Standardized Cultural Competency In-Service Training ProceedNCTSTA
Train staff members with this interactive presentation that includes various teaching tools such as: videos, quizzes, diagrams, visuals, discussion segments and hands-on activities to aid the learning process and maintain participant engagement.
Cultural competency is the ability interact effectively and respectfully with people from diverse backgrounds. When working with those from other cultures, it is important for us to identify our own biases so we can open ourselves to learn more about other cultural practices. Appreciation of our own cultural identities can help us to understand, acknowledge and accept the identities of others.
Standardized Cultural Competency In-Service Training ProceedNCTSTA
Train staff members with this interactive presentation that includes various teaching tools such as: videos, quizzes, diagrams, visuals, discussion segments and hands-on activities to aid the learning process and maintain participant engagement.
Cultural competency is the ability interact effectively and respectfully with people from diverse backgrounds. When working with those from other cultures, it is important for us to identify our own biases so we can open ourselves to learn more about other cultural practices. Appreciation of our own cultural identities can help us to understand, acknowledge and accept the identities of others.
6th International Disaster and Risk Conference IDRC 2016 Integrative Risk Management - Towards Resilient Cities. 28 August - 01 September 2016 in Davos, Switzerland
Because there was a lot of dense material in this mini-lecture, I presented it as a SlideShare to make it visually more appealing and to break up the information a little.
What every coach should know about international cultureT. Leo Schmitt
This presentation was given to the New York Chapter of the International Coaching Federation on June 17, 2015. It is a brief introduction to the complexities of culture and how they shape so many of our perceptions and expectations of the world.
This module discusses basic information about diversity and inclusiveness necessary for preparing employees to work in multicultural workplace settings.
This presentation is intended to be a compendium of information and resources on spiritual beliefs and practices of many different religious faiths and denominations currently prevalent in the United States.
This info is applicable to all but is designed primarily with caregiver's in the long-term care industry in mind.
Dedicated to a culturally and spiritually respectful path that transcends assimilation, resignation, and conflict through the spirit of cooperation, healing, compassion, for creating partnerships with all members of the Human Family.
All people have a culture - it is how human beings make sense of the world. Culture shapes how people think, learn and solve problems, what they value and respect, what attracts and delights them, what offends them and their sense of what is appropriate. More deeply, culture is the soil in which the tree of identity has its roots. Culture is manifest in human relations, systems of organization, technology, arts, politics, economics, community life - all the things that humans do.
This Powerpoint is utilized by Dr. Lee Brown and Chief Phil Jr in Diversity Workshops for Communities, Governments, Organizations, and Corporations.
MGT 201 Helpful Slides For Management Students Of Different Universities In Karachi And All Over Pakistan And World The Environment And Corporate culture
MGT 201 Helpful Slides For Management Students Of Different Universities In Karachi And All Over Pakistan And World Historical Foundation Of Management
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
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The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
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As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
2. Diversity Defined
•The fact or quality of being diverse; difference.
•A point or respect in which things differ.
•Variety or multiformity: “Charles Darwin saw in the
diversity of species the principles of evolution that
operated to generate the species: variation,
competition and selection” (Scientific American).
4. Types of Diversity
• Gender
• Age
• Race
• Ethnicity
• Culture
• Religion
• Language/Accent
• Disability
• Height/Weight
• Sexual Orientation
• Education
• Job Title
• Job Function
• Job Skills
• Union/Non-Union
• Part-Time/Full-Time
• Marital Status
• Political affiliation
5. The Village Earth
• "If we could shrink the earth's
population to a village of precisely
100 people, with all the existing
human ratios remaining the same,
it would look something like the
following. There would be:
6. The Village Earth
• 57 Asians
21 Europeans; 14 from the Western
Hemisphere, both north and south
8 Africans
• 52 would be female
48 would be male
• 70 would be non-white
30 would be white
• 70 would be non-Christian
30 would be Christian
• 89 would be heterosexual
11 would be homosexual
7. The Village Earth
• 6 people would possess 59% of the
entire world's wealth and all 6 would be
from the United States
• 80 would live in substandard housing
• 70 would be unable to read
• 50 would suffer from malnutrition
• 1 would be near death; 1 would be near
birth
• 1 (yes, only 1) would have a college
education
• 1 would own a computer
10. The Challenge of Workplace Diversity?
• Continuous improvement of the integration and
social acceptance of people from different
backgrounds.
• Our differing human characteristics influence
the way we think, act, interact, and make
choices.
• Often, these differences interfere with our ability
to support, trust, and respect each other, and thus
to effectively function together.
11. Areas of Workplace Diversity
• Equal Opportunity and Affirmative Action
– The active recruitment of women, minorities,
and other protected groups.
– The goal is to meet certain legal imperatives.
• EEOC
• Department of Justice
• Civil Rights
12. Areas of Workplace Diversity
• Managing Diversity
– The organization is diverse by default, and now
it must deal with it.
– The goal is to fix, cover-up, and/or defer the
problem with a minimum of hassle.
– The effort is top management-driven, thus
forced throughout the organization.
– The concern is more for a change in behavior
than attitudes.
13. Areas of Workplace Diversity
• Valuing Diversity
– The organization sees direct benefits from
incorporating diverse people and perspectives.
– INCLUSION: The goal is to change and/or
create a organizational culture that recognizes,
respects and encourages individual differences.
14. Diversity Bias
• Assumptions of Superiority
– I’m better than you.
• Assumptions of Correctness
– This is the way it should be
• Assumptions of Universality
– We’re all the same. Everybody is just like me.
15. Thoughts on Culture
• Everyone creates culture—every person, group, family,
organization.
• Culture is what everyone knows that everyone else knows. It is
a way of understanding and living in the world.
• Cultures are defined by their differences from other cultures.
The greater the difference, the more defined the culture.
• People from different cultures experience different realities.
• Most cultures accept differences in power and status, and
consider it normal.
• Most cultures value conformity, reward compliance, and punish
descent.
16. The White American Corporate Mind
As Driven By The Major American Culture
• Thinks in black &
white
• Loves individuality
and self-reliance
• Likes informality
• Can only speak
English
• Very direct. “Get to
the point.”
• Demand honesty at
the bargaining table
• Hates silence
• Persistence. “Don’t take
no for an answer.”
• One thing at a time,
sequentially
• “A deal is a deal, no
matter what.”
• “My mind is fixed.”
• Magic Words: Freedom,
democracy, America,
competition
17. Culture Comparisons
What words describe your culture versus another
• Most prominent personality characteristic.
• Most positive characteristic and/or
contribution.
• Worse characteristic and/or contribution.
• Characteristics as co-workers.
• What would you like to better know about
them.