Diversity Programs at the WorkplaceTeam CRES35110.docx
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Diversity Programs at the Workplace Team C RES/351 10/16/13 REZA MAHALLATI Running head: PREPARING TO CONDUCT BUSINESS RESEARCH: PART 1 1 PREPARING TO CONDUCT BUSINESS RESEARCH: PART 1 5 Diversity Programs at the Workplace Abstract The contemporary idea on diversity extends the scope and recognizes diversity as an array of items characterized by variances and similarities. Numerous aspects such as escalating arrival of immigrants, strategic alliances among firms, and the growing rate of globalization of businesses has considerably influenced dynamics in diversity (Bohlander, George & Snell, 2007). The purpose of this research proposal is to look at some of the diversity issues in my organization. The proposal highlights various elements such as purpose, the research questions, hypotheses, ethical considerations and other variables. In addition, the proposal will highlight significance, scope, magnitude and feasibility of exploring diversity programs at my workplace. Introduction Diversity is the montage of persons who express an array of backgrounds, techniques, viewpoints, and principles as resources to organizations with which they share (Rasmussen, 1996). Reasons contributing to the rise in diversity include the influx of immigrants, strategic alliances, and skills search, demographic dynamics and the rising globalization of businesses. Divergences among individuals and systems shape an organization’s ability to establish broad perspectives and to address emerging business challenges (Talbot-Allen, 1995). Because of the emerging developments in diversity, firms are striving to align programs that embrace these developments and how they can successfully exploit diversity for competitive advantage (Wentling & Palma-Rivas, 1998). Latest researches by Teradata Corporation suggest that an average worker stays in a company for approximately 3.6 years and the rate is expected to decline. This high turnover will raise diversity through newly hired workers. Purpose of study The intention of this study is to search for an appreciation and understanding on the development of diversity programs and among companies that operate domestically and those with international presence. In the recent years, the number of companies seeking introduction of diversity programs has risen considerably even though the numbers vary among various organizations (Fine, Johnson, & Ryan, 1990). The study will center on selected organizations that have operations in the local market and others that have international presence in the last decade. This study will allow us to identify the existing trends in diversity components at the two sets of organizations with the intension of developing suitable programs to address any findings. Context of study Until recently, the concept of diversity had not taken a prominent position among the critical issues facing organizational management. Recent studies demonstrate that more organizations are considering dive ...
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DIVERSITY PLAN 6
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Report to CEO
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Originality/value – This study is likely to fill an important gap in the corporate social responsibility
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An ethical movement is gaining momentum in the business world as a result of
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practitioners and researchers around the world to acknowledge the importance of
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Port Harcourt. Since the population is small, this study therefore adopts the entire population of 24 oil and gas
companies in Rivers State as a census. Five (5) managers were selected from each of 24 oil and gas companies
in Rivers State giving a total of 120 respondents. The reliability of the instrument was achieved by the use of the
Cronbach Alpha coefficient with all the items scoring above 0.70. The hypotheses were tested using the
Spearman’s Rank Order Correlation Statistics while the partial correlation was used to test the moderating effect
of organizational culture. The tests were carried out at a 0.05 significance level.The hypotheses were tested
using the Spearman rank order correlation Coefficient. The tests were carried out at a 95% confidence interval
and a 0.05 level of significance. The study findings revealed that there is a significant relationship between
enterprise knowledge audit and organizational sustainability of oil and gas companies in Rivers State. The study
concludes that when the investment in enterprise knowledge audit by oil and gas companies in Rivers State
positively enhances organizational sustainability. The study recommends that management of oil and gas
companies should ensure that knowledge delivery and analysis should be in sustainable environment within the
organization.
KEYWORD: Knowledge Application, Organizational Sustainability,
Managing Workplace Diversity journal analysis
This study examines potential barriers to workplace diversity and strategies to enhance diversity and inclusiveness. The researchers surveyed 300 IT employees in India. They found that the most common barriers to accepting diversity were discrimination and prejudice. The most effective strategies for improving diversity were unleashing creativity/performance, increasing employee morale/productivity/retention, and giving employees opportunities to advance. The study concludes that managing diversity well can lead to more committed and satisfied employees, better performance, and potentially better financial results for organizations.
Casting a wider net report
The survey of 14 major investment consulting firms found:
1) Racial and ethnic minorities are underrepresented among consulting firm employees, comprising just 23.8% of the total workforce compared to 35% nationally. African Americans and Latinos face the largest disparities.
2) Minority representation is even lower in senior management, at just 14.9% across firms.
3) Most firms do not have strong systems to track, identify, and endorse minority and women-owned asset managers.
4) Firms cited common barriers to promoting diversity like perceived underperformance of emerging managers, but available data does not support these claims.
Corporate efficiency through cultural narratives
This document provides a literature review and proposed methodology for a study examining how cultural narratives contribute to corporate efficiency at Southern Utah University. The literature review discusses previous research showing that strong organizational culture and internal communication can improve efficiency. The proposed methodology is to interview university staff involved in recruitment to identify common narratives told to students. These narratives will then be analyzed using grounded theory methods to develop categories of stories and evaluate which types of stories align with factors known to increase efficiency, such as those identified in the literature review. The goal is to determine what narrative themes and types are most effective for establishing an efficient organizational culture.
OverviewThe US is currently undergoing an energy boom largel.docx
Overview
The US is currently undergoing an energy boom largely because of the development of the greatly expanded use of a well technique developed over 40 years ago - hydraulic fracking. It can be used for both oil and natural gas wells.. The technique allows previously unrecoverable oil and gas in old, played out wells to be accessed and increases the efficiency of recovery in new wells significantly. The current level of both recovery and new well drilling is dramatically higher than it has been for decades. The dramatic increase in well activity, some of which has been near towns and places no one thought drilling would ever occur. It has brought a great deal of attention to the technique and associated effects on everything from ground water and air pollution, to biodiversity disruption and earthquakes.
One important fact to weave into your opinion about fracking pro or con is that all of the sub-surface mineral rights in the US are owned by someone (a private individual, a business, or the state or federal government) but surface and mineral rights can be separated, i.e. sold. Originally, mineral rights were sold along with the land and then companies or individuals could decide if they wanted to keep or sell the mineral rights. Before mineral rights were so valuable, many people opted to sell their mineral rights to oil & gas companies. It never occurred to many people that someone would actually be drilling on their property or their neighbors. Oil and gas companies have a legal right to exercise their ownership options and if you are going to say "no" to them, then you owe them for what you are not letting them have, i.e. the money that would be produced if they were allowed to drill. This is not a trivial issue.
Instructions
This week’s discussion focuses on the pros and cons of hydraulic fracking and asks for your SCIENCE informed opinion on whether the economics and political fossil fuel issues justify the negative tradeoffs.
Address each of the following in your discussion:
How is fracking done and why are companies doing this action versus traditional drilling?
Are the environmental issues with fracking worse than conventional drilling? Why or why not?
Why are people along the Front Range and in other states where fracking is widespread, so upset about it now even though fracking has been occurring for a long time?
*In your initial post, please provide 3-4 references in APA format with in-text citations.
.
OverviewThe United Nations (UN) has hired you as a consultan.docx
Overview
The United Nations (UN) has hired you as a consultant, and your task is to assess the impact that global warming is expected to have on population growth and the ability of societies in the developing world to ensure the adequate security of their food supplies.
Case Assessment
As the world’s population nears 10 billion by 2050, the effects of global warming are stripping some natural resources from the environment. As they diminish in number, developing countries will face mounting obstacles to improving the livelihoods of their citizens and stabilizing their access to enough food. The reason these governments are struggling even now is that our climate influences their economic health and the consequent diminishing living standards of their peoples. Climate changes are responsible for the current loss of biodiversity as well as the physical access to some critical farming regions. As such, these changes in global weather patterns diminish agricultural output and the distribution of food to local and international markets. These difficulties will become even more significant for these countries as the Earth’s climate changes for the worse. Temperatures are already increasing incrementally, and polar ice caps are melting, so the salient question is: what does this suggest for developing societies?
The issue before the developing world is not its lack of food, but rather how to gain access to food. Simply put, changes in our climate are affecting the global food chain, and hence, the living standards of entire populations. Added to this is the fact that food is not getting to where it is needed in time to prevent hunger or starvation. In many developing countries, shortages are due to governments’ control over distribution networks rather than an insufficient supply of food itself. In effect, these governments are weaponizing food by favoring certain ethnic or religious groups over others. When added to dramatic climate changes that we are experiencing even now, the future for billions of poor people looks increasingly dim.
Instructions
You are to write a minimum of a 5 page persuasive paper for the UN that addresses the following questions about the relationship between atmospheric weather patterns and food security in the developing world:
Climate change and global warming are often used interchangeably, but they are not the same phenomenon. What are the differences between the two concepts and what leads to the confusion between them?
In 1900, the average global temperature was about 13.7° Celsius (56.7° Fahrenheit) (Osborn, 2021), but as of 2020, the temperature has risen another 1.2°C to 14.9°C (58.9°F). According to the Earth and climate science community, if the Earth’s surface temperature rises another 2°C (3.6°F), we will suffer catastrophic weather patterns that, among other things, will raise sea levels, cause widespread droughts and wildfires, result in plant, insect, and animal extinctions, and reduce agricultura.
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BUS 303 Diversity and Leveraging Difference WorksheetCreate a WO
BUS 303 Diversity and Leveraging Difference Worksheet
Create a WORD document and upload to the Black Board drop box under this week.
Step One:
After reading the article from Forbes Insight Global Diversity and Inclusion Fostering Innovation Through A Diverse Workforce answer the following questions. (Article File on Black Board under Week Twelve)
Question One: The Forbes Insight article presented two aspects of value related to diversity.
Describe each concept in your own words. Explain how each aspect of diversity is important to the success of a company.
Question Two: The Forbes Insight article concluded that progress has been made however barriers still exist.
According to the article, what are the areas that companies have done the best and progress has been made?
According to the article, what are the areas that there can be improvement?
Step Two:
Watch the video The End of Diversity: How Leaders Make Differences Really Matter
The video is assigned to assist you in completing this week’s assignment worksheet.
Topic: Diversity and Leveraging Differences
Author/Creator: Dr. Martin Davidson University of Virginia Darden School of Business
Watch only 10 minutes and 10 seconds. https://www.youtube.com/watch?v=Kp-G34ZnsPI
Step Three: Complete the worksheet on the second page of this assignment.
Directions: Fill in the chart (chart on next page). Either type in information or print out a copy of the page of the chart and fill in by hand. Upload the document or an image of the page to the drop box.
Comments from Dr. King about completing the chart:
It is acceptable to fill in the chart in the first two columns word for word what Dr. Davidson presents in the video related to the contrasting models of Managing Diversity and Leveraging Difference.
The third column will be in your own words. Describe what do you think would be the biggest challenge that company or organization would face in implementing this aspect of the leveraging difference model? Answer for each of the categories: Leadership Perspective, Strategic Focus, Scope of Difference Engaged, and Impact. A short sentence(s), bullet point phrases, or a paragraph are good for answering this section.
Leveraging Difference Worksheet
Managing Diversity Focus
Leveraging Difference Focus
In your own words…. What do you think would be the biggest challenge that company or organization would face in implementing this aspect of the Leveraging Difference model? (at least 25 words)
Leadership
Perspective
Strategic Focus
Scope of Difference Engaged
Impact
in association with:
Global Diversity anD inclusion
Fostering Innovation Through
a Diverse Workforce
2
Key Findings 3
Methodology 4
Diversity and Inclusion: A Formula for Success 4
Diversity Is a Key Driver of Innovation 5
A Diverse Workforce Attracts Top Talent 7
Diversity and Inclusion Efforts Are a Given 11
Diversity Goals and Priorities 13
The Buck Stops ...
GenderDiversity and Inclusion Efforts ThatReally Wo
/
Gender
Diversity and Inclusion Efforts That
Really Work
by David Pedulla
May 12, 2020
Summary.
Rusty Hill/Getty Images
A Stanford and Harvard professor convened a symposium on what’s
actually working to improve diversity and inclusion in organizational life. In this
article, David Pedulla summarizes the main findings. First, organizations should set
goals, collect data, and hold people accountable for improving diversity within the
organization. Second, organizations should abandon traditional discrimination and
harassment reporting systems — these often lead to retaliation. Employee
Assistance Plans (EAPs), ombuds offices, and transformative dispute resolution
https://hbr.org/topic/gender
https://hbr.org/search?term=david%20pedulla
/
systems can play a critical role in not only reducing retaliation but also provide fuel
for organizational change. Third, organizations should check to ensure that
technologies used to assist in hiring and promotion aren’t inherently biased.
Fourth, companies must avoid tokenism. Finally, organizations should get
managers and other leaders involved in diversity programs from the start. This will
increase buy-in and lead to smooth implementation.
In the wake of major social and political changes over the past
decades, leading companies are taking steps to increase diversity,
equity, and inclusion. Yet progress in most sectors remains tepid.
Programs designed to increase diversity and inclusion in the
workplace often fail. So that leads to a natural question: What’s
actually working?
Focusing on solutions to the diversity challenge — rather than on the
failures — was top of mind when Devah Pager and I designed a
convening in 2018. We brought together leading experts on bias,
technology, discrimination, and organizational design, and – rather
than documenting the problems that abound – we asked everyone to
focus on answering one simple question: What works? (Pager, who
was the Peter and Isabel Malkin professor of public policy and
professor of sociology at Harvard University, passed away in 2018.
The ongoing aspects of our project, I hope, are a testament to her
pathbreaking work on racial discrimination and social inequality.)
It was challenging to keep our emphasis on solutions. As became
clear, there is no silver bullet. No single solution. Yet, in pushing
ourselves to think outside the box and draw on the best empirical
evidence that exists, the convening participants identified promising
areas where investment, focus, and experimentation have the ability
to serve as remarkable engines of change
We dove into these promising areas and produced a report, titled
“What Works? Evidence-Based Ideas to Increase Diversity, Equity,
and Inclusion in the Workplace.” Here, I highlight five key insights
close
https://www.mckinsey.com/featured-insights/gender-equality/women-in-the-workplace-2019
https://hbr.org/2016/07/why-diversity-programs-fail
https://www.umass.edu/emp ...
CJ598Week 6 AssignmentDevelop Expected Results and Recommend
This document provides instructions for a Week 6 assignment in a CJ598 capstone course. Students are asked to draft the Expected Results and Recommendations section of their capstone research proposal. They should discuss what results they expect to find if they conduct their proposed study based on their literature review and research plan. Students should also discuss how the expected results could inform at least four principles of leadership and recommendations for administrators, stakeholders, and the public. The assignment requires students to write a 4-6 page paper following APA style and including an introduction, discussion of expected results, how results relate to the literature, and how results could inform leadership principles and recommendations. Students are also asked to post in a discussion forum providing an overview of
Sungjoo Choi Kennesaw State University Hal G. Rainey Univers.docx
Sungjoo Choi
Kennesaw State University
Hal G. Rainey
University of Georgia
Managing Diversity in U.S. Federal Agencies: Effects of Diversity and Diversity Management on Employee Perceptions of Organizational Performance
Current Trends in Public Personnel Administration
Sungjoo Choi is an assistant professor in the Department of Political Science at Kennesaw State University. She received her doctorate from the University of Georgia. Her research interests include diversity management, organizational justice, perfor- mance management in public organizations, and comparative public administration. E-mail: [email protected]
Hal G. Rainey is Alumni Foundation Distinguished Professor in the School of Public and International Affairs at the University of Georgia. His book Understand- ing and Managing Public Organizations was published in 2009. This year, he received the Dwight Waldo Award from the American Society for Public Administration.
E-mail: [email protected]
Diversity in the workplace is a central issue for contemporary organizational management. Concomitantly, managing increased diversity deserves greater concern in public, private, and nonprofit organizations. The authors address the effects of diversity and diversity management on employee perceptions of organizational performance in U.S. federal agencies
by developing measures of three variables: diversity, diversity management, and perceived organizational performance. Drawing from the Central Personnel Data File and the 2004 Federal Human Capital Survey, their findings suggest that racial diversity relates negatively
to organizational performance. When moderated by diversity management policies and practices and team processes, however, racial diversity correlates positively with organizational performance. Gender and age diversity and their interactions with contextual variables produce mixed results, suggesting that gender and age diversity reflect more complicated relationships. This article provides evidence for several benefits derived from effectively managing diversity.
The American workforce has been increasingly diversified by greater access to jobs for women and minorities. Diversity and representation “politically integrate a diverse nation with a measure of legitimacy” (Brewer 2002, 1), but also enhance social justice (Kellough 1990; Krislov and Rosen- bloom 1981). Understanding the impacts of diversity on organizational outcomes, such as organizational performance, employee satisfaction, and turnover,
has become essential (Milliken
pursuing affirmative action programs to taking advan- tage of differences to improve organizational effective- ness (Wise and Tschirhart 2000). Recent research has investigated diversity in relation to organizational effectiveness.
Public organizations, through equal employment opportunity (EEO) and affirmative action programs, have been more committed to workforce diversity than have private organizations, resulting in a higher lev ...
Does diversity matter- exploring workforce diversity, diversitymanagement, an...
This article examines workforce diversity, diversity management, and organizational performance in social enterprises. It conducted interviews with 14 individuals from social enterprises in Los Angeles, including top managers and regular employees. The study found high levels of diversity in gender, race, education and sexual orientation but low diversity in age and values. Workforce diversity and diversity management were seen as positively impacting performance. However, while diversity management was considered important, it was not widely implemented. The study provides insights into how diversity and diversity management can support sustainability in social enterprises.
Corporate social innovation How firms learn to innovate for the greater good...
This document discusses how companies learn to engage in successful social innovation through acquiring tacit knowledge from external partners. It explores knowledge transfer between companies and external parties in corporate social innovation (CSI) projects. The study is based on observations of over 70 companies over five years. It finds that much of the knowledge exchanged in CSI is tacit knowledge developed through shared interactions and experiences. Companies partner with external organizations in different configurations that vary in their distance from the company's core business operations and level of investment/interaction. Through case studies, it illustrates how companies acquire different types of tacit knowledge from partners to enhance their value chains or address social issues.
Shared mission and organizational effectiveness
This document discusses a study examining the relationship between shared mission and organizational effectiveness in the Nigerian banking industry. The study found that shared mission is significantly related to key measures of organizational effectiveness like profitability, productivity, and market share. It concludes that having an organizational mission that is shared among employees allows them to more effectively contribute to achieving organizational goals. Recommendations include that organizations should ensure their mission is shared throughout the company.
E263953
This document summarizes a research paper that explores the link between organizational commitment and organizational citizenship behavior among expatriates in Taiwan. It begins with an abstract that describes the study's objectives, methods, and key findings. The full paper then provides definitions and literature reviews of organizational commitment and organizational citizenship behavior. It discusses previous research that has found relationships between aspects of organizational commitment, like affective commitment, and dimensions of organizational citizenship behavior, like courtesy. The study aims to better understand the attitudes and behaviors of expatriates in Taiwan by exploring correlations between sub-dimensions of the two constructs.
RFCD 2011: Christian Felzensztein: International Clusters & Social Capital
RFCD 2011: Christian Felzensztein: International Clusters & Social CapitalArthur Lok Jack Graduate School of Business, The University of the West Indies
This study examines changes over 4 years in inter-firm cooperation and social networks in Chile's salmon farming cluster. It finds that while access to skilled labor and joint product development intensified, most dimensions of cooperation did not significantly change or decreased over time. Contrary to expectations, firms acted more individualistically in areas impacting competitive advantage. Overall cooperation trends less rather than more, despite literature highlighting benefits. Lessons include the need for trade associations to facilitate informal social interactions to potentially foster further cooperation.Running head DIVERSITY PLAN .docx
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 .
Socially responsible human resourcepractices disclosures of.docx
Socially responsible human resource
practices: disclosures of the world’s best
multinational workplaces
Charbel Greige Frangieh and Hala Khayr Yaacoub
Abstract
Purpose – This paper aims to explore the socially responsible human resource practices disclosed by
the ‘‘World’s Best Multinational Workplaces,’’ with the aim of facilitating the benchmarking of these
disclosed practices.
Design/methodology/approach – Using the ‘‘World’s Best Multinational Workplaces’’ list was a
strategic decision in this study due to the rigorous methodology used in the preparation of the list as it
concentrated largely on the employees’ feedback, thus ensuring that these listed companies are actually
top workplaces. Both manifest and latent content analysis, are applied on 23 of the 25 listedMultinational
Corporations’ websites and reports, and company reviews done on these companies by the Great Place
toWork for to pinpoint the social responsible human resource practices.
Findings – Most of the practices disclosed are oriented toward enhancing the employees’ work
experiences whether that happened through improving their employment conditions or through having a
diverse and inclusive workplace. Thus, the employee-oriented human resource management practices
got the lion’s share of the disclosures, rather than the legal or the Corporate social responsibility–human
resources facilitation components.
Research limitations/implications – The practices that are already used at small and medium
enterpriseswithin national contexts were not covered in this study.
Practical implications – It is assumed that businesses can benefit from the practices of these MNCs
which are considered as great places to work for, and as pioneers in their socially responsible human
resource approaches.
Originality/value – This study is likely to fill an important gap in the corporate social responsibility
literature, which gave pint-sized attention to the internal stakeholders, rendering the academic coverage
of employee-related practices scarce if not absent
Keywords CSR, Content analysis, Multinational corporations,
Social responsible human resource practices
Paper type Research paper
Introduction
An ethical movement is gaining momentum in the business world as a result of
management malpractices committed in the past decades. The ethical crisis drove
practitioners and researchers around the world to acknowledge the importance of
integrating business ethics and sustainability into their organizations. Engaging in
responsible practices was seen as a means to avoid crises and simultaneously lead to
financial benefits, (Doh et al., 2011; Wang et al., 2015; Voegtlin et al., 2012), produce social
capital (Maak, 2007) and enhance work-related behaviors like retention and workplace
commitment (Waldman and Galvin, 2008; Cameron, 2011; Doh et al., 2011; Doh and
Quigley, 2014; Miska et al., 2014). The misconducts in top management positions gained
extensive media a.
Douglas Glenn Rohde - PhD Proposal
This document provides an overview of a PhD research proposal that will examine the social role of marketing audits in strategic planning processes. The research aims to understand how marketing audits develop social exchange, control, and order across organizations. Specifically, it will explore the boundary-spanning elements and social vocabulary of marketing audits, and how their role may change in different institutional contexts like competitive or permission-seeking environments. The research argues that a deeper understanding of the social mechanisms behind marketing audits is needed, as tools like these play an increasingly important role in shaping management thought and can influence strategy in unintended ways through their language and assumptions.
Effective Strategy in Local & Regional Development
Paper presented at the 2014 R&D Management Conference in Stuttgart, Germany and published in the conference proceedings.
Effects of managing gender of employees in enhancing organizational performan...
This document summarizes a research study on the effects of managing gender diversity to enhance organizational performance at Kenya Ports Authority. The study found that gender, age and marital status impact organization performance and success. It recommends that KPA recruit a more diverse workforce to improve decision making, understand customer needs better, and increase staffing flexibility. Managing diversity well through human resource policies and practices can reinforce these benefits. The background discusses how globalization requires more interaction among diverse people, so organizations must capitalize on diversity. Gender diversity can provide resources like market insight and innovation that lead to competitive advantage and higher performance, according to previous research.
Effective advocacy final
This document provides a framework for evaluating the organizational capacity of advocacy organizations. It begins with an introduction noting the increased importance and prevalence of advocacy work in the nonprofit sector. It then outlines the core capacities that effective advocacy organizations possess: leadership capacity, adaptive capacity, management capacity, and technical capacity.
The document analyzes each of these core capacities in more detail, identifying specific elements that contribute to an organization's effectiveness in advocacy. These include leadership skills, strategic planning, relationship building, communication abilities, and more. Finally, it proposes that evaluating an advocacy organization's capacities can help improve its performance and advocacy success. The overall framework is intended to be a useful tool for both advocacy groups and foundations that support them.
“Probe In Multi-Ethnic Disputes About HR Practices In HRM”
“Ethnic diversity adds richness to a society” *Gary Locke*
The real organization of human resource management is organizational culture and its reformation and
management. Ethos is closely related to organizational strategy, structure and intention. It influences staff's
notice of job selection, evaluation training, and reward and so on. In addition to the normal pressures of manmanagement,
managers are now required to deal with challenges, friction and misunderstandings emanating
from cross ethnic differences. Effective management in the modern environment necessitates cross ethnic
competency in order to get the best out of a multiethnic team. With the growing significance of developing
economies in the global business environment, Human Resource Management is facing increased difficulty in
managing cross-border ethnic relationships. This paper of mine analyze the HR must be knowledgeable about
multiethnic factors on both the domestic and global fronts in Human Resource Management As Dr Zareen
Karani Araoz, President and founder of “Managing Across cultures, Karani Lam & Associates, says in
global conference , "For an employee who repeatedly takes a conference call from US at 3 a.m. regularly is a
major problem area, but he finds it difficult to articulate this to his client or his counterpart in the US, due to
fear. In an institutionalized environment, it is easy to learn to be frank, where saying “NO” is often appreciated
rather than saying “YES” and failing to deliver on the promise
Knowledge Application and Organizational Sustainability of Oil and Gas Compan...
ABSTRACT: This study examined the relationship between knowledge application and organizational
sustainability of oil and gas companies in Rivers State. The study adopted a cross-sectional survey in its
investigation of the variables. Primary data was generated through structured administered questionnaire. The
population for this study was is made up of the twenty-four registered indigenous oil servicing companies in
Port Harcourt. Since the population is small, this study therefore adopts the entire population of 24 oil and gas
companies in Rivers State as a census. Five (5) managers were selected from each of 24 oil and gas companies
in Rivers State giving a total of 120 respondents. The reliability of the instrument was achieved by the use of the
Cronbach Alpha coefficient with all the items scoring above 0.70. The hypotheses were tested using the
Spearman’s Rank Order Correlation Statistics while the partial correlation was used to test the moderating effect
of organizational culture. The tests were carried out at a 0.05 significance level.The hypotheses were tested
using the Spearman rank order correlation Coefficient. The tests were carried out at a 95% confidence interval
and a 0.05 level of significance. The study findings revealed that there is a significant relationship between
enterprise knowledge audit and organizational sustainability of oil and gas companies in Rivers State. The study
concludes that when the investment in enterprise knowledge audit by oil and gas companies in Rivers State
positively enhances organizational sustainability. The study recommends that management of oil and gas
companies should ensure that knowledge delivery and analysis should be in sustainable environment within the
organization.
KEYWORD: Knowledge Application, Organizational Sustainability,
Managing Workplace Diversity journal analysis
This study examines potential barriers to workplace diversity and strategies to enhance diversity and inclusiveness. The researchers surveyed 300 IT employees in India. They found that the most common barriers to accepting diversity were discrimination and prejudice. The most effective strategies for improving diversity were unleashing creativity/performance, increasing employee morale/productivity/retention, and giving employees opportunities to advance. The study concludes that managing diversity well can lead to more committed and satisfied employees, better performance, and potentially better financial results for organizations.
Casting a wider net report
The survey of 14 major investment consulting firms found:
1) Racial and ethnic minorities are underrepresented among consulting firm employees, comprising just 23.8% of the total workforce compared to 35% nationally. African Americans and Latinos face the largest disparities.
2) Minority representation is even lower in senior management, at just 14.9% across firms.
3) Most firms do not have strong systems to track, identify, and endorse minority and women-owned asset managers.
4) Firms cited common barriers to promoting diversity like perceived underperformance of emerging managers, but available data does not support these claims.
Corporate efficiency through cultural narratives
This document provides a literature review and proposed methodology for a study examining how cultural narratives contribute to corporate efficiency at Southern Utah University. The literature review discusses previous research showing that strong organizational culture and internal communication can improve efficiency. The proposed methodology is to interview university staff involved in recruitment to identify common narratives told to students. These narratives will then be analyzed using grounded theory methods to develop categories of stories and evaluate which types of stories align with factors known to increase efficiency, such as those identified in the literature review. The goal is to determine what narrative themes and types are most effective for establishing an efficient organizational culture.
Similar to Diversity Programs at the WorkplaceTeam CRES35110.docx (20)
BUS 303 Diversity and Leveraging Difference WorksheetCreate a WO
BUS 303 Diversity and Leveraging Difference WorksheetCreate a WO
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GenderDiversity and Inclusion Efforts ThatReally Wo
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CJ598Week 6 AssignmentDevelop Expected Results and Recommend
Sungjoo Choi Kennesaw State University Hal G. Rainey Univers.docx
Sungjoo Choi Kennesaw State University Hal G. Rainey Univers.docx
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Corporate social innovation How firms learn to innovate for the greater good...
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RFCD 2011: Christian Felzensztein: International Clusters & Social Capital
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Socially responsible human resourcepractices disclosures of.docx
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Effective Strategy in Local & Regional Development
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Effects of managing gender of employees in enhancing organizational performan...
“Probe In Multi-Ethnic Disputes About HR Practices In HRM”
“Probe In Multi-Ethnic Disputes About HR Practices In HRM”
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OverviewThe US is currently undergoing an energy boom largel.docx
Overview
The US is currently undergoing an energy boom largely because of the development of the greatly expanded use of a well technique developed over 40 years ago - hydraulic fracking. It can be used for both oil and natural gas wells.. The technique allows previously unrecoverable oil and gas in old, played out wells to be accessed and increases the efficiency of recovery in new wells significantly. The current level of both recovery and new well drilling is dramatically higher than it has been for decades. The dramatic increase in well activity, some of which has been near towns and places no one thought drilling would ever occur. It has brought a great deal of attention to the technique and associated effects on everything from ground water and air pollution, to biodiversity disruption and earthquakes.
One important fact to weave into your opinion about fracking pro or con is that all of the sub-surface mineral rights in the US are owned by someone (a private individual, a business, or the state or federal government) but surface and mineral rights can be separated, i.e. sold. Originally, mineral rights were sold along with the land and then companies or individuals could decide if they wanted to keep or sell the mineral rights. Before mineral rights were so valuable, many people opted to sell their mineral rights to oil & gas companies. It never occurred to many people that someone would actually be drilling on their property or their neighbors. Oil and gas companies have a legal right to exercise their ownership options and if you are going to say "no" to them, then you owe them for what you are not letting them have, i.e. the money that would be produced if they were allowed to drill. This is not a trivial issue.
Instructions
This week’s discussion focuses on the pros and cons of hydraulic fracking and asks for your SCIENCE informed opinion on whether the economics and political fossil fuel issues justify the negative tradeoffs.
Address each of the following in your discussion:
How is fracking done and why are companies doing this action versus traditional drilling?
Are the environmental issues with fracking worse than conventional drilling? Why or why not?
Why are people along the Front Range and in other states where fracking is widespread, so upset about it now even though fracking has been occurring for a long time?
*In your initial post, please provide 3-4 references in APA format with in-text citations.
.
OverviewThe United Nations (UN) has hired you as a consultan.docx
Overview
The United Nations (UN) has hired you as a consultant, and your task is to assess the impact that global warming is expected to have on population growth and the ability of societies in the developing world to ensure the adequate security of their food supplies.
Case Assessment
As the world’s population nears 10 billion by 2050, the effects of global warming are stripping some natural resources from the environment. As they diminish in number, developing countries will face mounting obstacles to improving the livelihoods of their citizens and stabilizing their access to enough food. The reason these governments are struggling even now is that our climate influences their economic health and the consequent diminishing living standards of their peoples. Climate changes are responsible for the current loss of biodiversity as well as the physical access to some critical farming regions. As such, these changes in global weather patterns diminish agricultural output and the distribution of food to local and international markets. These difficulties will become even more significant for these countries as the Earth’s climate changes for the worse. Temperatures are already increasing incrementally, and polar ice caps are melting, so the salient question is: what does this suggest for developing societies?
The issue before the developing world is not its lack of food, but rather how to gain access to food. Simply put, changes in our climate are affecting the global food chain, and hence, the living standards of entire populations. Added to this is the fact that food is not getting to where it is needed in time to prevent hunger or starvation. In many developing countries, shortages are due to governments’ control over distribution networks rather than an insufficient supply of food itself. In effect, these governments are weaponizing food by favoring certain ethnic or religious groups over others. When added to dramatic climate changes that we are experiencing even now, the future for billions of poor people looks increasingly dim.
Instructions
You are to write a minimum of a 5 page persuasive paper for the UN that addresses the following questions about the relationship between atmospheric weather patterns and food security in the developing world:
Climate change and global warming are often used interchangeably, but they are not the same phenomenon. What are the differences between the two concepts and what leads to the confusion between them?
In 1900, the average global temperature was about 13.7° Celsius (56.7° Fahrenheit) (Osborn, 2021), but as of 2020, the temperature has risen another 1.2°C to 14.9°C (58.9°F). According to the Earth and climate science community, if the Earth’s surface temperature rises another 2°C (3.6°F), we will suffer catastrophic weather patterns that, among other things, will raise sea levels, cause widespread droughts and wildfires, result in plant, insect, and animal extinctions, and reduce agricultura.
OverviewThis project will allow you to write a program to get mo.docx
Overview
This project will allow you to write a program to get more practice with object-oriented ideas that we explored in the previous project, as well as some practice with more advanced ideas such as inheritance and the use of interfaces.
Ipods and other MP3 players organize a user's music selection into groups known as playlists. These are data structures that provide a collection of songs and an ordering for how those songs will be played. For this assignment you will be writing a set of PlayList classes that could be used for a program that organizes music for a user. These classes will be written to implement a particular PlayList interface so that they can be easily exchange in and out as the program requires. In addition, you will also be using the SimpleTrack class you wrote for the closed lab on Interfaces - if you did not finish this class before the end of lab, you will need to finish it before starting on this project.
Objectives
Practice with programming fundamentals
Review of various Java fundamentals (branching, loops, variables, methods, etc.)
Review of Java File I/O concepts
Practice with Java ArrayList concepts
Practice with object-oriented programming and design
Practice with Java interfaces
Project Description
The SimplePlaylist Class
Once you have coded and tested your SimpleTrack class, you will need to write a SimplePlaylist class that implements the Playist interface given in the project folder.
The SimplePlayList class stores music tracks in order - the first track added to the play list should be the first one removed from the play list. You should recognize this data structure as a
queue
(or a
first-in, first-out queue
). You do not need to implement the equals, hashCode and toString methods for this class but if you choose to do so make sure you document your implementations properly!
The PlayList Management Program
Once you have written and tested a SimpleTrack class and a SimplePlaylist class, it is time to use them to write a program to manage playlists. This program will simulate the playing of songs from a play list. For the SimplePlaylist, the songs are removed from the playlist as they are played, so you know that you're at the end of the list when your list is empty. This program should be implemented in the file MusicPlayerSimulator.java. Note that we are not defining ANY of the methods you are using for this program - the design is all up to you. You must, however, practice good programming style - make sure you are breaking the program up into smaller methods and aren't just trying to solve everything with one monolithic main method. If you have fewer than 5 methods for this program you are probably trying to fit too much into a single method.
Here is a sample transcript of the output of this program:
Enter database filename:
input.txt
Currently playing: 'Elvis Presley / Blue Suede Shoes / Elvis Presley: Legacy Edition' Next track to play: 'The Beatles / Wit.
OverviewThis week, we begin our examination of contemporary resp.docx
Overview
This week, we begin our examination of contemporary responses to youths’ illegal behaviors. The goal for this week is to assess pre-adjudication responses to youths’ illegal behavior. Primarily, our focus will be on nonformal responses or diversion. As a prelude to this discussion, we will consider the “school to prison pipeline” as it provides a good way to understand the need for diversion in juvenile justice.
Objectives
Upon completion of this week’s lesson, you should be able to:
Define what is meant by the “school to prison pipeline.”
Explain how the political economy contributes to the school to prison pipeline.
Explain how trends in education, policing, and juvenile justice contribute to the school to prison pipeline
Describe juvenile arrest trends and trends in the willingness of police to refer youths to juvenile court.
Define radical nonintervention or true diversion and assess the role in can play in juvenile justice.
Explain the rationale for diversion and its value in juvenile justice.
Describe diversion programs that appear to be effective and programs that are not effective
Assess arguments that are made in support of diversion.
Assess the potential problems that should be addressed when developing or operating diversion programs
Tasks
View Video Lecture (Part 1 and Part 2 below) on the School to Prison Pipeline. While viewing the videos, use the pause feature to stop the slides when needed so that you can examine the content.
Part 1
Part 2
Watch the video:
Rethinking Challenging Kids-Where There's a Skill There's a Way | J. Stuart Ablon | TEDxBeaconStreet
Read the material below, Juvenile Diversion.
View Video Lecture 3
.
OverviewProgress monitoring is a type of formative assessment in.docx
Overview
Progress monitoring is a type of formative assessment in which student learning is evaluated
on a regular basis to provide useful feedback about performance to both students and
teachers. Though there are a number of methods for monitoring a student’s progress, the most
widely used is general outcome measurement, sometimes referred to as curriculum-based
measurement (CBM). Progress monitoring consists of the frequent administration (e.g., once
per month, every two weeks) of brief probes or tests, which include sample items from every
skill taught across the academic year. After each probe is scored, the teacher or student plots
the score on an individual CBM graph. The teacher can then use this data to determine a
student’s:
• Rate of growth — Average growth of a student’s mathematics skills over a period of time
• Performance level — An indication of a student’s current mathematics skills, often
denoted by a score on a test or probe.
You will determine the rate of growth for the two students listed on page 3 using the data provided.
.
OverviewThe work you do throughout the modules culminates into a.docx
The document outlines the components of a customer service plan, including examining the customer perspective, quality recognition, and proactive practices. The plan incorporates analyzing the company, customer service, quality, and modern customer service practices. It provides instructions to observe aspects of the business from the customer's point of view like appearance, greeting speed, transaction pace, parking, hours and staff courtesy and knowledge. It also asks to identify important communication criteria, how staff are evaluated and trained, and expectations for technology interactions. Lastly, it prompts an evaluation of practices to respect customers' time, maintain positive attitudes, recognize regulars, communicate professionally, and show initiative.
OverviewThis discussion is about organizational design and.docx
Overview
This discussion is about
organizational design and leadership
, as well as
global leadership issues and practices
. Conduct research on current events relating to one of the unit concepts of interest to you. Then, share your findings in an initial post. Try to choose a concept that has not been, or is rarely, addressed by your classmates. Review peers' findings and then engage in an active discussion to learn more about the topic at hand.
Resources
Park LibraryLinks to an external site.
Click on the Library Sources tab.
Enter your topic in the search box.
Click on full text, and you will find one, or several, articles to analyze.
.
OverviewScholarly dissemination is essential for any doctora.docx
Overview
Scholarly dissemination is essential for any doctoral level student. Posters are often a way to ease into scholarly communication. Building a poster is one of the ways scholars participate in the dissemination of knowledge.
Instructions
1. Your poster submission must have a central focus, as developed from the topic selected in Module 2, and that focus must be evident throughout the poster. Specifically, your introduction, analysis, and results must be focused on a set of research questions and/or hypotheses that are obvious in your theoretical diagram.
2. The focus must comprehensively place the problem/question in appropriate scholarly context (scholarly literature, theory, model, or genre).
.
OverviewRegardless of whether you own a business or are a s.docx
Overview:
Regardless of whether you own a business or are a stakeholder in a business, understanding basic contract terms is important. Businesses enter into contracts with many areas, from shipping to suppliers to customers. As a business owner or manager knowledge of these basic terms will assist you in the day to day operations of the business, regardless of the field.
Instructions:
• Fill in the attached template.
• For each term, define the term with citation to authority, define the term in your own words and provide an example of each term.
Requirements:
• Use APA format for non-legal sources such as the textbook. Use Bluebook citation format for any legal citations.
• Submit a Word document using the template.
• Maximum two pages in length, excluding the Reference page.
.
OverviewImagine you have been hired as a consultant for th.docx
Overview
Imagine you have been hired as a consultant for the United Nations. You have been asked to write an analysis on how global population growth has caused the following problem and how it affects
TURKEY
A growing global population that consumes natural resources is partially to blame for the release of greenhouse gases since human consumption patterns lead to deforestation, soil erosion, and farming (overturned dirt releases CO2). However, the critical issue is the burning of fossil fuels (hydrocarbons) such as coal oil and natural gas to produce energy that is used for things like electricity production, and vehicle, heating, and cooking fuels.
Instructions
Content
The U.N. has asked that your paper contain three sections. It has asked that each section be one page (or approximately 300 words) in length and answer specific questions, identified in the outline below. It also asks that you use examples from Turkey when answering the questions.
Introduction
Provide an introduction of half a page minimum that addresses points
points
1–5 below:
Explain the problem the U.N. has asked you to address in your own words.
Identify the three sections your paper will cover.
Identify the developing country (TURKEY) you will consider.
Telly
the U.N. which causes of greenhouse gases you will explore.
Provide a one-sentence statement of your solutions at the end of your introduction paragraph.
Section I. Background
What are greenhouse gases?
How do greenhouse gases contribute to global warming?
Section II. How Emissions Causes Problems for the Developing World
Which countries produce the most greenhouse gases?
What are the economic challenges of these emissions in Turkey?
What are the security challenges of these emissions in Turkey?
What are the political challenges of these emissions in Turkey?
Section III. Causes and
Solution
s of Greenhouse Gases
Name two causes of greenhouse gases.
What are potential solutions to address each of the causes you identified?
What is the relationship between population control and greenhouse gases?
Conclusion
Provide a conclusion of half a page minimum that includes a summary of your findings that the United Nations can use to inform future policy decisions.
Success Tips
In answering each question, use examples from Turkey to illustrate your points.
The U.N. needs facts and objective analysis on which to base future policy decisions. Avoid
personal opinion
and make sure your answers are based on information you find through research.
Formatting Requirements
Make sure your paper consists of 4–6 pages (1,200 words minimum, not including the cover page, reference page, and quoted material if any).
Create headings for each section of your paper as follows:
Section I. Background.
Section II. How Emissions Causes Problems for the Developing World.
Section III. Causes and
.
OverviewDevelop a 4–6-page position about a specific health care.docx
Overview
Develop a 4–6-page position about a specific health care issue as it relates to a target vulnerable population. Include an analysis of existing evidence and position papers to help support your position. Your analysis should also present and respond to one or more opposing viewpoints.
Note
: Each assessment in this course builds on the work you completed in the previous assessment. Therefore, you must complete the assessments in this course in the order in which they are presented.
Position papers are a method to evaluate the most current evidence and policies related to health care issues. They offer a way for researchers to explore the views of any number of organizations around a topic. This can help you to develop your own position and approach to care around a topic or issue.
This assessment will focus on analyzing position papers about an issue related to addiction, chronicity, emotional and mental health, genetics and genomics, or immunity. Many of these topics are quickly evolving as technology advances, or as we attempt to push past stigmas. For example, technology advances and DNA sequencing provide comprehensive information to allow treatment to become more targeted and effective for the individual. However as a result, nurses must be able to understand and teach patients about the impact of this information. With this great power comes concerns that patient conditions are protected in an ethical and compassionate manner.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Design evidence-based advanced nursing care for achieving high-quality population outcomes.
Evaluate the evidence and positions of others that could support a team's approach to improving the quality and outcomes of care for a specific issue in a target population.
Evaluate the evidence and positions of others that are contrary to a team's approach to improving the quality and outcomes of care for a specific issue in a target population.
Competency 2: Evaluate the efficiency and effectiveness of interprofessional interventions in achieving desired population health outcomes.
Explain the role of the interprofessional team in facilitating improvements for a specific issue in a target population.
Competency 3: Analyze population health outcomes in terms of their implications for health policy advocacy.
Explain a position with regard to health outcomes for a specific issue in a target population.
Competency 4: Communicate effectively with diverse audiences, in an appropriate form and style, consistent with organizational, professional, and scholarly standards.
Communicate an initial viewpoint regarding a specific issue in a target population and a synthesis of existing positions in a logically structured and concise manner, writing content clearly with correct use of grammar, punctuation, and spelling.
Integrate .
Overview This purpose of the week 6 discussion board is to exam.docx
Overview:
This purpose of the week 6 discussion board is to examine social class and global stratification. Answer prompt 1. Then select and answer one prompt from prompts 2-4. Refer to Chapters 7 and 8 to answer the prompts.
Instructions:
Respond to prompts in paragraph form (200-400 words
Prompt 1:
Describe 3 topics from Chapters 7 and 8 that you found interesting. Three topics I found interesting from Chapter 7 and 8 were the Dependency Theory, World Systems Theory, and Modernization Theory.
Prompt 2:
Describe 3 different social classes and criteria for membership in each.
Prompt 3:
Describe the effect of social inequality upon dominant and minority groups.
Prompt 4
: Describe social mobility regarding how to rise up the social class ladder, if it is possible.
Prompt 5:
Apply a functionalist or conflict theory perspective to social inequality.
.
Overall Scenario Always Fresh Foods Inc. is a food distributor w.docx
Overall Scenario
Always Fresh Foods Inc. is a food distributor with a central headquarters and main warehouse in Colorado, as well as two regional warehouses in Nevada and Virginia. The company runs Microsoft Windows 2019 on its servers and Microsoft Windows 10 on its workstations. There are 2 database servers, 4 application servers, 2 web servers, and 25 workstation computers in the headquarters offices and main warehouse. The network uses workgroups, and users are created locally on each computer. Employees from the regional warehouses connect to the Colorado network via a virtual private network (VPN) connection. Due to a recent security breach, Always Fresh wants to increase the overall security of its network and systems. They have chosen to use a solid multilayered defense to reduce the likelihood that an attacker will successfully compromise the company’s information security. Multiple layers of defense throughout the IT infrastructure makes the process of compromising any protected resource or data more difficult than any single security control. In this way, Always Fresh protects its business by protecting its information.
Scenario 1
Assume you are an entry-level security administrator working for Always Fresh. You have been asked to evaluate the option of adding Active Directory to the company’s network.
Tasks
Create a summary report to management that answers the following questions to satisfy the key points of interest regarding the addition of Active Directory to the network:
1. System administrators currently create users on each computer where users need access. In Active Directory, where will system administrators create users?
2. How will the procedures for making changes to the user accounts, such as password changes, be different in Active Directory?
3. What action should administrators take for the existing workgroup user accounts after converting to Active Directory?
4. How will the administrators resolve differences between user accounts defined on different computers? In other words, if user accounts have different settings on different computers, how will Active Directory address that issue? (Hint: Consider security identifiers [SIDs].)
.
OverviewCreate a 15-minute oral presentation (3–4 pages) that .docx
Overview
Create a 15-minute oral presentation (3–4 pages) that examines the moral and ethical issues related to triaging patients in an emergency room.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
· Competency 1: Explain the effect of health care policies, legislation, and legal issues on health care delivery and patient outcomes.
. Explain the health care policies that can affect emergency care.
. Recommend evidence-based decision-making strategies nurses can use during triage.
· Competency 3: Apply professional nursing ethical standards and principles to the decision-making process.
. Describe the moral and ethical challenges nurses can face when following hospital policies and protocols.
. Explain how health care disparities impact treatment decisions.
· Competency 4: Communicate in a manner that is consistent with expectations of nursing professionals.
. Write content clearly and logically, with correct use of grammar, punctuation, and mechanics.
. Correctly format citations and references using APA style.
Context
Working in an emergency room gives rise to ethical dilemmas. Due to time restraints and the patient's cognitive impairment and lack of medical history, complications can and do occur. The nurse has very little time to get detailed patient information. He or she must make a quick assessment and take action based on hospital protocol. The organized chaos of the emergency room presents unique ethical challenge, which is why nurses are required to have knowledge of ethical concepts and principles.
Questions to consider
To deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community.
· How does a triage nurse decide which patient gets seen first?
· How does health disparity affect the triage nurse's decision making?
· What ethical and moral issues does the triage nurse take into account when making a decision?
· What are triage-level designations?
Resources
Suggested Resources
The following optional resources are provided to support you in completing the assessment or to provide a helpful context. For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation menu of your courseroom.
Capella Resources
· APA Paper Template.
· APA Paper Tutorial.
Library Resources
The following e-books or articles from the Capella University Library are linked directly in this course:
· Tingle, J., & Cribb, A. (Eds.). (2014). Nursing law and ethics (4th ed.). Somerset, NJ: John Wiley & Sons.
· Cranmer, P., & Nhemachena, J. (2013). Ethics for nurses: Theory and practice. Maidenhead, UK: Open University Press.
· Aacharya, R. P., Gastmans, C., & Denier, Y. (2011). Emergency department triage: An ethical analysis. B MC Emergency Medicine, 11(1), 16–29.
· Guidet, B., H.
Overall CommentsHi Khanh,Overall you made a nice start with y.docx
Overall Comments:
Hi Khanh,
Overall you made a nice start with your U06a1 assignment; however, many of the required objectives have not been addressed in the first version of your assignment. Please carefully review the scoring guide, and review my feedback below, and be sure to contact me if you have any questions about my comments. You can reach me at: [email protected] or 813-417-0860.
Sincerely,
Dr. Marni Swain
COMPETENCY: Assess approaches for recruiting, selecting, and retaining talent.
CRITERION: Explain why and when candidate background checks will be authorized.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Basic
Explains why but not when candidate background checks will be authorized.
Faculty Comments:“
You made a nice start with this discussion; however, it is important to develop your content further to address the legalities involving when a background check can be conducted during the interview process, and the other steps employers have to follow to be in compliance with the law.
”
CRITERION: Identify the top three candidates to interview for the position.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Non-Performance
Does not identify the top three candidates to interview for the position.
Faculty Comments:“
Please develop your content further to address this topic in your assignment.
”
CRITERION: Explain rationale for why the selected candidates should be interviewed.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Non-Performance
Does not explain rationale for why the selected candidates should be interviewed.
Faculty Comments:“
Please develop your content further to address this topic in your assignment.
”
CRITERION: Identify pre-employment screening tests for the position being recruited.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Basic
Identifies a pre-employment screening test for the position being recruited.
Faculty Comments:“
I would like to see your content developed further to clearly identify your rationale for the pre-employment screening tests you selected, as this is not clear based on the limited information provided.
”
CRITERION: Select assessment methods to use based on the job being recruited and the budget available.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Non-Performance
Does not select assessment methods to use based on the job being recruited and the budget available.
Faculty Comments:“
I would like to see your content developed further to clearly identify the assessment methods you will use for CapraTek's Regional Sales positions based on the available budget, as this is not identified in your work.
”
CRITERION: Develop the sequence in which methods will be used to screen applicants.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Non-Performance
Does not develop the sequence in which methods will be used to screen applicants.
Faculty Comments:“
Please develop your content further to address this topic in your assignment.
”
CRITERION: Design a final candidate selection process for the CapraTek.
Overall CommentsHi Khanh,Overall you made a nice start with.docx
Overall Comments:
Hi Khanh,
Overall you made a nice start with your U03a1 assignment; however, your content still does not address the required objectives. For this assignment you will need to focus the content on Capra Tek's regional sales position, and for objective #1 analyze the KSAs for this position, and for objective #2 you will need to analyze wage trends related to this position as well. Objectives 3 & 4 focus on job description and the job analysis so please carefully review what is required for these two objectives.
Please see my feedback below and be sure to let me know if you have any questions about my comments.
Sincerely,
Dr. Marni Swain
COMPETENCY: Describe how hiring practices support an organization's strategy.
CRITERION: Articulate the components of a job description for a position.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Non-Performance
Does not articulate the components of a job description for this position.
Faculty Comments:“
Please see feedback above.
”
COMPETENCY: Assess approaches for recruiting, selecting, and retaining talent.
CRITERION: Identify the knowledge, skills, and abilities required for this position.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Non-Performance
Does not identify the knowledge, skills, and abilities required for this position.
Faculty Comments:“
Please see feedback above.
”
COMPETENCY: Explore technology tools that support recruiting and staffing management.
CRITERION: Identify wage information and employment trends for this position in a selected state.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Non-Performance
Does not identify wage information and employment trends for this position in a selected state.
Faculty Comments:“
Please see feedback above.
”
COMPETENCY: Analyze the impact of legal and regulatory issues on staffing management.
CRITERION: Explain why a job analysis is a requirement for any recruiting and selecting process.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Non-Performance
Does not explain why a job analysis is a requirement for any recruiting and selecting process.
Faculty Comments:“
Please see feedback above.
”
COMPETENCY: Communicate in a manner that is scholarly and professional.
CRITERION: Communicate in a professional manner that is appropriate for the intended audience.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Non-Performance
Does not communicate in a professional manner that is appropriate for the intended audience.
Faculty Comments:“
Please see feedback above.
”
Dysphagia .
Dysphagia is a serious problem and contributes to weight loss, malnutrition, dehydration, aspiration pneumonia, and death. Careful assessment of risk factors, observation for signs and symptoms, and collaboration with speech-language pathologists on interventions are essential.
Dysphagia, or difficulty swallowing, is a common problem in older adults. The prevalence of swallowing disorders is 16% to 22% in adults older than 50 years of age, and up to 60% of nursing ho.
Overall feedbackYou addressed most all of the assignment req.docx
The document provides feedback on an assignment submitted by a student. It notes that while the student addressed most requirements, the introduction could have better identified the key areas to be covered. Additionally, only one scholarly peer-reviewed journal article was included when two were required. The feedback recommends reviewing instructions carefully and including an introduction describing coverage areas and the required number of scholarly sources in the future.
Overall Comments Overall you made a nice start with your U02a1 .docx
This document provides feedback from a faculty member on an assignment analyzing legal and regulatory issues related to staffing management. For most criteria evaluated, the faculty member provided basic or non-performance feedback, noting the student did not sufficiently analyze the key aspects of the case such as important issues, outcome, evidence of discriminatory effects, and how guidelines help avoid issues. The faculty member recommended developing more in-depth content on the case analyzed and ensuring it is a disparate impact case. Minor errors in formatting references were also noted.
Overview This purpose of the week 12 discussion board is to e.docx
Overview:
This purpose of the week 12 discussion board is to examine health, healthcare, and disability status. Answer prompt 1. Then select and answer one prompt from prompts 2-4. Refer to Chapter 13 to answer the prompts.
Instructions:
Respond to prompts in paragraph form (200-400 words)
Prompt 1:
Describe 3 topics from Chapter 13 that you found interesting.Three topics I found interesting in Chapter 14 was "A Functionalist Perspective: The Sick Role", "A Symbolic Interactionist Perspective:
Prompt 2:
Describe how stereotypes regarding disability status may lead to prejudice and discrimination.
Prompt 3:
Describe how access to healthcare is associated with social class location (e.g., socioeconomic status).
Prompt 4:
How is culture associated with attitudes towards health and healthcare.
Prompt 5:
Compare how the United States pays for health care with how other nations provide health services for their citizens.
.
Over the years, the style and practice of leadership within law .docx
Over the years, the style and practice of leadership within law enforcement agencies has gradually changed. In the past, leadership was primarily relegated to one individual within the department. However, there has been a transformation in leadership theory resulting in a more dynamic, multifaceted nature of teamwork, inclusion, and dispersed leadership. More and more, police chiefs are being encouraged to move toward a more participatory leadership style of management, one that encourages collaboration and cooperation in the decision-making process.
Based on your readings in the text and credible Internet research, respond to the following:
What does the term
shared leadership
mean? What advantages or disadvantages do you see in this leadership approach?
What direction should law enforcement leaders take for the future, related to leadership styles?
What does the term
visionary leadership
mean?
2-3 pages
.
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Syllabus
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Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
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Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
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- 2. Diversity Programs at the Workplace Abstract The contemporary idea on diversity extends the scope and recognizes diversity as an array of items characterized by variances and similarities. Numerous aspects such as escalating arrival of immigrants, strategic alliances among firms, and the growing rate of globalization of businesses has considerably influenced dynamics in diversity (Bohlander, George & Snell, 2007). The purpose of this research proposal is to look at some of the diversity issues in my organization. The proposal highlights various elements such as purpose, the research questions, hypotheses, ethical considerations and other variables. In addition, the proposal will highlight significance, scope, magnitude and feasibility of exploring diversity programs at my workplace. Introduction Diversity is the montage of persons who express an array of backgrounds, techniques, viewpoints, and principles as resources to organizations with which they share (Rasmussen, 1996). Reasons contributing to the rise in diversity include the influx of immigrants, strategic alliances, and skills search, demographic dynamics and the rising globalization of businesses. Divergences among individuals and systems shape an organization’s ability to establish broad perspectives and to address emerging business challenges (Talbot-Allen, 1995). Because of the emerging developments in diversity, firms are striving to align programs that embrace these developments and how they can successfully exploit diversity for competitive advantage (Wentling & Palma-Rivas, 1998). Latest researches by Teradata Corporation suggest that an average worker stays in a company for approximately 3.6 years and the rate is expected to decline. This high turnover will raise diversity through newly hired workers. Purpose of study The intention of this study is to search for an appreciation and understanding on the development of diversity programs and
- 3. among companies that operate domestically and those with international presence. In the recent years, the number of companies seeking introduction of diversity programs has risen considerably even though the numbers vary among various organizations (Fine, Johnson, & Ryan, 1990). The study will center on selected organizations that have operations in the local market and others that have international presence in the last decade. This study will allow us to identify the existing trends in diversity components at the two sets of organizations with the intension of developing suitable programs to address any findings. Context of study Until recently, the concept of diversity had not taken a prominent position among the critical issues facing organizational management. Recent studies demonstrate that more organizations are considering diversity programs in their day-to-day operations (Clarke, 1995). These trends have provoked curiosity amongst stakeholders especially on the likely trends among domestic and international organizations. Many causes can be linked to this development such as globalization, demographic changes and regulations. Research Objectives A detailed look at past studies suggests little consideration on the progress of diversity in the workplace in the past. Minimal investigations in this area pose a gap in knowledge, therefore the need, and my incentive to explore this topic. The following questions will guide the study: Research questions · What are some of the diversity programs in organizations? · What reasons are influencing organization to embrace or not embrace diversity aspects/programs? · What has been the patterns concerning diversity issues in locally and internationally operating companies/organizations?
- 4. The precise variables to consider are: · Identify reasons why diversity is taking a prominent place in organizations · Examine the social, economic and personal implications of diversity · Discover challenges organizations undergo in addressing workplace diversityEthical considerations in the study · Will request consent of interviewee before gathering data · Will not change data provided by interviewees. · Will maintain confidentiality of information Hypothesis It is apparent from the review of literature that I will discover much. Both aspects of diversity and organizational geographic scope will be explored. This research should explore a number of circumstances for example the emerging trends in diversity. It will also look at variations in diversity programs across industries, individual organizational backgrounds and individual characteristics faced by both local and international organizations. These aspects should be explored in light with the other organizational variables such as existing and distinct regulations, and strategic reorganization among others. In addition, these aspects should be addressed in the relation to conventional aspects in similar programs. In light of the foregoing analysis, this research will seek to validate the common believe that organizations expanding into international markets increases their prospect of embracing and performing better in diversity programs. This hypothesis will be explored through sampling of several organizations those with local operations and others with international operations. This is to be done in order to establish the connection between operating locally and internationally and comparing either option to development of diversity
- 5. programs. Sampled data will be explored to discover the association between the two variables specifically the market scope and diversity programs. Quantitative sampling is best since findings from the study will be used to deduce to entire population. Significance of the study for the organization · It can underscore variables of why businesses select certain diversity programs. · The organization can use the findings to initiate or improve their diversity programs. · Sampled organizations can utilize this study to address their shortfalls. Scope The study will focus on several sampled organizations representing domestic organizations, international organizations and assorted number of industries. The study will also consider the duration of time they have been in existence and the scale of operation for individual organizations. References Bohlander, George & Snell, Scott (2007). Managing Human Resources, 14th edition, Thomson Publishing, 2007, p. 473. Clarke, R. L. (1995). Strength in diversity. Healthcare Financial Management, 49(10), 12-14. Fine, M. G., Johnson, F. L., & Ryan, M. S. (1990). Cultural diversity in the workplace. Public Personnel Management, 19(3), 305-319. Rasmussen, T. (1996). The ASTD trainer’s sourcebook: Diversity. New York, NY: McGraw- Hill. Talbot-Allen, L. (1995). Diversity in the workplace. CMA, 69(8), 3-6. 9(2), 201-206. Wentling, R. M., & Palma-Rivas, N. (1998). Current status and future trends of diversity initiatives in the workplace: Diversity experts’
- 6. perspective. Human Research Development Quarterly, 9(3), 235-253.