addition, it was established that the employees, mostly women having been indulging in heterosexual practices. Sexual connections ...

Introduction.pptx

RandhawaSaab5

Learning Objectives 1.1 Demonstrate the importance of interpersonal skills in the workplace. 1.2 Define organizational behavior (OB). 1.3 Show the value to OB of systematic study. 1.4 Identify the major behavioral science disciplines that contribute to OB. 1.5 Demonstrate why few absolutes apply to OB. 1.6 Identify managers’ challenges and opportunities in applying OB concepts. 1.7 Compare the three levels of analysis in this text’s OB model. 1.8 Describe the key employability skills gained from studying OB applicable to other majors or future careers. Demonstrate the Importance of Interpersonal Skills in the Workplace Interpersonal skills are important because… ‘Good places to work’ have better financial performance. Better interpersonal skills result in lower turnover of quality employees and higher quality applications for recruitment. There is a strong association between the quality of workplace relationships and job satisfaction, stress, and turnover. It fosters social responsibility awareness.

IntroductionAs a reader you will find that my report contains a .docx

normanibarber20063

Introduction As a reader you will find that my report contains a summary of the arduous work and my journey in the COOP training at Holiday Inn Hotel in Yanbu, which operates under the famous Holiday Inn chain around the world. You will find me talking about the hotel vision and mission as well as the HR department where I trained as hr coordinator and how I contribute to solve the diversity conflict problem. At the end you will find me listing the weaknesses I have experienced, the knowledge and skills that improved in me. Holiday Inn Yanbu is a branch of the famous American brand that is a subsidiary of InterContinental Hotels group. Yanbu's Holiday Inn was established in September 1981 by Hasan Abdulhadi Taher. The hotel vision is to positioning their name in the customer minds as the best 4-star hotels in Yanbu and around the world. Holiday Inn is looking forward to make a difference in the individuals lives they serve every day, by providing personalized service and a superior hospitality product and commit to the hotel strong moral system and actively participating in the community which is the hotel goal. Different services were offered to the customers besides the accommodation in rooms and suites which are the business services including equipped business conference and meeting rooms, health and fitness center with a fully-equipped gym and a trained fitness instructors. Roles and Responsibilities I was trained at HR department in Holiday Inn of Yanbu. This department is same as any HR department that concern about all procedure related to the workforce starting from attracting the employee till evaluating their performance. Also, the HR department is responsible to conduct the staff payroll and absence sheet, coordinating for employees' daily transportation. In addition, the HR is handling the staff relation issues in a confidential manner, including disciplinarians, grievance and capability. Using the (Oasys system), working on governmental and insurance websites (muqeem, GOSI and Bupa website) and organizing the employees files including their contracts are some of the tasks that I have performed as an HR coordinator. Also, I was responsible to collect letters from other departments which need the HR manager approval such as vacations, warning. One of the requirement to complete the COOP training program is to make a contribution in the workplace that I have trained in. So, I chose to improve the diversity management in the hotel as a contribution in order to utilize and manage diversity effectively without difficulties and obstacles in communication between all employees. Diversity in the workplace means having people together from different ethnic backgrounds, religions and exchanging experience and knowledge. Sometimes diversity will also have bad impact on the workplace and make some misunderstand and conflict between employees. After my training weeks at the Holiday Inn Hotel in Yanbu, I observed there is a lot of communicati.

Organizations representatives' mentality towards Islamic banking.pptx

AnasLatif1

This document discusses a study that aims to assess the level of understanding of Islamic banking concepts among representatives of Islamic banks in Pakistan. It hypothesizes that representatives may not fully understand the differences between Islamic and conventional banking systems. The study will survey 500 representatives from Islamic and conventional banks in Lahore about their knowledge of Islamic banking terms and products, and their attitudes towards Islamic banking services. It hopes to provide information to help educate representatives and improve the competitiveness of Islamic banking.

Key trends in shrm

DrAnkitaPathak

This document discusses key trends in global human resource management, including the rise of virtual teams, managing talent across borders, and balancing cultural differences in multinational companies. It provides expected changes in these areas and recommendations for how HR can help organizations prepare, such as providing cultural training, evaluating flexible work policies, and understanding employment laws in different countries.

Deliverable 4 - Evaluating a Companys Culture for DiversityComp

leonorepour284

Deliverable 4 - Evaluating a Company's Culture for Diversity Competency Evaluate the role of identity, diverse segments, and cultural backgrounds within organizations. Scenario Information You have been hired as the Human Resources Director for a global organization that is headquartered in the United States. Your job is to evaluate and make recommendations in the area of diversity for your company. Each section will contain specific areas within diversity for you to focus on. You will be tasked with choosing from one of the diversity areas that are provided to you. Be sure to conduct research using the university library and other relevant sources. Diversity Areas (Select one, and continue to use for all modules) Race Gender Sexual orientation Religion Ethnicity Instructions There has been much talk about the interaction between your diversity area and the Millennial generation, and you have been asked by the leadership team to conduct research and findings to the board. You will need to conduct research and include the following questions addressed in your report: Introduce your diversity area, and introduce Millennials. Discuss similarities and differences between these two groups. How does personal identity play a role with these two groups? Discuss any proactive plans that you might use as a manager in the workplace. Conclude your report. ...

9- (4 marks) Suppose the domain D for predicates p-Q and S is (a-b-c)-.pdf

7- Sharron Roberts- a financial analyst in his organization- recently.pdf

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