Continue evaluating the company that you selected in Unit 1- This week (1).docx
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Continue evaluating the company that you selected in Unit 1. This week, consider how the leaders and managers of the organization support diversity and identify any evidence of efforts to support diversity within the organization. Leaders and Managers Discuss how the company that you selected addresses diversity at the highest leadership levels. Include specific actions that it has taken to promote diversity throughout the company. Does the company demonstrate a corporate responsibility related to diversity? What actions has it taken? Do the leaders and managers encourage a corporate culture that supports diversity? In what ways do they develop that culture? Diversity Data Discuss whether the leadership and management efforts have resulted in a diverse workplace and a culture that supports diversity. Include any available statistical data on the company’s diverse populations (gender, race, ethnicity, nationality, etc.), and analyze whether those data accurately reflect the company’s efforts to support diversity. Do you find evidence of diversity within the organization at all levels from chief executive officer (CEO) to front-line employees? .
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Continue evaluating the company that you selected in Unit.docx
This document discusses evaluating a previously selected company's support for diversity. It prompts the consideration of how the company's leaders and managers promote diversity, including any specific actions taken. Any available statistical data on the company's diversity is to be discussed, along with whether this data reflects efforts to support diversity and promote it throughout all levels of the organization from CEO to front-line employees.
1-Company InformationGive a brief description of the company that you.docx
1.Company Information
Give a brief description of the company that you will be studying throughout the course.
2.Diversity Overview
Identify the company’s diversity policies, procedures, initiatives, and programs.
Summarize the efforts that the company has made to address diversity throughout the organization.
3.Leaders and Managers
How does the company that you selected address diversity at the highest leadership levels?
Does it demonstrate a corporate responsibility related to diversity?
Do the leaders and managers encourage a corporate culture supporting diversity?
4.Diversity Data
Include any available statistical data on the company’s diverse populations (gender, race, ethnicity, nationality, etc.), and analyze whether the data support the company’s stated efforts to support diversity.
5.Strengths and Weaknesses
Identify the strengths and weaknesses of the company relating to diversity.
Discuss how its diversity strengths and weaknesses impact upon perceptions of fairness, justice, social problems, social change, and respect.
6.Effectiveness
Are the company’s efforts effective?
Explain how the company’s policies and programs positively impact perceptions of fairness, justice, social problems, social change, and respect.
7.Literature Review
Select 1 diversity topic that has been addressed in the company that you are studying (e.g., hiring more women or recruitment efforts for Hispanic people) for further research.
.
Build Inclusive and Diverse Workplaces in 2023 | The Enterprise World
Let's examines strategies for establishing inclusive and diverse workplaces: 1. The Value of Diversity 2. Fostering Inclusion 3. Crafting Inclusive Policies and Practices 4. Promoting Diversity At All Levels 5. Training and Education 6. Continuous Assessment
Diversity and Inclusion in the VA Workforce by U.S. Department of Veterans A...
Diversity and Inclusion in the VA Workforce by U.S. Department of Veterans A...Atlantic Training, LLC.
This document provides an overview of diversity and inclusion training presented by the Deputy Assistant Secretary of the Office of Diversity and Inclusion at the U.S. Department of Veterans Affairs. The training objectives are to define diversity, raise awareness of diversity issues, and recommend tools to foster cohesion. Diversity is defined as people bringing varied backgrounds and perspectives. Distinctions are made between equal employment opportunity, affirmative action, and diversity and inclusion. Primary and secondary dimensions of diversity are identified. Benefits of workforce diversity and inclusion include improved performance and productivity. The business, economic, and human imperatives for diversity are discussed. Best practices for promoting diversity and inclusion are recommended.2000 words essay CASE STUDY Select a significant event o.docx
2000 words essay
CASE STUDY
Select a significant event or a situation in a developing country setting that you have observed e.g. through the media or read about; and identify a prominent response to that event or situation, which you observed or read about. Note that the event or situation might include, for example, an emergency, security threat, development crisis, social or political unrest, discovery of valuable natural resources, among others. These are just a few examples.
The case study should address the following points:
o Assess the event or situation, the key issues involved and the impact on the society
o Discuss the key goals and results sought by the society in this situation
o Determine whether and how a leader emerged in that context and what factors demonstrated this
o Analyze the leadership process outlining the following:
▪ Whose ideas shaped the responses to the situation. ▪ What evidence supported these ideas and how were they received by the society? ▪ The nature of the relationship between emergent leaders and the rest of the group or society ▪ Who provided guidance toward the defined goal(s)? ▪ What leadership qualities were useful in that situation?
o What outcomes were produced from the responses to that situation? Were these outcomes consistent with the goals initially expressed by that society?
o Did this event or situation and the response to it produce a new situation?
o Would you say that the society was better or worse off as a result of the responses to this event or situation?
o What overall conclusions can you draw from this experience about leadership and the leadership process?
Diversity at Workplace
The issue of workplace diversity has been at the center of battles and conflicts at many companies when doing recruitment. Some organizations believe that diversity is achieved by simply meeting the necessary proportions for the gender and race of the employees. However, there is more to this issue than meets the eye. Companies need to know that diversity at places of work is a multifaceted subject and needs the attention and comprehensiveness that it deserves. True diversity in most organizations has been a challenge to realize since many companies feel that they are good to go once they have a given number of employees from a certain gender, race, or religion.
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Diversity at places of work cannot be complete if there is no respect, acceptance, and collaboration regardless of the differences in gender, race, religion, political beliefs, native language, styles of communication, or sexual orientation among workers. Unfortunately, many organizations think that they have embraced diversity once they have employed people from different ethnicities, religious backgrounds, nationalities, races, sexual orientations, and gender. It should be understood that while this is a good step, it is just one of the ma ...
Assignment For each organization, research to identify th.docx
Assignment:
For each organization, research to identify the dimensions of diversity and degree of inclusion (e.g., race, ethnicity, language, gender, age, religious beliefs, disabilities, as well as others described in the resources you use). Consider evidence you would use in assessing each organization and in comparing your views of each. Specifically, what would you look for to assess the level of diversity and concerns regarding inclusion? How would you go about obtaining this information? For example, on an organization’s website, look for mission statements on diversity and inclusion; employee forums addressing equity issues; and task forces on improving diversity and inclusion, or meeting related goals.
Based on your research, reflect on the culture of each organization as it relates to issues of diversity and inclusion. Speculate on how diversity and inclusion issues affect, positively and negatively, such areas as:
Organizational performance
Staff morale
Patient care
Business case for diversity and inclusion
Using the Template document provided, create a PowerPoint presentation that compares the two organizations you researched and highlights your conclusions on the impact of diversity and inclusion in each organization. Prepare 10–12 slides, plus title and reference slides, to include the following:
Define “diversity” and “inclusion” as applied to your presentation that will compare two healthcare organizations.
Describe the two healthcare organizations you are comparing, including type and degree of diversity and inclusion, as well as organization size, location, and other distinguishing factors. Include supporting sources.
Analyze the culture of the two healthcare organizations and how each is influenced by diversity and inclusion. Be specific and provide examples.
Compare the cultures of the two healthcare organizations, considering the role of diversity and inclusion in each, and the strengths and weaknesses that relate to or derive from the degree of diversity and inclusion. Be specific and provide examples.
Summarize your conclusions on the impact of diversity and inclusion on organizational culture in healthcare settings based on your comparison. Be specific and provide examples.
Apply leadership strategies for a nurse executive to promote greater diversity, retain diverse staff members, and build cohesive teams and workgroups.
.
Diversity assessment tool
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Continue evaluating the company that you selected in Unit.docx
This document discusses evaluating a previously selected company's support for diversity. It prompts the consideration of how the company's leaders and managers promote diversity, including any specific actions taken. Any available statistical data on the company's diversity is to be discussed, along with whether this data reflects efforts to support diversity and promote it throughout all levels of the organization from CEO to front-line employees.
1-Company InformationGive a brief description of the company that you.docx
1.Company Information
Give a brief description of the company that you will be studying throughout the course.
2.Diversity Overview
Identify the company’s diversity policies, procedures, initiatives, and programs.
Summarize the efforts that the company has made to address diversity throughout the organization.
3.Leaders and Managers
How does the company that you selected address diversity at the highest leadership levels?
Does it demonstrate a corporate responsibility related to diversity?
Do the leaders and managers encourage a corporate culture supporting diversity?
4.Diversity Data
Include any available statistical data on the company’s diverse populations (gender, race, ethnicity, nationality, etc.), and analyze whether the data support the company’s stated efforts to support diversity.
5.Strengths and Weaknesses
Identify the strengths and weaknesses of the company relating to diversity.
Discuss how its diversity strengths and weaknesses impact upon perceptions of fairness, justice, social problems, social change, and respect.
6.Effectiveness
Are the company’s efforts effective?
Explain how the company’s policies and programs positively impact perceptions of fairness, justice, social problems, social change, and respect.
7.Literature Review
Select 1 diversity topic that has been addressed in the company that you are studying (e.g., hiring more women or recruitment efforts for Hispanic people) for further research.
.
Build Inclusive and Diverse Workplaces in 2023 | The Enterprise World
Let's examines strategies for establishing inclusive and diverse workplaces: 1. The Value of Diversity 2. Fostering Inclusion 3. Crafting Inclusive Policies and Practices 4. Promoting Diversity At All Levels 5. Training and Education 6. Continuous Assessment
Diversity and Inclusion in the VA Workforce by U.S. Department of Veterans A...
Diversity and Inclusion in the VA Workforce by U.S. Department of Veterans A...Atlantic Training, LLC.
This document provides an overview of diversity and inclusion training presented by the Deputy Assistant Secretary of the Office of Diversity and Inclusion at the U.S. Department of Veterans Affairs. The training objectives are to define diversity, raise awareness of diversity issues, and recommend tools to foster cohesion. Diversity is defined as people bringing varied backgrounds and perspectives. Distinctions are made between equal employment opportunity, affirmative action, and diversity and inclusion. Primary and secondary dimensions of diversity are identified. Benefits of workforce diversity and inclusion include improved performance and productivity. The business, economic, and human imperatives for diversity are discussed. Best practices for promoting diversity and inclusion are recommended.2000 words essay CASE STUDY Select a significant event o.docx
2000 words essay
CASE STUDY
Select a significant event or a situation in a developing country setting that you have observed e.g. through the media or read about; and identify a prominent response to that event or situation, which you observed or read about. Note that the event or situation might include, for example, an emergency, security threat, development crisis, social or political unrest, discovery of valuable natural resources, among others. These are just a few examples.
The case study should address the following points:
o Assess the event or situation, the key issues involved and the impact on the society
o Discuss the key goals and results sought by the society in this situation
o Determine whether and how a leader emerged in that context and what factors demonstrated this
o Analyze the leadership process outlining the following:
▪ Whose ideas shaped the responses to the situation. ▪ What evidence supported these ideas and how were they received by the society? ▪ The nature of the relationship between emergent leaders and the rest of the group or society ▪ Who provided guidance toward the defined goal(s)? ▪ What leadership qualities were useful in that situation?
o What outcomes were produced from the responses to that situation? Were these outcomes consistent with the goals initially expressed by that society?
o Did this event or situation and the response to it produce a new situation?
o Would you say that the society was better or worse off as a result of the responses to this event or situation?
o What overall conclusions can you draw from this experience about leadership and the leadership process?
Diversity at Workplace
The issue of workplace diversity has been at the center of battles and conflicts at many companies when doing recruitment. Some organizations believe that diversity is achieved by simply meeting the necessary proportions for the gender and race of the employees. However, there is more to this issue than meets the eye. Companies need to know that diversity at places of work is a multifaceted subject and needs the attention and comprehensiveness that it deserves. True diversity in most organizations has been a challenge to realize since many companies feel that they are good to go once they have a given number of employees from a certain gender, race, or religion.
Misconceptions about workplace diversity: what it is and what it is not
Diversity at places of work cannot be complete if there is no respect, acceptance, and collaboration regardless of the differences in gender, race, religion, political beliefs, native language, styles of communication, or sexual orientation among workers. Unfortunately, many organizations think that they have embraced diversity once they have employed people from different ethnicities, religious backgrounds, nationalities, races, sexual orientations, and gender. It should be understood that while this is a good step, it is just one of the ma ...
Assignment For each organization, research to identify th.docx
Assignment:
For each organization, research to identify the dimensions of diversity and degree of inclusion (e.g., race, ethnicity, language, gender, age, religious beliefs, disabilities, as well as others described in the resources you use). Consider evidence you would use in assessing each organization and in comparing your views of each. Specifically, what would you look for to assess the level of diversity and concerns regarding inclusion? How would you go about obtaining this information? For example, on an organization’s website, look for mission statements on diversity and inclusion; employee forums addressing equity issues; and task forces on improving diversity and inclusion, or meeting related goals.
Based on your research, reflect on the culture of each organization as it relates to issues of diversity and inclusion. Speculate on how diversity and inclusion issues affect, positively and negatively, such areas as:
Organizational performance
Staff morale
Patient care
Business case for diversity and inclusion
Using the Template document provided, create a PowerPoint presentation that compares the two organizations you researched and highlights your conclusions on the impact of diversity and inclusion in each organization. Prepare 10–12 slides, plus title and reference slides, to include the following:
Define “diversity” and “inclusion” as applied to your presentation that will compare two healthcare organizations.
Describe the two healthcare organizations you are comparing, including type and degree of diversity and inclusion, as well as organization size, location, and other distinguishing factors. Include supporting sources.
Analyze the culture of the two healthcare organizations and how each is influenced by diversity and inclusion. Be specific and provide examples.
Compare the cultures of the two healthcare organizations, considering the role of diversity and inclusion in each, and the strengths and weaknesses that relate to or derive from the degree of diversity and inclusion. Be specific and provide examples.
Summarize your conclusions on the impact of diversity and inclusion on organizational culture in healthcare settings based on your comparison. Be specific and provide examples.
Apply leadership strategies for a nurse executive to promote greater diversity, retain diverse staff members, and build cohesive teams and workgroups.
.
Diversity assessment tool
This document provides a self-assessment tool to help nonprofits evaluate their progress towards diversity and inclusivity. It addresses key questions like who the community served is, how the organization reflects that community, and actions to reduce barriers. Nonprofits are encouraged to use the tool to spark conversations and identify action steps. The tool contains questions on defining diversity, serving diverse communities, examining reasons for seeking diversity, and aligning policies and practices with diversity goals. Organizations should review the tool carefully, seek legal advice, and maintain anonymity regarding protected classes. The goal is for nonprofits to gain insight and commit to priorities and timelines for increasing their commitment to diversity.
Promoting Diversity
The document discusses promoting diversity in the workplace. It emphasizes the importance of leadership commitment to diversity and establishing an inclusive organizational culture. It also addresses developing employees, collecting workforce demographics data, engaging with the community, and measuring return on investment from diversity initiatives. Sample metrics for evaluating diversity goals and an individual development plan template are provided.
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The document discusses the benefits of diversity in the workplace. It argues that diversity strengthens relationships between employees and allows both individuals and organizations to grow and achieve more. A diverse workforce brings new ideas and opportunities from people with different backgrounds and experiences. While diversity also brings new challenges, an inclusive environment can help overcome obstacles. The document prompts readers to research top companies for diversity and consider how their own organization could improve its diversity and inclusion efforts.
List and briefly describe Diversity & InclusionSolutionDiversi.pdf
Let u, v, w be linearly independent vectors in R^n. Suppose c_1, c_2, c_3, d_1, d_2, d_3 are
numbers such that c_1 v + c_2 w + c_3 u = d_1 v + d_2 w + d_3 u. True or false: this happens if
and only if c_1 = d_1, c_2 = d_2, and c_3 = d_3. Justify your answer.
Solution
If u,v,w are linearly independent vectors in Rn, then no linear combination of these vectors can
be zero unless all the scalar coefficients are zero. Thus, is c1v + c2w +c3u = d1v+ d2w +d3u,
then we have (c1v + c2w +c3u) – (d1v+ d2w +d3u) = 0 or, (c1 – d1)v + (c2-d2) w + (c3-d3)u =
0. Therefore, c1 – d1 =0, c2-d2= 0 and c3-d3 =0. Hence c1 = d1 , c2 = d2 and c3 =d3..
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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.
...
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Create a study guide for
language, speech and communication disorders
. Your study guide should be in the form of an outline with references, and you should incorporate visual elements such as concept maps, charts, diagrams, images, color coding, mnemonics, and/or flashcards. Be creative! It should not be in the format of an APA paper. Your guide should be informed by the
DSM-5-TR
but also supported by at least three other scholarly resources.
Areas of importance you should address, but are not limited to, are:
· Signs and symptoms according to the
DSM-5-TR
· Differential diagnoses
· Incidence
· Development and course
· Prognosis
· Considerations related to culture, gender, age
· Pharmacological treatments, including any side effects
· Nonpharmacological treatments
· Diagnostics and labs
· Comorbidities
· Legal and ethical considerations
· Pertinent patient education considerations
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create a presentation that focuses on a 21st century movement. Â This could be a social movement (like a cult or new religious movement) or an extremist/terrorist group.
Specifically, you will create a presentation that summarizes your chosen movement, including providing a summary of the group’s value system.
Contrast the value system of the movement with media portrayal of the group. Is the media portrayal biased? Why or why not?
Describe and analyse the reciprocal relationship between the group’s value system and the tools of globalization (e.g., how has the group used social media or other tools of globalization to communicate its values and how has social media and other tools of globalization impacted the values of the group)?
Describe the role of the value system for the movement and why it is important for us to understand the perspective of members within the group.
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More Related Content
Similar to Continue evaluating the company that you selected in Unit 1- This week (1).docx
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The document discusses the role of diversity in human resource management. It states that diversity refers to the uniqueness of all individuals and includes everyone regardless of their qualities. The role of diversity in HR is to create an inclusive workplace where differences are respected rather than discriminated against. An effective diversity management strategy can boost creativity, problem solving, flexibility and reduce costs by hiring and promoting people based on their skills rather than attributes like gender, race or religion. The document also outlines various dimensions of diversity, principles of managing a diverse workforce, potential benefits and barriers to diversity.
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The document discusses the benefits of diversity in the workplace. It argues that diversity strengthens relationships between employees and allows both individuals and organizations to grow and achieve more. A diverse workforce brings new ideas and opportunities from people with different backgrounds and experiences. While diversity also brings new challenges, an inclusive environment can help overcome obstacles. The document prompts readers to research top companies for diversity and consider how their own organization could improve its diversity and inclusion efforts.
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The document discusses the benefits of diversity in the workplace. It argues that diversity strengthens relationships between employees and allows both individuals and organizations to grow and achieve more. A diverse workforce brings new ideas and opportunities from people with different backgrounds and experiences. While diversity also brings new challenges, an inclusive environment can help overcome obstacles. The document prompts readers to research top companies for diversity and consider how their own organization could improve its diversity and inclusion efforts.
Diverse Workplaces.docx
The document discusses the benefits of diversity in the workplace. It argues that diversity strengthens relationships between employees and allows both individuals and organizations to grow and achieve more. A diverse workforce brings new ideas and opportunities from people with different backgrounds and experiences. While diversity also brings new challenges, an inclusive environment can help overcome obstacles. The document prompts readers to research top companies for diversity and consider how their own organization could improve its diversity and inclusion efforts.
List and briefly describe Diversity & InclusionSolutionDiversi.pdf
Let u, v, w be linearly independent vectors in R^n. Suppose c_1, c_2, c_3, d_1, d_2, d_3 are
numbers such that c_1 v + c_2 w + c_3 u = d_1 v + d_2 w + d_3 u. True or false: this happens if
and only if c_1 = d_1, c_2 = d_2, and c_3 = d_3. Justify your answer.
Solution
If u,v,w are linearly independent vectors in Rn, then no linear combination of these vectors can
be zero unless all the scalar coefficients are zero. Thus, is c1v + c2w +c3u = d1v+ d2w +d3u,
then we have (c1v + c2w +c3u) – (d1v+ d2w +d3u) = 0 or, (c1 – d1)v + (c2-d2) w + (c3-d3)u =
0. Therefore, c1 – d1 =0, c2-d2= 0 and c3-d3 =0. Hence c1 = d1 , c2 = d2 and c3 =d3..
Lecture # 06 (diversity at workplace)
The document discusses the role of diversity in human resource management. It defines diversity as differences among individuals, including qualities like gender, race, religion, and other factors. The role of diversity in HR is to create an inclusive workplace where employees are hired based on skills rather than discriminated against. An effective diversity management strategy can increase creativity, problem-solving, and flexibility in the workplace. The document provides examples of corporate policies on diversity and techniques for managing a diverse workforce.
Diversity Management Session 1 - 5.pptx
This document discusses diversity management in the workplace. It defines diversity as the variety of experiences and perspectives that arise from differences among people. Some key types of diversity mentioned are age, gender, race, religion and culture. The document notes that diversity management aims to create an inclusive culture that values all employees, rather than just treating everyone the same or focusing on certain groups. It provides a brief history of diversity laws and initiatives in the workplace over time. Tips are provided on how to effectively manage a diverse workforce and maximize its potential benefits.
Creating an Inclusive workplace_ The power of Diversity and Equity.pdf
In this blog, we will delve into the transformative power of diversity and equity, exploring strategies and best practices for building an inclusive workplace where every individual feels valued, respected, and empowered.
To know more, visit-https://ourjobagency.com/creating-an-inclusive-workplace-the-power-of-diversity-and-equity/
Organizational behavior
Organizational behavior is the study of how people behave in organizational settings. It draws from fields like psychology, sociology, and management. The document outlines some key elements of organizational behavior including managing self, teams, communication, diversity, cultures, ethics, and change. It also discusses models of organizational behavior such as autocratic, custodial, supportive, and collegial models. Understanding organizational behavior is important for integrating into organizations, improving them, and becoming a better leader, manager, and follower.
Diversity Talent
This document discusses how to attract diverse talent in the workplace. It states that diversity enhances creativity and leads to better problem solving and decision making. Diversity can improve business performance and innovation. Organizations should offer flexible work hours to accommodate different needs, reward programs for referring diverse candidates, and sponsorships for childcare and education to attract and retain diverse talent. Respecting career breaks will also help hire more female candidates. Overall, promoting diversity through inclusion creates a competitive advantage for organizations.
Workforce diversity
Workforce diversity refers to differences among employees in terms of attributes like age, culture, background, physical ability, disability, race, region, and sex. Managing diversity effectively means eliminating differences in a multicultural workforce to increase productivity for both the organization and individuals. Some benefits of managing diversity include increased creativity, problem-solving, productivity, and market share.
Diversity And Inclusion Of An Organization
The document discusses how advancing diversity is important for businesses to stay competitive and align with personal values, as executives from 24 companies noted. It provides the example of how PepsiCo's former CEO Steve Reinemund focused on improving diversity and inclusion, which led to a 38.8% increase in employees feeling the culture was more inclusive. The purpose is to introduce CEOs who have contributed to more diverse and inclusive workplace cultures and how that has impacted work life.
Unit 4.2- Org.Culture.pptx
The document discusses organizational culture, describing it as a system of shared meanings held by an organization's members that distinguishes that organization from others. It explores how cultures originate from founders and are maintained over time through socialization, stories, rituals, and other practices. Effective cultures foster employee happiness, teamwork, and a sense that meaningful work is being accomplished.
2017 CEO Technology Roundtable Session - Working Together for an Inclusive Wo...
2017 CEO Technology Roundtable Session - Working Together for an Inclusive Wo...Career Communications Group
Diversity and inclusive corporate models can boost financial development, stimulate social development and launch more stable and objective societies. Additionally, companies that invest in inclusion in the workplace, marketplace and community have reported momentous business benefits. In a Forbes study, senior executives of top-earning companies reported that workplace diversity and inclusion drive innovation and business growth. While diversity and inclusion are significant measurements of social sustainability, some companies still observe these as independent from their corporate sustainability strategies.
This Roundtable Discussion will discover the relationships between diversity and inclusion and corporate sustainability. The goal is to examine how companies can coordinate and communicate across functions, and make diversity and inclusion a strategic urgency both as a culmination and as a crucial means to attaining further corporate sustainability goals.
After this roundtable session, participants will:
• Discover methods for creating a welcoming environment that embraces all difference and equality in hiring policies.
• Examine actions that companies can take to incorporate diversity and inclusion into corporate sustainability policies and practices.
• Explore methods that corporations can use to safeguard that their diversity and inclusion commitment is implemented throughout their value chain.
• Ascertain procedures for developing leadership at multiple levels that is diverse, regularly communicates the value of diversity, and builds the capacity for open and candid diversity conversation.
Diversity in the workplace
Here are a few points to consider in this case study:
- Forcing social interactions could backfire and create resentment. People naturally gravitate towards others with shared backgrounds and experiences.
- However, greater socializing across cultures may foster understanding and collaboration over time. Bringing people together casually in low-pressure settings could help break down barriers.
- Rather than taking unilateral action, the employee should discuss observations respectfully with coworkers and managers to get input and buy-in. A top-down diversity initiative may be more effective than individual efforts.
- The work environment appears functional as is. Forcing integration risks undermining that if coworkers feel pressures on their personal lives and friendships. Voluntary participation is
Managing Diversity In South Africa
The document discusses managing diversity in the workplace in South Africa. It notes that workplaces have diversity in terms of ethnicity, education, age, gender, and other factors. Managing this diversity effectively requires innovative ideas from managers. Diversity management is still a new concept in South African businesses. Factors like an organization's mission and goals as well as the external environment influence how diversity is managed. Managing diversity provides competitive advantages like improved employee retention and creativity. It can also help organizations better understand changing customer needs.
Top Most Emerging Diversity and Inclusion Companies in Europe
Manage HR : Organisations nowadays are putting more emphasis on diversity, equity, and inclusion (DE&I) programs at the workplace. And everyone committed to these initiatives knows there is almost no denial that DE&I initiatives have become imperative for any organisation to prosper.
Session 5 Management roles in enhancing diversity by Kathleen Vaughan
The purpose of the Diversity and Inclusion Conference is to draw attention to the areas where there is still room for improvement with respect to (gender) diversity and inclusion, and to find ways together to work on these improvements both in research and in the workplace.
Agile Culture Transformation
Agile culture transformation is a crucial aspect of adapting to the ever-changing business landscape. In this webinar we are exploring the power of cultivating a thriving organizational culture that embraces agility. Gain insights into the essence of culture, decode organizational culture's impact on Agile Organisations, and discover strategies to build or transform your culture to align with Agile principles. Overcome common challenges in the transformation journey and unlock the potential of your teams.
Deliverable 4 - Evaluating a Companys Culture for DiversityComp
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.
...
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List and briefly describe Diversity & InclusionSolutionDiversi.pdf
List and briefly describe Diversity & InclusionSolutionDiversi.pdf
Creating an Inclusive workplace_ The power of Diversity and Equity.pdf
Creating an Inclusive workplace_ The power of Diversity and Equity.pdf
2017 CEO Technology Roundtable Session - Working Together for an Inclusive Wo...
2017 CEO Technology Roundtable Session - Working Together for an Inclusive Wo...
Top Most Emerging Diversity and Inclusion Companies in Europe
Top Most Emerging Diversity and Inclusion Companies in Europe
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Session 5 Management roles in enhancing diversity by Kathleen Vaughan
Deliverable 4 - Evaluating a Companys Culture for DiversityComp
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G. adversities
H. stoicism
1. majesty
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Competency
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1:
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2:
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3:
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LOVE’S INCONSISTENCY
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And nought I have, yet all the world I seize on;
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Nor lets me live, nor die, at my devise,
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Without eyes I see, and without tongue I plain;
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PetrarchAfter great pain a formal feeling comes—
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The feet mechanical go round
A wooden way
Of ground or air or ought
Regardless grown,
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This is the hour of lead
Remembered if outlived
As freezing persons recollect
The snow—
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Emily Dickinson
4:
Compare and contrast these two pieces of music:
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COMP1609(2022/23)
Network and Internet Technology
and Design
Faculty Header ID:
11562
Contribution:100% of thecourse
Course Leader:
Jason Parke
NetSim Coursework
Deadline Date:
Monday 04/12/2022
This coursework should take an average student who is up to date with tutorial workapproximately 50 hours Feedback and grades are normally made available within 15 working days of the coursework deadline
Learning Outcomes:
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Plagiarism is presenting somebody else's work as your own. It includes copying information
directly from the Web or books without referencing the material; submitting joint coursework
as an individual effort; copying another student's coursework; stealing coursework from
another student and submitting it as your work. Suspected plagiarism will be investigated and,
if
found
to
have
occurred,
will
be
dealt
withaccording
to
the
university's
procedures.
Please
see
yourstudent
handbook for
further details
of
what
is/isn't plagiarism.
All material copied or amended from any source (e.g., internet, books) must be referenced correctly accordingto the reference style you are using.
Your work will be submitted for plagiarism checking. Anyattempt to bypass our plagiarism detection systems will be treated as a severe Assessment Offence.
The
coursework
detailed
specification:
This
is
an
individual
assessment.
Your
investigation
shouldnot
be
shared
among
other
students.
The objective of the coursework is to simulate a client-server model communication over an IP network and to investigatean application and network performance in multiple providedscenarios.
This
assessment
requires
to use
NetSim
simulator.
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The company’s headquarters are in Greenwich (UK). They have recently opened regional offices in New York (USA), and Dubai (Dubai). The main service provided by the New York and Dubai offices will be gathered and distributed monthly and annual reports describing sales managed by theheadquarters in Greenwich, UK. The company has decided to perform a simulation in case they will expand with anadditional call centre.
Greenwich HQ LAN:
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New York office LAN:
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A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
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