First personIdentify what you consider to be a Big Question .docx
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First person Identify what you consider to be a Big Question or Golden Dilemma of leadership today. How would you go about addressing this as a leader? The rise of globalization and cultural integration has opened up new markets for organizations to expand their operations. The rising need for diversity and inclusive challenges most leaders on the best strategies to implement. According to Lam (2016), there is a continuous devaluation of the efforts of female employees to deliver on their mandated roles. The author states that leaders should think about diversity and inclusion, and how best to tackle the problems that originate from fulfilling the diversity expectations. The golden dilemma that leaders have to answer is whether to serve the interests of the society or the business per se . Diversity is an approach to changing the face of the organization, making it appealing to customers from all sociocultural backgrounds (Chin & Trimble, 2015). However, organizational leaders have an obligation to maximize stakeholders’ wealth through a cost leadership approach. Diversity, according to Cletus et al . (2018), implementing a diverse workplace culture might sometimes be costly to the management, reducing short-term profits. Leaders should consider the long-term benefits of diversity and inclusion. Green et al . (2015) encourages leaders to embrace the value of institutional inclusivity to realize the best performance outcome. As a leader, I would develop a diversity policy to provide a strong foundation in support of inclusivity. Secondly, it would also be important to conduct a risk assessment of diversity inclusion to determine how best to approach any challenging consequences. The challenges of diversity like increase workplace conflicts and negative attitudes would also be addressed by the organizational policy. The firm would adopt a hiring policy that does not discriminate against anyone. The long-term benefits would be increased performance and staff motivation. These benefits would create better opportunities for long-term organizational growth. References Chin, J. L. & Trimble, J. E. (2015). Diversity and Leadership . Los Angeles, CA: Sage. Cletus, H.E., Mahmood, N.A., Umar, A. & Ibrahim, A.D. (2018). Prospects and Challenges of Workplace Diversity in Modern Day Organizations: A Critical Review. Hoslistica, 9 (2): 35-52. Green, K., Lopez, M., Wysocki, A., Kepner, K., Farnsworth, D. & Clark, J.L. (2015). Diversity in the Workplace: Benefits, Challenges and the Required Managerial Tools. Florida: University of Florida. Lam, B. (2016). A Workplace Diversity Dilemma. The Atlantic. Retrieved on June 17, 2020, from https://www.theatlantic.com/business/archive/2016/04/status-diversity/477228/ (Links to an external site.) Second Person Discussion: 6 Identify what you consider to be a Big Question or Golden Dilemma of leadership today. How would you go about addressing this as a leader? Leaders must .
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Running Head ANN WOOD .docx
Running Head: ANN WOOD 1
ANN WOOD 2
Ann Wood: The Case Study
Name
Institution
Ann Wood: The Case Study
People-related problems or issues of Ann Wood
In the contemporary business environment, it is expected that employees in their different capacities will often encounter a series of people related issues. This is attributed to the complexities in standard operations that these different organizations are expected to comply with. The success of such cases depends on the way the individuals handle these challenges (Hitt, Miller and Colella, 2015). In a practical case, the organization should anticipate conflicts and issues and set up mechanisms and channels to handle these issues. Pointedly, Ann Wood encountered a series of challenges such as complaints concerning payment, internet and communication challenges. In these cases, Ann used effectively applied the organizational infrastructure in addressing the issues. This feature was achieved by taking responsibility for the issues as they arose, assigning tasks to the relevant individuals and managing the situation so that they do not get out of hand. Complaints among employees is a result that the workforce is not adequately supported to give their best. This feature can either lead to poor performance or revolt in the business, hence the need for effective management of issues that arise among employees of the organization.
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HSL 4850 Human Services Programs Community, Culture and Inter
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OR
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Grading Rubric
Assignment requirements (5 points)
The assignment is no more than 3 pages of content, double-spaced, uses 12 point Times New
Roman font throughout, has 1” margins, each section is clearly labeled with an appropriate
heading. No points will be earned if these criteria are not present.
Clearly identified the focus of the assignment (2 points)
The student clearly stated which option they are completing (all human services in their town or
human services focused on a particular topic in their region).
Resource List of 15 Agencies (30 points)
At least 15 agencies are identified and described in this section including name, population
served/services offered, website or contact information, & a 1-3 sentence description of each.
Selected Agency (8 points)
This section is included and clearly discusses one agency at which the student might like to
work. Additional information is provided on the agency (above and beyond what is provided in
the list of agencies). This section is about one page and disc ...
DiscussionEach week, youll have to post on at least three separat.docx
Discussion
Each week, you'll have to post on at least three separate days to the Discussion. Each post should be of a high quality. Your first post should be by Wednesday.
Be sure to select the Discussion page to the left and respond to the following question:
(2c) Now that you have completed your reading, consider your understanding of transformational change. Discuss what you have learned with your classmates. Respond to all of the following prompts:
Evaluate under what conditions transformational change would be necessary.
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Evaluate how integrated strategic change differs from traditional strategic planning and traditional planned organization change.
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(2b) For your course project work this week, consider what you have learned throughout the course about organizational development and change. Use that knowledge to complete Milestone Four, the final milestone of your course project.
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Make sure to include any corrections or feedback your instructor has given you on previous components of the course project.
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The document discusses generational differences in today's multigenerational workforce. It notes there are 5 generations currently in the workforce with different ideologies that can cause misunderstandings. Managers must utilize tools from organizational behavior to promote team cohesion between generations. Both opportunities and challenges exist in effectively managing a diverse workforce to represent changing consumers. Leadership best practices include open communication, transparency, mentoring between generations, and focusing on commonalities rather than differences. As the workforce becomes majority Millennial, organizations must change management strategies to remain competitive.
Running Head ANN WOOD .docx
Running Head: ANN WOOD 1
ANN WOOD 2
Ann Wood: The Case Study
Name
Institution
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In the contemporary business environment, it is expected that employees in their different capacities will often encounter a series of people related issues. This is attributed to the complexities in standard operations that these different organizations are expected to comply with. The success of such cases depends on the way the individuals handle these challenges (Hitt, Miller and Colella, 2015). In a practical case, the organization should anticipate conflicts and issues and set up mechanisms and channels to handle these issues. Pointedly, Ann Wood encountered a series of challenges such as complaints concerning payment, internet and communication challenges. In these cases, Ann used effectively applied the organizational infrastructure in addressing the issues. This feature was achieved by taking responsibility for the issues as they arose, assigning tasks to the relevant individuals and managing the situation so that they do not get out of hand. Complaints among employees is a result that the workforce is not adequately supported to give their best. This feature can either lead to poor performance or revolt in the business, hence the need for effective management of issues that arise among employees of the organization.
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While different arguments have been poised on the qualities of an effective manager, it is evident that minimal engagement of employees can lead to conflicts and poor working environment (Boxall and Macky, 2014). Further, Koi-Akrofi, Godfred (2018) noted that it is important that a manager values their team. These individuals are solely responsible for the functioning of the business on their day to day basis and keep the whole team motivated to achieve the objectives of the organization. While there might be mistakes acknowledging them and involving the whole team is key to organizational success. Pointedly, Ann Wood is a fairly effective and high involvement manager. This is evidenced by the different issues that she addressed on daily basis. These activities involved managing and addressing individual complaints and concerns on payment and communication, meetings and engagement with to management and well as working on her research analysis.
According to the definition of Hitt, Miller and Colella. (2015) for an effective manager, these attributes and accomplishments are enough to make an effective manager as she has the capacity to handle different tasks at the same time, work under pressure and the demands of the position. In this regard, the success of a manager is not only reflected o.
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But both in research and organizations, there are those who challenge the “effective leadership = enhanced performance” supposition (Dihn, Lord, Gardner, Meuser, Liden, & Hu, 2014; Storey, 2010).
LePine, Zhang, Crawford, and Rich (2016) conducted a three-part study to test relationships among charismatic leadership, stress, and performance. Subjects were members of the United States Marine Corps. Findings suggested that charismatic leader behavior negated the negative effects of stressors on performance according to assessments by the leaders or their supervisors. And these authors found that high-level stressors were more positively viewed when charismatic leader behaviors were exhibited. However, the researchers discovered that charismatic leader behavior did not influence how Marines perceived stressors. An underlying assumption in LePine, Zhang, Crawford, and Rich’s (2016) research was that leaders do affect performance. The results, while not conclusive enough to reject the assumption, did open avenues for new dialogue and recommendations for further testing.
Dihn, Lord, Gardner, Meuser, Liden, and Hu (2014) suggested that the preponderance of research on leadership behaviors and traits may have led to assumptions about an overstated influence of the individual. In Module 1 we examined the evolution of leadership approaches from the early modern era to the postmodern era. We know that context—such as environment, capital, and goals—influences organizational design, structure, and management/leadership practices. We learned that a stable organization relies on controls to gain efficiency. Leader-centric thinking was readily accepted in the modern organization. And, research studies were designed around those assumptions, perhaps even reinforcing those assumptions.
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Final Professional Development Plan Part III
The goal of the Professional Development Plan is to 1) analyze aspects of professional ethical
conduct, 2) articulate a specific area & areas of activism, and 3) Develop a professional plan for
your career in this area. Part III will allow you to focus specifically on your area of interest and
explore agencies in your geographic area.
You have a choice here. You can either:
➢ Analyze human services available in your geographic location (i.e., town/city)
OR
➢ Analyze human services available in your geographic region (i.e., Central Illinois)
that address a particular problem or issue of your choice (e.g., food insecurity,
families, child welfare)
*Clearly identify which option you are selecting at the beginning of this assignment.
Develop a resource list of at least 15 programs that meet your criteria (either in your
geographic area OR address a specific topic and are within a geographic region). For each
agency, write a brief summary that includes name, population served/services offered, website or
contact information, & a 1-3 sentence description of each (could be taken from their website).
After you have completed the resource list, select one agency at which you might like to work
and discuss it in more detail. For example, you could discuss the history of the organization, the
clientele, the size of the organization and number of employees, or what a human services
employee might do at the agency. This should be about a page and include discussion of at least
2-3 different areas (those listed or other areas of your choice).
Lastly, describe your dream job in 10 sentences or less. Talk about what it is, why it’s your
dream job, and how your education at EIU is preparing you for this role.
Grading Rubric
Assignment requirements (5 points)
The assignment is no more than 3 pages of content, double-spaced, uses 12 point Times New
Roman font throughout, has 1” margins, each section is clearly labeled with an appropriate
heading. No points will be earned if these criteria are not present.
Clearly identified the focus of the assignment (2 points)
The student clearly stated which option they are completing (all human services in their town or
human services focused on a particular topic in their region).
Resource List of 15 Agencies (30 points)
At least 15 agencies are identified and described in this section including name, population
served/services offered, website or contact information, & a 1-3 sentence description of each.
Selected Agency (8 points)
This section is included and clearly discusses one agency at which the student might like to
work. Additional information is provided on the agency (above and beyond what is provided in
the list of agencies). This section is about one page and disc ...
DiscussionEach week, youll have to post on at least three separat.docx
Discussion
Each week, you'll have to post on at least three separate days to the Discussion. Each post should be of a high quality. Your first post should be by Wednesday.
Be sure to select the Discussion page to the left and respond to the following question:
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Evaluate under what conditions transformational change would be necessary.
How would an OD practitioner attempt to change an organization’s culture?
Evaluate how integrated strategic change differs from traditional strategic planning and traditional planned organization change.
Course Project
Milestone Four
(2b) For your course project work this week, consider what you have learned throughout the course about organizational development and change. Use that knowledge to complete Milestone Four, the final milestone of your course project.
Final consolidated paper (all sections), including summary/conclusions
Make sure to include any corrections or feedback your instructor has given you on previous components of the course project.
The final paper should be no fewer than 8-10 page(s) in length.
No fewer than three to five peer-reviewed journal articles are required. Reference all sources using APA format. For guidance using APA format, please contact your instructor.
Week-1
MAN 5285
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Description of the organization
Multiplex organization is one organization I would like to be employed in, especially in the future. Specific reasons contributeto my desire of working in such an organization. Multiplex organization deals with the recruitment of persons into different sectors of the market. The main aim is to link job seekers with employment opportunities, for the sake of improvement of basic standards of living and life in general. This is a unique venture, considering that the organization makes maximum profits and that at the same time, gives back to the community. Multiplex organization has branches in more than 20 countries, with more than 2000 employees in different branches. The concern and embracement of maximum corporate social responsibility is what has led to its formation and development.
To a large extent, the company benefits the community, through provision of job opportunities to the members and the surrounding environment as well. Multiplex organization values its employees, and also, gives credit to the recommended workers in different institutions. Recruitments and evaluations are however, first performed by the agency for quality verification purposes.
This shows how much good public image is desired by the organization (Jane, 2013).
Effectiveness in management and personnel interactions is highly emphasized on, for the purpose of profitability and competitive advantage. One major problem is experienced at multiplex, which should .
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Human Resources Management activities through Strategic Entrepreneurial Appro...Dịch vụ viết thuê đề tài trọn gói Liên hệ ZALO/TELE: 0973.287.149
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and here is anotherWhether you are a manager, a potential future m.docx
and here is another
Whether you are a manager, a potential future manager, or an employee within an organization, you will benefit from becoming competent in the four functions of management.
Robbins and Judge (2013) discussed the four functions of management in the POLC model:
P
lanning,
O
rganizing,
L
eading, and
C
ontrolling. You also practiced with these four functions in your Learning Activity. Think about a time in your work, or in your personal or school experience where you have used all four functions of management. You may choose different experiences if no one experience covered all functions.
Checklist:
Describe that experience to your classmates using research support from the text or another viable source (you may not use Wikipedia).
Which function do you believe managers use most often?
What could have made the leadership function a better experience?
Review an
example of an initial posting
in response to the checklist items above. Read about leadership by clicking on the document attached below.
READING
Management versus Leadership Leadership means a person could be alone in his or her initial vision, and it implies some risk. These people are innovators. Their job is to inspire others to see and believe in the vision and goals of the organization or initiative.
Management means responsibility for administration of a plan or carrying out the plan or initiative through others. Leadership…What is it? According to Dubrin (2010), leaders inspire others to follow them in realizing goals. Depending on the organization or team of people being led, the definition can have different nuances. A famous U.S. football quarterback once said that a leader is the one willing to “take the blame” (as cited in Dubrin, 2010, p. 3). Leaders can move whole nations to action. One example of this is Winston Churchill’s famous radio broadcasts (as Prime Minister) in the United Kingdom during World War II (1939– 1945). On the brink of defeat in the campaign against Germany, Churchill refused to be conquered or accept anything less than total surrender from the enemy. His broadcasts and speeches inspired the entirety of the nation to keep on fighting. However, Churchill also risked ridicule at the very beginning of the war when he warned the public of the threat of Hitler’s ambitions in Europe. Sometimes a leader can be a visionary such as Steve Jobs at Apple®. Jobs pioneered a vision of streamlined products that interacted in a user-friendly manner. His penchant for simplified or sleek design of the company products in response to consumer needs drove industry growth and inspired competitors.
References Dubrin, A. J. (2010). Leadership: Research findings, practice, and skills (6th ed.). Mason, OH: Cengage.
Leadership Skills Executive skills needed by leaders according to Hackman and Walton (1986) are: being able to see and communicate the big picture or the end goal to others, negotiating for needed resources, making good decisions .
Suggested adaptive leadership principles in marketing environment
The International Institute for Science, Technology and Education (IISTE) Journals Call for paper http://www.iiste.org/Journals
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classmate 1
Health Sector
Chin and Trimble (2015) explained that leaders in the health sector are generally focused on affordable healthcare, quality insurance, and reduced health care spending. More specifically the mission of a health organization is cost, quality, and access. Issues within healthcare in the 21st century has increased patient volume in hospitals or doctor’s offices. This can result in increased profits for healthcare organizations because the more frequent patients are visiting and screened for a plethora of testing, the health organization capitalizes at the patient’s expense. Furthermore, health organizational issues are ever-present with providers that target a healthier population. This means that those who do not have preexisting health conditions have lower premiums or deductibles. The Affordable Health Care Act released in 2010 was developed to help create a balance for everyone. This policy was developed to help protect all individuals and avoid discrimination against those with disabilities or other health-related issues and to provide accessible healthcare to everyone. While there are still issues with the U.S. healthcare system, there are some health providers and organizations that exhibit a caring leadership style to protect individuals. I do believe that this style of caring brings a humanistic approach to leading in the healthcare industry and over time, people can trust their healthcare system. I also believe that transparency is key for all populations.
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Chin and Trimble (2015) found that higher education environments dedicate their mission to creating knowledge and training students to becoming contributing citizens in society. Educational institutions place a community-centered mission on diversity. Chin and Trimble (2015) stated: “Speaking from a feminist perspective, the primary defining trait of successful universities will be.
Levels Of Security Risks And Methods Of Mitigation
This article examines the relationship between leaders' communication styles, leadership styles, knowledge sharing, and leadership outcomes. It administered surveys to leaders and team members to understand how communication styles like expressiveness and directness impact charismatic, human-oriented, and task-oriented leadership. The research found links between certain communication styles and leadership approaches as well as outcomes. However, it could have accounted for more demographic factors.
Chapter 15Cited Cascio, W. F., & Aguinis, H. (2019). Applied p
Chapter 15:
Cited: Cascio, W. F., & Aguinis, H. (2019). Applied psychology in talent management (8th ed.). Retrieved from https://www.vitalsource.com
15 Training and Development Considerations in Design
Wayne F. Cascio, Herman Aguinis
Learning Goals
By the end of this chapter, you will be able to do the following:
15.1 Identify key factors that are driving the demand for well-designed and well-executed programs of workplace learning
15.2 Explain what training and development activities are
15.3 Illustrate the fundamental requirements of sound training practice
15.4 Assess training needs and specify training objectives
15.5 Describe features of the learning environment that facilitate learning and transfer
15.6 Specify key elements of successful team training
15.7 Incorporate classic principles of learning into all training designs
15.8 Integrate key elements that will maximize positive transfer of training to the job
Factors Driving the Increasing Demand for Workplace Training
Change, growth, and development are facts of organizational life. Young people entering the workforce today typically change jobs at least seven times by their late 20s as they strive to figure out what they like, what they are good at, and where they can fit in and stand out (Hirsch, 2016). At the same time, as we noted in more detail in Chapter 1, the number as well as the mix of people available to work are changing rapidly. Globally, there will be many more older than younger people (“The first world is aging,” 2015; Qi, 2017), and in the United States, by 2040 the non-Hispanic white population will drop below 50% (Toossi, 2012).
These workforce dynamics have two major implications for employers. First, since products and services can be copied, the ability of a workforce to innovate, refine processes, solve problems, and form relationships becomes an organization’s only sustainable advantage. Attracting, retaining, and developing people with critical competencies is vital for success. Second, the task of managing a culturally diverse workforce, of harnessing the motivation and efforts of a wide variety of workers, will present a continuing challenge. Ongoing training and development initiatives are critical to meeting the need for competent, well-functioning workforces. The following four trends are driving the demand for well-designed and well-executed programs of workplace learning (Cascio, 2017):
Growing demands for personal and professional development. Among young adults, the most important feature they look for in a new job is the opportunity for continuous learning (Hirsch, 2016). From the perspective of organizations, surveys indicate a strong desire for employees who can “plug and play”—that is, perform with minimal on-the-job training. Unfortunately, only 11% of employers report that they have found such recruits (Abadzi, 2016; Coy, 2014; Weber, 2014). In addition to technical skills, employers are looking for p ...
Week Five LectureLearning and Managing KnowledgeA learning.docx
Week Five Lecture
Learning and Managing Knowledge
A learning organization is an organization that acquires and manages knowledge. They are innovative and flexible, which allows for survival in an ever-evolving environment. A true learning organization creates a culture that promotes, supports, and encourages learning in addition to collaboration and the generation of new ideas. Such an environment allows for mistakes, places value on employee contributions, and nurtures the desire to learn. It is through experience and experimentation that organizations learn, acquire, and maintain knowledge.
The specific steps in becoming a Learning Organization, according to Greenberg (2013), are organizations must establish a commitment to change, be willing to adopt an informal organizational structure and develop an open organizational culture where risk-taking is welcome. All organizations learn and change; however, the key to learning and changing is to do so willingly and proactively. Motorola is a good example of a learning organization, as they work to move beyond their old mindset and strive to make forward-thinking changes. Motorola has received the Malcolm Baldridge Award for Quality and the top learning award from ASTD (American Society for Training & Development). With over 60,000 employees, they strive to maintain their innovative, cutting-edge commitment to learning. While there are many facets to their success, one of them is Motorola extends training programs to every employee in their organization, where most organizations reserve training funds for key employees.
Pasher & Ronen (2011), O’Dell & Hubert (2011), and Senge (2006) agree that learning and knowledge management is critical to an organization’s success. Learning and knowledge can be measured through maturity, levels, and specific components such as resources, leadership, change management, communication, IT, and so forth.
The U.S. workforce is now comprised of four different generational cohort groups, each with its own history, value-shaping experiences, and motivational patterns. Gravett and Throckmorton (2007) reported the striking difference in the mindsets, motivations, and behaviors of these four generations in the workforce have the potential to bring both challenges and opportunities to the organizations they serve.
The four generational cohorts in today’s workforce include:
· Silent Generation, also known as the Veterans, born between 1925 and 1945, who comprise 7.5% of today’s workforce
· Baby Boomers, born between 1946 and 1964, who comprise 42.0% of the workforce
· Generation X, born between 1965 and 1977, who comprise 29.5% of the workforce;
· Generation Y, also known as the Millennials, born between 1978 and 1989, who comprise 21.0% of the workforce today (Martin & Tulgan, 2002)
That makes the Baby-Boomer generation anywhere between 49 and 67 years old. How is your organization managing knowledge and continuing to learn?
References:
Gravett, L., & Throckmorton ...
You have asked people to rate a product on a 1 to 10 scale. You ha.docx
You have asked people to rate a product on a 1 to 10 scale. You have divided your results into two samples: people from urban areas, and people from rural areas. You wish to show that there is a difference between the two groups in how they rate the product. You have no prior belief about which will be more than the other, however. The appropriate statistical test in Excel produces the results shown below. Answer these questions:
(a) State the null hypothesis and the alternative hypothesis. Be sure it is clear which you are saying is the null and which is the alternative.
(b) Which statistical test is appropriate? [Your choices are one mean, one proportion, two means for related samples, two means for independent samples, or two proportions]
(c) Can you conclude that there is a difference between the two groups? Explain why or why not.
Introduction
Global leaders are a rising class of leaders that are capable of working in universal and global connections. Introductory exploration demonstrates that global leaders are a remarkable breed with identifiable attributes (Mendenhall, 2013). They have a particular interest in the world and enthusiasm for individuals is not the same as themselves. This hobby motivates visionary activities and associations that encompass national limits. Besides, genuine global leadership perceives the effect of their activities on surrounding groups and the entire society. They comprehend that individual success is subordinate upon the thriving of others and that they assume a part in changing their organizations, as well as the social orders in which they work. Osland, Oddou, Bird, & Osland, (2013) Shows worldwide pioneers conceived, as well as can make. Global leadership gets to be who they are by developing specific methods for taking a gander at the world, contemplating issues and opportunities and acting with respectability in a quest for arrangements. Research demonstrates that global pioneers offer three typical qualities: they have a collective mentality that permits them to unite cross-culture over limits, they are international business people headed to make new solutions and seize opportunities, and they are universal nationals enlivened to add to the groups they touch. Initiative in a various and multicultural environment: creating mindfulness, learning, and abilities (Caligiuri, & Tarique, 2012).
Over the previous decade, global and residential associations have perceived the essential requirement for their leaders to wind up skillful in culturally diverse connections. The move to a worldwide economy and the expanding expansion of the workforce in the United States bolster the progressing requirement for exploration and preparing here. Capable multicultural leaders are vital to an association's accomplishment in the global business sector. Mendenhall, (2013) gave a content understudies in administration or business and can likewise be valuable to differ qualities and improve the diplomatic skill of a.
Bersin Global Human Capital Trends 2015 clean
This document summarizes the key findings of the 2015 Global Human Capital Trends report, which surveyed over 3,300 business and HR leaders from 106 countries. The report identifies 10 major talent trends facing organizations:
1. Culture and engagement was rated the most important issue, highlighting the need for organizations to better understand and improve their culture to engage employees.
2. Building leadership remained the second most important issue, but the capability gap in developing leaders has widened, showing little progress.
3. Transforming learning and development was the third most critical challenge, but readiness to address it declined as importance rose.
4. Reinventing HR was another top issue, and both HR and business leaders rated HR's
hc-trends-2015
Global organizations face a new world of work with blurred boundaries between work and personal life, empowered employees, and rapid technological changes. This report identifies 10 trends in leading, engaging, reinventing, and reimagining the workforce based on a survey of over 3,300 business and HR leaders in 106 countries.
The top three most important trends are improving culture and engagement, developing strong leadership at all levels, and transforming learning and development. However, gaps remain between the importance of these issues and organizations' readiness to address them. Other critical trends include managing contingent and contract workers, reinventing HR, leveraging people analytics, simplifying overwhelmed work environments, and preparing for jobs to be impacted by cognitive technologies. Addressing these
Global Human Capital Trends 2015
Global organizations today must navigate a “new world of work” - one that requires a dramatic change in strategies for leadership, talent, and human resources.
Check out the Deloitte’s 2015 Global Human Capital Trends report, one of the largest longitudinal studies of talent, leadership, and HR challenges and readiness around the world.
DUP_GlobalHumanCapitalTrends2015
Global organizations face a new world of work with blurred boundaries between work and personal life, empowered employees, and rapid technological changes. This report identifies 10 trends in leading, engaging, reinventing, and reimagining the workforce based on a survey of over 3,300 business and HR leaders in 106 countries. The top trends include focusing on culture and engagement, developing leaders, transforming learning and development, and reinventing HR. However, capability gaps remain, showing more progress is needed to adapt talent practices to the changing world of work.
DUP_GlobalHumanCapitalTrends2015
Global organizations face a new world of work with blurred boundaries between work and personal life, more contingent workers, and new technologies changing the nature of jobs. This report identifies 10 trends companies must address to adapt, including a focus on culture and engagement, leadership development, and transforming learning. While these "softer" issues rank as top priorities, the research found companies made little progress in addressing capability gaps in developing leaders and transforming learning programs. Overall, the data highlights the urgent need for organizations to re-examine HR strategies and reinvent practices to better engage employees in this changing environment.
Global Human Capital Trends 2015
Global Human Capital Trends 2015.
Leading in the new world of work.
GLOBAL organizations today must navigate a “new world of work”—one that requires a dramatic change in strategies for leadership,talent, and human resources.
In this new world of work, the barriers between work and life have been all but eliminated. Employees are “always on”—hyper- connected to their jobs through pervasive mobile technology.
Global human capital trends 2015
Deloitte’s 2015 Global Human Capital Trends: one of the largest studies of talent and leadership, assessing challenges faced globally.
The Importance Of Development In Organizational...
Organizational culture has a significant impact on team development and performance. A positive culture that values collaboration, innovation and continuous learning will foster high-performing teams. As teams form and interact over time, they develop their own norms, values and ways of working that are influenced by the larger organizational culture. Leaders play a key role in shaping culture and can reinforce behaviors that support team goals. If the culture is not aligned with team objectives, it can create barriers like silos and risk aversion that prevent teams from achieving their full potential. Assessing and strategically shaping organizational culture is important for developing effective teams.
Key Characteristics Of Organizational Development In The...
Organizational development aims to improve an organization's ability to change and adapt. It involves long-term, organization-wide efforts to enhance problem-solving and renewal processes through behavioral science interventions. The text discusses Richard Beckhard's definition of the three key characteristics of organizational development as planned, organization-wide, and managed from the top to boost effectiveness through mediations in the organization's development.
Floridas Construction defect statute, F.S. 558.001 and the balance .docx
Florida's Construction defect statute, F.S. 558.001 and the balance of Chapter 558 which became effective on May 27 2003 has caused considerable confusion among construction and practitioners and contractors relating to its procedure and enforcement.
Please furnish a summary or the obligations, responsibilities and time limitations imposed on those parties required to serve notice of the defect and those parties receiving notice of the defect. Discuss both the posititve and negative aspects as it relates to both parties concerning the Mutual Exchange of Evidence, the right t Inspect the Property, Destructive Testing , The Contractor's failure to take any action, the Contractor's Failure to Honor an agreement to Make Repairs, and the time limits to complete promised repairs.
Finally, provide a conclusion regarding the effectiveness of this statute and its benefit(s), if any, to the construction industry and the homeowner.
.
FLORIDA NATIONAL UNIVERSITYRN-BSN PROGRAMNURSING DEPARTMENTN.docx
FLORIDA NATIONAL UNIVERSITY
RN-BSN PROGRAM
NURSING DEPARTMENT
NUR4636 – COMMUNITY HEALTH NURSING
COMMUNITY HEALTH ASSESSMENT/WINSHIELD SURVEY
PROF. EDDIE CRUZ, RN MSN
GUIDELINES:
Also, you must present a table as an appendix with the following topics and description;
· Community description.
· Community health status (can be obtain from the department of health).
· The role of the community as a client.
· Healthy people 2020, leading health indicators in your community.
· The age, nature, and condition of the community’s available housing
· Infrastructure needs – roads, bridges, streetlights, etc.
· The presence or absence of functioning businesses and industrial facilities
· The location, condition, and use of public spaces
· The amount of activity on the streets at various times of the day, week, or year
· The noise level in various parts of the community
· The amount and movement of traffic at various times of day
· The location and condition of public buildings – the city or town hall, courthouse, etc.
· Transportation
· Race and ethnicity
· Open spaces
· Service centers
· Religion and politics
The assignment will be posted in both the discussion tab of the blackboard under the forum title “Community assessment” and in the SafeAssign exercise in the assignment tab. The assignment is due on Sunday, May 24, 2020 @ 11:59 and then I will open for you to review your peers and post two replies about their assessment. The value of the replies is 20 points (10 points for each reply).
The due date to post the assignment in on Sunday, May 24, 2020 @ 11:59 PM and for the replies on Wednesday, May 27th, 2020. After the 24th only the replies will be accepted.
This assignment has a total value of 100 points, 80 for the survey and the replies 20 points. I will be monitoring plagiarism very closely.
If you have any question you can contact me via FNU email.
Discussion-3
by Vijay Manohar - Tuesday, May 19, 2020, 8:08 PM
What are the business costs and risks of poor data quality?
Every company, Analytics should be executed on Standard data and it should be made mandatory. Poor Data Quality will have an adverse effect on the performance, ideologies, and also master plan of the company. In the Performace factor, Poor Data Quality end up in price rise, workers at the end of the day won't feel happy with their job. As a direct proportion, this would end up in customers not being happy with our product. They order a product and it ended up in delivering to a different address. The main disadvantage is we end up losing in all ways and correcting poor data quality involves a lot of dollars and hours getting wasted.(Redman, T. C., 1998)(Celko, J., 1995)(Davenport, T.H., 1997)
What is Data Mining?
Data Mining is a technology used in order to filter the data and pull out the knowledge from the dataset. The mechanism involved in order to pull out meaningful information which is mixed along with raw data present in unlike datasets across, unlike dat.
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and here is anotherWhether you are a manager, a potential future m.docx
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Whether you are a manager, a potential future manager, or an employee within an organization, you will benefit from becoming competent in the four functions of management.
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ontrolling. You also practiced with these four functions in your Learning Activity. Think about a time in your work, or in your personal or school experience where you have used all four functions of management. You may choose different experiences if no one experience covered all functions.
Checklist:
Describe that experience to your classmates using research support from the text or another viable source (you may not use Wikipedia).
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Management versus Leadership Leadership means a person could be alone in his or her initial vision, and it implies some risk. These people are innovators. Their job is to inspire others to see and believe in the vision and goals of the organization or initiative.
Management means responsibility for administration of a plan or carrying out the plan or initiative through others. Leadership…What is it? According to Dubrin (2010), leaders inspire others to follow them in realizing goals. Depending on the organization or team of people being led, the definition can have different nuances. A famous U.S. football quarterback once said that a leader is the one willing to “take the blame” (as cited in Dubrin, 2010, p. 3). Leaders can move whole nations to action. One example of this is Winston Churchill’s famous radio broadcasts (as Prime Minister) in the United Kingdom during World War II (1939– 1945). On the brink of defeat in the campaign against Germany, Churchill refused to be conquered or accept anything less than total surrender from the enemy. His broadcasts and speeches inspired the entirety of the nation to keep on fighting. However, Churchill also risked ridicule at the very beginning of the war when he warned the public of the threat of Hitler’s ambitions in Europe. Sometimes a leader can be a visionary such as Steve Jobs at Apple®. Jobs pioneered a vision of streamlined products that interacted in a user-friendly manner. His penchant for simplified or sleek design of the company products in response to consumer needs drove industry growth and inspired competitors.
References Dubrin, A. J. (2010). Leadership: Research findings, practice, and skills (6th ed.). Mason, OH: Cengage.
Leadership Skills Executive skills needed by leaders according to Hackman and Walton (1986) are: being able to see and communicate the big picture or the end goal to others, negotiating for needed resources, making good decisions .
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classmate 1Health SectorChin and Trimble (2015) explaine.docx
classmate 1
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Chin and Trimble (2015) explained that leaders in the health sector are generally focused on affordable healthcare, quality insurance, and reduced health care spending. More specifically the mission of a health organization is cost, quality, and access. Issues within healthcare in the 21st century has increased patient volume in hospitals or doctor’s offices. This can result in increased profits for healthcare organizations because the more frequent patients are visiting and screened for a plethora of testing, the health organization capitalizes at the patient’s expense. Furthermore, health organizational issues are ever-present with providers that target a healthier population. This means that those who do not have preexisting health conditions have lower premiums or deductibles. The Affordable Health Care Act released in 2010 was developed to help create a balance for everyone. This policy was developed to help protect all individuals and avoid discrimination against those with disabilities or other health-related issues and to provide accessible healthcare to everyone. While there are still issues with the U.S. healthcare system, there are some health providers and organizations that exhibit a caring leadership style to protect individuals. I do believe that this style of caring brings a humanistic approach to leading in the healthcare industry and over time, people can trust their healthcare system. I also believe that transparency is key for all populations.
Corporate Sector
Historically the corporate sector has focused on profits and losses. The leaders in this environment are performance and task-oriented. This type of leadership style has also received undertones of autocratic behaviors. In some cases like factories, this is well received because internal constituents appreciate the directives and clarity of knowing exactly what to do. In other cases, it has been less humanistic and consumer needs are forgotten about. In the 21st century, customer service, product availability, and quality are increasingly more important. Performance and task completion are still at the top of the leaders' list, however, corporate leaders are taking on more of a diversity and inclusion perspective towards their leadership to better serve people from all backgrounds. Diversity enhances workplace teams for creativity. This mindset also produces social responsibility among companies. Corporate structures are learning to do business domestically and globally from a culturally competent approach (Chin & Trimble, 2015).
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Chin and Trimble (2015) found that higher education environments dedicate their mission to creating knowledge and training students to becoming contributing citizens in society. Educational institutions place a community-centered mission on diversity. Chin and Trimble (2015) stated: “Speaking from a feminist perspective, the primary defining trait of successful universities will be.
Levels Of Security Risks And Methods Of Mitigation
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Chapter 15Cited Cascio, W. F., & Aguinis, H. (2019). Applied p
Chapter 15:
Cited: Cascio, W. F., & Aguinis, H. (2019). Applied psychology in talent management (8th ed.). Retrieved from https://www.vitalsource.com
15 Training and Development Considerations in Design
Wayne F. Cascio, Herman Aguinis
Learning Goals
By the end of this chapter, you will be able to do the following:
15.1 Identify key factors that are driving the demand for well-designed and well-executed programs of workplace learning
15.2 Explain what training and development activities are
15.3 Illustrate the fundamental requirements of sound training practice
15.4 Assess training needs and specify training objectives
15.5 Describe features of the learning environment that facilitate learning and transfer
15.6 Specify key elements of successful team training
15.7 Incorporate classic principles of learning into all training designs
15.8 Integrate key elements that will maximize positive transfer of training to the job
Factors Driving the Increasing Demand for Workplace Training
Change, growth, and development are facts of organizational life. Young people entering the workforce today typically change jobs at least seven times by their late 20s as they strive to figure out what they like, what they are good at, and where they can fit in and stand out (Hirsch, 2016). At the same time, as we noted in more detail in Chapter 1, the number as well as the mix of people available to work are changing rapidly. Globally, there will be many more older than younger people (“The first world is aging,” 2015; Qi, 2017), and in the United States, by 2040 the non-Hispanic white population will drop below 50% (Toossi, 2012).
These workforce dynamics have two major implications for employers. First, since products and services can be copied, the ability of a workforce to innovate, refine processes, solve problems, and form relationships becomes an organization’s only sustainable advantage. Attracting, retaining, and developing people with critical competencies is vital for success. Second, the task of managing a culturally diverse workforce, of harnessing the motivation and efforts of a wide variety of workers, will present a continuing challenge. Ongoing training and development initiatives are critical to meeting the need for competent, well-functioning workforces. The following four trends are driving the demand for well-designed and well-executed programs of workplace learning (Cascio, 2017):
Growing demands for personal and professional development. Among young adults, the most important feature they look for in a new job is the opportunity for continuous learning (Hirsch, 2016). From the perspective of organizations, surveys indicate a strong desire for employees who can “plug and play”—that is, perform with minimal on-the-job training. Unfortunately, only 11% of employers report that they have found such recruits (Abadzi, 2016; Coy, 2014; Weber, 2014). In addition to technical skills, employers are looking for p ...
Week Five LectureLearning and Managing KnowledgeA learning.docx
Week Five Lecture
Learning and Managing Knowledge
A learning organization is an organization that acquires and manages knowledge. They are innovative and flexible, which allows for survival in an ever-evolving environment. A true learning organization creates a culture that promotes, supports, and encourages learning in addition to collaboration and the generation of new ideas. Such an environment allows for mistakes, places value on employee contributions, and nurtures the desire to learn. It is through experience and experimentation that organizations learn, acquire, and maintain knowledge.
The specific steps in becoming a Learning Organization, according to Greenberg (2013), are organizations must establish a commitment to change, be willing to adopt an informal organizational structure and develop an open organizational culture where risk-taking is welcome. All organizations learn and change; however, the key to learning and changing is to do so willingly and proactively. Motorola is a good example of a learning organization, as they work to move beyond their old mindset and strive to make forward-thinking changes. Motorola has received the Malcolm Baldridge Award for Quality and the top learning award from ASTD (American Society for Training & Development). With over 60,000 employees, they strive to maintain their innovative, cutting-edge commitment to learning. While there are many facets to their success, one of them is Motorola extends training programs to every employee in their organization, where most organizations reserve training funds for key employees.
Pasher & Ronen (2011), O’Dell & Hubert (2011), and Senge (2006) agree that learning and knowledge management is critical to an organization’s success. Learning and knowledge can be measured through maturity, levels, and specific components such as resources, leadership, change management, communication, IT, and so forth.
The U.S. workforce is now comprised of four different generational cohort groups, each with its own history, value-shaping experiences, and motivational patterns. Gravett and Throckmorton (2007) reported the striking difference in the mindsets, motivations, and behaviors of these four generations in the workforce have the potential to bring both challenges and opportunities to the organizations they serve.
The four generational cohorts in today’s workforce include:
· Silent Generation, also known as the Veterans, born between 1925 and 1945, who comprise 7.5% of today’s workforce
· Baby Boomers, born between 1946 and 1964, who comprise 42.0% of the workforce
· Generation X, born between 1965 and 1977, who comprise 29.5% of the workforce;
· Generation Y, also known as the Millennials, born between 1978 and 1989, who comprise 21.0% of the workforce today (Martin & Tulgan, 2002)
That makes the Baby-Boomer generation anywhere between 49 and 67 years old. How is your organization managing knowledge and continuing to learn?
References:
Gravett, L., & Throckmorton ...
You have asked people to rate a product on a 1 to 10 scale. You ha.docx
You have asked people to rate a product on a 1 to 10 scale. You have divided your results into two samples: people from urban areas, and people from rural areas. You wish to show that there is a difference between the two groups in how they rate the product. You have no prior belief about which will be more than the other, however. The appropriate statistical test in Excel produces the results shown below. Answer these questions:
(a) State the null hypothesis and the alternative hypothesis. Be sure it is clear which you are saying is the null and which is the alternative.
(b) Which statistical test is appropriate? [Your choices are one mean, one proportion, two means for related samples, two means for independent samples, or two proportions]
(c) Can you conclude that there is a difference between the two groups? Explain why or why not.
Introduction
Global leaders are a rising class of leaders that are capable of working in universal and global connections. Introductory exploration demonstrates that global leaders are a remarkable breed with identifiable attributes (Mendenhall, 2013). They have a particular interest in the world and enthusiasm for individuals is not the same as themselves. This hobby motivates visionary activities and associations that encompass national limits. Besides, genuine global leadership perceives the effect of their activities on surrounding groups and the entire society. They comprehend that individual success is subordinate upon the thriving of others and that they assume a part in changing their organizations, as well as the social orders in which they work. Osland, Oddou, Bird, & Osland, (2013) Shows worldwide pioneers conceived, as well as can make. Global leadership gets to be who they are by developing specific methods for taking a gander at the world, contemplating issues and opportunities and acting with respectability in a quest for arrangements. Research demonstrates that global pioneers offer three typical qualities: they have a collective mentality that permits them to unite cross-culture over limits, they are international business people headed to make new solutions and seize opportunities, and they are universal nationals enlivened to add to the groups they touch. Initiative in a various and multicultural environment: creating mindfulness, learning, and abilities (Caligiuri, & Tarique, 2012).
Over the previous decade, global and residential associations have perceived the essential requirement for their leaders to wind up skillful in culturally diverse connections. The move to a worldwide economy and the expanding expansion of the workforce in the United States bolster the progressing requirement for exploration and preparing here. Capable multicultural leaders are vital to an association's accomplishment in the global business sector. Mendenhall, (2013) gave a content understudies in administration or business and can likewise be valuable to differ qualities and improve the diplomatic skill of a.
Bersin Global Human Capital Trends 2015 clean
This document summarizes the key findings of the 2015 Global Human Capital Trends report, which surveyed over 3,300 business and HR leaders from 106 countries. The report identifies 10 major talent trends facing organizations:
1. Culture and engagement was rated the most important issue, highlighting the need for organizations to better understand and improve their culture to engage employees.
2. Building leadership remained the second most important issue, but the capability gap in developing leaders has widened, showing little progress.
3. Transforming learning and development was the third most critical challenge, but readiness to address it declined as importance rose.
4. Reinventing HR was another top issue, and both HR and business leaders rated HR's
hc-trends-2015
Global organizations face a new world of work with blurred boundaries between work and personal life, empowered employees, and rapid technological changes. This report identifies 10 trends in leading, engaging, reinventing, and reimagining the workforce based on a survey of over 3,300 business and HR leaders in 106 countries.
The top three most important trends are improving culture and engagement, developing strong leadership at all levels, and transforming learning and development. However, gaps remain between the importance of these issues and organizations' readiness to address them. Other critical trends include managing contingent and contract workers, reinventing HR, leveraging people analytics, simplifying overwhelmed work environments, and preparing for jobs to be impacted by cognitive technologies. Addressing these
Global Human Capital Trends 2015
Global organizations today must navigate a “new world of work” - one that requires a dramatic change in strategies for leadership, talent, and human resources.
Check out the Deloitte’s 2015 Global Human Capital Trends report, one of the largest longitudinal studies of talent, leadership, and HR challenges and readiness around the world.
DUP_GlobalHumanCapitalTrends2015
Global organizations face a new world of work with blurred boundaries between work and personal life, empowered employees, and rapid technological changes. This report identifies 10 trends in leading, engaging, reinventing, and reimagining the workforce based on a survey of over 3,300 business and HR leaders in 106 countries. The top trends include focusing on culture and engagement, developing leaders, transforming learning and development, and reinventing HR. However, capability gaps remain, showing more progress is needed to adapt talent practices to the changing world of work.
DUP_GlobalHumanCapitalTrends2015
Global organizations face a new world of work with blurred boundaries between work and personal life, more contingent workers, and new technologies changing the nature of jobs. This report identifies 10 trends companies must address to adapt, including a focus on culture and engagement, leadership development, and transforming learning. While these "softer" issues rank as top priorities, the research found companies made little progress in addressing capability gaps in developing leaders and transforming learning programs. Overall, the data highlights the urgent need for organizations to re-examine HR strategies and reinvent practices to better engage employees in this changing environment.
Global Human Capital Trends 2015
Global Human Capital Trends 2015.
Leading in the new world of work.
GLOBAL organizations today must navigate a “new world of work”—one that requires a dramatic change in strategies for leadership,talent, and human resources.
In this new world of work, the barriers between work and life have been all but eliminated. Employees are “always on”—hyper- connected to their jobs through pervasive mobile technology.
Global human capital trends 2015
Deloitte’s 2015 Global Human Capital Trends: one of the largest studies of talent and leadership, assessing challenges faced globally.
The Importance Of Development In Organizational...
Organizational culture has a significant impact on team development and performance. A positive culture that values collaboration, innovation and continuous learning will foster high-performing teams. As teams form and interact over time, they develop their own norms, values and ways of working that are influenced by the larger organizational culture. Leaders play a key role in shaping culture and can reinforce behaviors that support team goals. If the culture is not aligned with team objectives, it can create barriers like silos and risk aversion that prevent teams from achieving their full potential. Assessing and strategically shaping organizational culture is important for developing effective teams.
Key Characteristics Of Organizational Development In The...
Organizational development aims to improve an organization's ability to change and adapt. It involves long-term, organization-wide efforts to enhance problem-solving and renewal processes through behavioral science interventions. The text discusses Richard Beckhard's definition of the three key characteristics of organizational development as planned, organization-wide, and managed from the top to boost effectiveness through mediations in the organization's development.
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Shared Leadership: A Tool for Innovation, Engagement, and Inclusion
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Week Five LectureLearning and Managing KnowledgeA learning.docx
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You have asked people to rate a product on a 1 to 10 scale. You ha.docx
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Florida's Construction defect statute, F.S. 558.001 and the balance of Chapter 558 which became effective on May 27 2003 has caused considerable confusion among construction and practitioners and contractors relating to its procedure and enforcement.
Please furnish a summary or the obligations, responsibilities and time limitations imposed on those parties required to serve notice of the defect and those parties receiving notice of the defect. Discuss both the posititve and negative aspects as it relates to both parties concerning the Mutual Exchange of Evidence, the right t Inspect the Property, Destructive Testing , The Contractor's failure to take any action, the Contractor's Failure to Honor an agreement to Make Repairs, and the time limits to complete promised repairs.
Finally, provide a conclusion regarding the effectiveness of this statute and its benefit(s), if any, to the construction industry and the homeowner.
.
FLORIDA NATIONAL UNIVERSITYRN-BSN PROGRAMNURSING DEPARTMENTN.docx
FLORIDA NATIONAL UNIVERSITY
RN-BSN PROGRAM
NURSING DEPARTMENT
NUR4636 – COMMUNITY HEALTH NURSING
COMMUNITY HEALTH ASSESSMENT/WINSHIELD SURVEY
PROF. EDDIE CRUZ, RN MSN
GUIDELINES:
Also, you must present a table as an appendix with the following topics and description;
· Community description.
· Community health status (can be obtain from the department of health).
· The role of the community as a client.
· Healthy people 2020, leading health indicators in your community.
· The age, nature, and condition of the community’s available housing
· Infrastructure needs – roads, bridges, streetlights, etc.
· The presence or absence of functioning businesses and industrial facilities
· The location, condition, and use of public spaces
· The amount of activity on the streets at various times of the day, week, or year
· The noise level in various parts of the community
· The amount and movement of traffic at various times of day
· The location and condition of public buildings – the city or town hall, courthouse, etc.
· Transportation
· Race and ethnicity
· Open spaces
· Service centers
· Religion and politics
The assignment will be posted in both the discussion tab of the blackboard under the forum title “Community assessment” and in the SafeAssign exercise in the assignment tab. The assignment is due on Sunday, May 24, 2020 @ 11:59 and then I will open for you to review your peers and post two replies about their assessment. The value of the replies is 20 points (10 points for each reply).
The due date to post the assignment in on Sunday, May 24, 2020 @ 11:59 PM and for the replies on Wednesday, May 27th, 2020. After the 24th only the replies will be accepted.
This assignment has a total value of 100 points, 80 for the survey and the replies 20 points. I will be monitoring plagiarism very closely.
If you have any question you can contact me via FNU email.
Discussion-3
by Vijay Manohar - Tuesday, May 19, 2020, 8:08 PM
What are the business costs and risks of poor data quality?
Every company, Analytics should be executed on Standard data and it should be made mandatory. Poor Data Quality will have an adverse effect on the performance, ideologies, and also master plan of the company. In the Performace factor, Poor Data Quality end up in price rise, workers at the end of the day won't feel happy with their job. As a direct proportion, this would end up in customers not being happy with our product. They order a product and it ended up in delivering to a different address. The main disadvantage is we end up losing in all ways and correcting poor data quality involves a lot of dollars and hours getting wasted.(Redman, T. C., 1998)(Celko, J., 1995)(Davenport, T.H., 1997)
What is Data Mining?
Data Mining is a technology used in order to filter the data and pull out the knowledge from the dataset. The mechanism involved in order to pull out meaningful information which is mixed along with raw data present in unlike datasets across, unlike dat.
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FLORIDA’S ENDANGERED AND THREATENED
SPECIES
Updated January 2016
FLORIDA FISH AND WILDLIFE CONSERVATION COMMISSION
Florida’s Endangered and Threatened Species List 1
CONTENTS
PREFACE ...................................................................................................................................... 2
NUMERICAL SUMMARY OF SPECIES ................................................................................. 4
OFFICIAL LISTS ......................................................................................................................... 5
VERTEBRATES ....................................................................................................................... 5
FISH ....................................................................................................................................... 5
AMPHIBIANS....................................................................................................................... 5
REPTILES ............................................................................................................................. 5
BIRDS .................................................................................................................................... 6
MAMMALS........................................................................................................................... 7
INVERTEBRATES .................................................................................................................. 8
CORALS ................................................................................................................................ 8
CRUSTACEANS................................................................................................................... 9
INSECTS ............................................................................................................................... 9
MOLLUSKS .......................................................................................................................... 9
KEY TO ABBREVIATIONS AND NOTATIONS .................................................................. 10
SPECIES ADDED, REVISED, OR REMOVED SINCE 2010 ............................................... 11
Florida’s Endangered and Threatened Species List 2
PREFACE
This document consolidates the official State of Florida’s Endangered and Threatened
Species List of wildlife. The Florida Fish and Wildlife Conservation Commission (FWC)
maintains the state list of animals designated as Federally-designated Endangered or Threatened,
State-designated Threatened, or State-designated Species of Special Concern, in accordance with
Rules 68A-27.003, and 68A-27.005, respectively, Florida Administrative Code (F.A.C.),
https://www.flrules.org/Default.asp.
On November 8, 2010 new Threatened species rules approved by the Commission went
into effect (https://www.flrules.org.
Florida National UniversityNursing DepartmentBSN Program.docx
Florida National University
Nursing Department
BSN Program
NUR 4636-Community Health Nursing
Prof. Eddie Cruz, RN MSN
Please choose one infectious disease or communicable disease and present a 1,000 words essay including the follow;
Name of the disease including agents that cause Infectious/Communicable Disease, the mode of contamination or how it is spread.
The modes of prevention applying the three levels of prevention with at least one example of each one.
Prevalence and control of the condition according to the Center for Disease Control and Prevention (CDC) including morbidity and mortality.
Implications of the disease in the community and the role of the community health nurse in the control and prevention of the disease.
The essay must be presented in a Word Document, APA format, Arial 12 font attached to the forum in the tab of the Discussion Question title “Infections/Communicable disease essay” and in the assignment tab under the exercise title “SafeAssign infectious/communicable disease”. A minimum of 3 references no older than 5 years must be used. If you use any reference from any website make sure they are reliable sites such as CDC, NIH, Institute of Medicine, etc.
There is a rubric attached to the assignment for your guidance.
Below please see the definitions of infectious disease and communicable disease. They are similar but differ in some characteristics.
Infectious diseases
are disorders caused by organisms — such as bacteria, viruses, fungi or parasites. Many organisms live in and on our bodies. They're normally harmless or even helpful. But under certain conditions, some organisms may cause
disease
. Some
infectious diseases
can be passed from person to person.
Communicable
, or infectious
diseases
, are caused by microorganisms such as bacteria, viruses, parasites and fungi that can be spread, directly or indirectly, from one person to another. Some are transmitted through bites from insects while others are caused by ingesting contaminated food or water.
.
Florida National UniversityBiomedical Ethics Assignment Week 2.docx
Florida National University
Biomedical Ethics: Assignment Week 2
Student PowerPoint Presentation Chapter 2
Objectives: The presentation project has more than a few objectives. It involves students to spread over impressions from It changes options for reproductive choices, It can separate roles of genetic mother and gestational mother, the social mother may be different from either of the above. The progression to recognize and analysis circumstances Decision points have also multiplied, Many steps can be completed in the lab which, allows different decision points about having a baby, We are not prepared to deal with all of the changes conceptually, emotionally or ethically. In accumulation, the student will be able to categorize a variety of individual’s rights by allied health professionals.
Format and Guidelines: The student will produce a Power Point Presentation from Chapter 2 of the Textbook and the Article related to Week 3 (Choose your desire topic form these chapters).The Presentation should have a minimum of 12 slides, including Title Page, Introduction, Conclusion, and References.
The student must use other textbooks, research papers, and articles as references (minimum 3).
Due date: Sunday, March 15, 2020 at 11:30PM.
Originality: Turnitin submission required
EACH POWEROIINT SHOULD INCLUDE THE FOLLOWING:
1. Title Page: Topic Name, Student Name
2. Introduction: Provide a brief synopsis of the meaning (not a description) of the topic you choose, in your own words
3. Content Body: Progress your theme, provide Material, illustrations and Diagram to explain, describe and clarify the Topic you choose.
4. Conclusion: Briefly summarize your thoughts & conclusion to your critique of the articles and Chapter you read.
5. References: The student must use other textbooks, research papers, and articles as references (minimum 3).
ASSIGNMENT DUE DATE:
The assignment is to be electronically posted in the Assignments Link on Blackboard no later than noon on Sunday, March 15, 2020.
Dr. Gisela Llamas
Florida National University
Grading Sheet
Student Name __________________________________ Date_____________________
Category
Possible Points
Actual Points
Presentation style and content.
3
Distributed bibliography w/ 3 additional readings
2
Inclusion of diversity content Pictures, Graphic, etc.
2
Length: Minimum 12 slides
1
Required Format
2
TOTAL
10
Dr. Gisela Llamas
ASSIGNMENT GRADING SYSTEM
A
90% - 100%
B+
85% - 89%
B
80% - 84%
C+
75% - 79%
C
70% - 74%
D
60% – 69%
F
50% - 59% Or less.
Dr. Gisela Llamas
Chapter Two
Principles of Health Care Ethics
1
2
Principles of Ethics
Extends your foundation of ethics.
Gives you ways to apply ethics to practical situations.
The four most often used in health care are nonmaleficience, beneficence, autonomy, and justice.
3
3
Nonmaleficience
Sometimes this is translated as “first do no harm”.
Ethical theories define harm in di.
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Flood Stories
"The Epic of Gilgamesh" (Norton 54-109) and "Noah and the Flood" (Norton 122-126).
Write a 5-6 page paper (plus Works Cited) on the different depictions of flood stories in antiquity.
Include paraphrases, quotes, and in-text citations to provide evidence for your argument.
double-spaced, 12-point, Times New Roman, in MLA formatting style
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FLICKERING SNAPSHOT
OF YAHOO S FUTURE
MYSPACES BIC PLAN
(STOP LAUGHING)
INNOVATING IN
MICROSOFT'S GARAGE
FIVE TRUTHS THAT EXPLAIN
WITH THE QUINTESSENTIALLY
PHOTO ILLUSTRATION BY JOE ZEFF DESIGN APRIL 2013 FASTC0MPANY.COM 35
NEXT
Could it be that Apple's best quarter
ever—and the second most profitable in
U.S. corporate history, at $13.1 billion—is
a head-for-the-hills disaster? With mar-
gins declining and no imminent "in-
sanely greaf new products (as Steve Jobs
liked to call them), has the age of Apple
come abruptly to an end?
To understand whaf s happening with
Apple, it's prudent to step back from the
noise of Wall Street and recognize five
essential truths about Apple's success.
TRUTH NO. I: Apple has never been a non-
stop, new-product machine.
Apple's stock wouldn't have plunged if
expectations, financial and otherwise,
hadn't been so high. Apple is the market's
most emotionally driven brand, "the
Super Bowl for stock lunatics," as Stock-
TWits CEO Howard Lindzon puts it. Every
tech blogger, hedge-fund manager, and
fan has a fervent opinion about it. We
have been emotionally conditioned to
believe in Apple's game-changing powers.
Apple thrived on this attention and
the belief that the next revolutionary
product was coming: iPod, iPhone, iPad.
What is too easily forgotten is that Apple's
quantum leaps were never fast and furi-
ous. We forget that six years separated
the launches of the iPod and the iPhone,
The marvel of Apple has been
its seemingly inexhaustible
capacity to pummel consumers
again and a jiain with
product refinements.
and three years came between the iPhone
and iPad. What is more, the pace of adop-
tion of these products, meteoric of late,
was not always so. The iPad took two
years to sell 100 million units; the iPhone
nearly four years; the iPod six.
Is there impatience about what's
coming next? Of course. Wall Street is
indignant that Apple hasn't announced
a wearable computer, say, or a voice-
controlled TV As Lindzon says, "Apple's
problem is that it can't dance to what Wall
Street wants." But, frankly, it never has.
TRUTH NO. 2: The real driver of Apple's
success has been incremental
innovation.
If the magic of Steve Jobs was his aptitude
for conceiving new product categories,
the marvel of Apple has been its seem-
ingly inexhaustible capacity to pummel
consumers again and again with product
refinements. Apple has earned a distinc-
tive reputation for thriving with only a
handful of products; often overlooked is
how many different versions of these few
products Apple continually rolls out.
The Apple gadgets we know and love
today are markedly different from their
first iterations. Yes, the 2001 launch of
the iPod marked the beginning of a
revolution in how we consume music.
But most forget that iPod sales didn't
explode until 2005, when Apple released
the Nano. Apple released two dozen ver-
sions of the iPod—including generations
of the Classic, Nano, Mini, Shuffle, Touch,
even one branded and di.
Florida Department of Corrections- Suggested Action or Change Outlin.docx
Florida Department of Corrections- Suggested Action or Change OutlineAndersen Dupiton, Lawrence Yarbrough, Patricia Sanchez, Grace Acevedo, Wendi Boyd
CJA 475
May 13, 2019Dr. Jacquelyn Bradway
Florida Department of Corrections- Suggested Action or Change
The Strategy Change Cycle develops into a strategic management procedure. Not just a strategic planning process, to the degree that it is used to connect preparation and implementation and to achieve a business in a strategic method on a continuing basis. The total reason and point of strategic management are to grow a ongoing pledge to the task and vision of the company together within and in the sanctioning atmosphere, cultivate a philosophy that recognizes and supports the task and vision, and will uphold a strong attention of the establishment’s strategic outline during all its conclusionary developments and actions.
Florida Department of corrections has 143 facilities statewide, including 50 major institutions, 17 annexes, seven private prisons that are over seen by the Florida Department of Management Services, 34 work camps, three re-entry centers, two road prisons, two road prisons one forestry camp, one basic training camp, 12 FDC operated work release centers and 16 more work release centers that are operated by different vendors. Institutions are geographically grouped in four regions. The Florida Department of corrections is dedicated to transforming lives one at a time and to do this they must continue to change.
1) Changes in management
2) increase in pay and benefits
3) Job Security and advancement
4) Stressful and under appreciated
5) Develop a better workplace culture
6) Innovation
Working with inmates daily can be a difficult and developing a positive work environment, changing the organization culture and promoting healthy relationships between co- workers, can help change the face of the Florida Department of Corrections.
Chief of Staff
· To reinforce partnerships with Florida’s colleges and universities for the provision of research in the area of corrections.
· To continue to host our Community Partnership meetings to strengthen ties to local stakeholders and community organizations
· Enhance internal Department communications
Director of Legislative Affairs
· To continue to encourage the development of local criminal justice partnerships.
Regional Directors (Institutions and Community Corrections)
· To ensure partnerships with Florida’s colleges and universities for the utilization of interns for the State correctional system
· To establish collaborative partnerships with local law enforcement, community service providers, businesses, and other appropriate entities.
Deputy Assistant Secretary of Institutions
· To comply with Department audit standards addressing Public and staff safety.
· Maintain an effective emergency management system and resources to respond to institutional emergencies.
· Ensure safety equipment is available for all institutional c.
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Flora Smith and Harry Smith have one child. 10-year-old Mary Smith. Flora and Harry are separated. Flora wants supervised visitation of Mary by Harry Smith because he often misses child-support payments and has a girlfriend who is an alcoholic. Flora is afraid that if Harry takes Mary to his home, she will be exposed to drinking. How should the court rule?
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Flexible Budgeting and Analysis of Overhead CostsChapt.docx
Flexible Budgeting and Analysis of Overhead Costs
Chapter 11
Copyright © 2011 by The McGraw-Hill Companies, Inc. All rights reserved.
McGraw-Hill/Irwin
Chapter 11: Flexible Budgeting and Analysis of Overhead Costs
Learning Objective 11-1 – Distinguish between static and flexible budgets and explain the advantages of a flexible overhead budget.
10-*
Helen (H) - Slide 2 NN
For format consistency, changed the colon after the number '11-1' to a period.
Learning Objective 11-1. Distinguish between static and flexible budgets and explain the advantages of a flexible overhead budget.
Flexible Budgets
Static budgets are prepared for a single, planned level of activity.
Performance evaluation for overhead is difficult when actual activity differs from the planned level of activity.
Hmm! Comparing
static budgets
with actual costs
is like comparing
apples and oranges.
11-*
Static budgets are prepared for a single, planned level of activity.
Performance evaluation for overhead is difficult when actual activity differs from the planned level of activity.
Since direct material and direct labor are traceable to products, it is straightforward to determine standard costs for these inputs.
But to compare overhead costs at the budgeted level of activity to actual overhead costs at some other level of activity, is like comparing apples and oranges. (LO 11-1)
Static Budgets and
Performance Reports
11-*
U = Unfavorable variance
Cheese Company was
unable to achieve the
budgeted level of activity.
Cheese Company was unable to produce at the budgeted level of activity.
There were only 8,000 machine hours actually used as opposed to the 10,000 hours budgeted.
Therefore, there was a 2,000 hour unfavorable variance. (LO 11-1)
Static Budgets and
Performance Reports
Since cost variances are favorable, have
we done a good job controlling costs?
11-*
F = Favorable variance since actual costs
are less than budgeted costs.
Because there was less production, the variable overhead costs were less.
This caused a favorable variance.
But does a favorable cost variance indicate that Cheese Company has done a good job controlling costs? (LO 11-1)
I don’t think I can
answer this question
using a static budget.
Static Budgets and
Performance Reports
11-*
I do know that
actual activity is below
budgeted activity which
is unfavorable.
But shouldn’t variable costs
be lower if actual activity
is below budgeted activity?
Cheese Company cannot determine how well overhead costs have been controlled using a static budget.
When actual activity is different from the budgeted activity, variable costs should also be different.
This is because variable costs vary with the level of activity.
If static budgets do not provide the answer to controlling overhead, what does? (LO11-1)
Static Budgets and
Performance ReportsThe relevant question is . . .
“How much of the favorable cost variance is.
Flashing Light BulbDeliverablescreate a single flashin.docx
Flashing Light Bulb
Deliverables
create a single flashing lightbulb in center of screen
click on a button under the lightbulb to start
the bulb should flash for 20 seconds
Display the count of seconds
Due Thursday 3rd June at 10:00am
.
Flag question Question 1 Question 1 1ptsWhat two colo.docx
Flag question: Question
1
Question 1 1
pts
What two colors of light would you combine to make the color yellow?
Group of answer choices
red and green
red and blue
green and blue
red, green, and blue
Flag question: Question 2
Question 2 1
pts
When we look into the night sky, we are literally looking ....
Group of answer choices
into a black hole
into a worm hole
into the future
into the past
Flag question: Question 3
Question 3 1
pts
The number of waves passing a point each second is the ....
Group of answer choices
wavelength
frequency
period
amplitude
Flag question: Question 4
Question 4 1pts
Each pixel acts kind of like a ...
Group of answer choices
flashlight
lens
solar panel
telescope
Flag question: Question 5
Question 5 1
pts
Which of the four observatories you explored had the worst light pollution?
Group of answer choices
Kitt Peak National Observatory
McDonald Observatory
Mauna Kea
Griffith Observatory
Flag question: Question 6
Question 6 1
pts
What is the typical dynamic range of an astronomical image?
Group of answer choices
4:1
60,000:1
256:1
10,000:1
Flag question: Question 7
Question 7 1
pts
How can you increase the resolution of a telescope?
Group of answer choices
use digital cameras instead of film cameras
increase the magnification
increase the aperture/size of the telescope
decrease the light pollution
Flag question: Question 8
Question 8 1
pts
Light pollution has been linked to which of the following? (Select all that apply)
Group of answer choices
Survival of specific bat species
Sea turtle hatchling survival rates
Negative changes to bird migration
Breast cancer rates in women
Flag question: Question 9
Question 9 1
pts
In the sky, you see a red star and a blue star. Which one is hotter?
Group of answer choices
The red star
They are probably the same temperature
The blue star
The answer will depend on how far away the stars are
Flag question: Question 10
Question 10 1
pts
An an object gets hotter, it will ....
Group of answer choices
slowly get dimmer
quickly get brighter
quickly get dimmer
slowly get brighter
Flag question: Question 11
Question 11 1
pts
The discovery of light "beyond the rainbow" is attributed to which scientist?
Group of answer choices
Isaac Newton
Ludwig Boltzmann
Josef Stefan
William Herschel
Flag question: Question 12
Question 12 1
pts
What is the temperature of a star (in Kelvin) if its peak wavelength is 1,200 nm (that is, 1200 x 10^-9 m)?
Flag question: Question 13
Question 13 1
pts
As an object gets hotter, its spectrum will move toward the _________ end of the spectrum.
Group of answer choices
red
yellow
green
blue
Flag question: Question 14
Question 14 1
pts
The freezing point of water corresponds to ...
Group of answer choices
32 K
273 K
- 32 K
0 K
Flag question: Question 15
Question 15 1
pts
In order for an electron to move from one .
Flag question Question 1 Question 1 1ptsIf the Sun .docx
Flag question: Question
1
Question 1 1
pts
If the Sun were suddenly moved 5 times further away. How many times fainter would it be?
Flag question: Question 2
Question 2 1
pts
If the distance to a star was suddenly cut in half, how many times brighter would the star appear?
Flag question: Question 3
Question 3 1
pts
Two stars appear the same brightness in the sky, but Star A is three times farther away than Star B. How many times more energy is Star A giving off than Star B?
Flag question: Question 4
Question 4 1
pts
If the Sun was moved farther away and suddenly appeared 4 times fainter in the sky, how many times further away would it be?
Flag question: Question 5
Question 5 1
pts
Two stars in the sky give off the same amount of total energy, but Star A appears 121 times fainter in our night sky than Star B. How many times farther away is Star A than Star B?
.
fl ast.indd 115723AM 01172014 Page xxffi rs..docx
fl ast.indd 11:57:23:AM 01/17/2014 Page xx
ffi rs.indd 12:57:18:PM 01/17/2014 Page i
Threat Modeling
Designing for Security
Adam Shostack
ffi rs.indd 12:57:18:PM 01/17/2014 Page ii
Threat Modeling: Designing for Security
Published by
John Wiley & Sons, Inc.
10475 Crosspoint
BoulevardIndianapolis, IN 46256
www.wiley.com
Copyright © 2014 by Adam Shostack
Published by John Wiley & Sons, Inc., Indianapolis, Indiana
Published simultaneously in Canada
ISBN: 978-1-118-80999-0
ISBN: 978-1-118-82269-2 (ebk)
ISBN: 978-1-118-81005-7 (ebk)
Manufactured in the United States of America
10 9 8 7 6 5 4 3 2 1
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FIVEWISHES®12345M Y W I S H F O R .docx
FIVE
WISHES
®
1
2
3
4
5
M Y W I S H F O R :
The Person I Want to Make Care Decisions for Me When I Can’t
The Kind of Medical Treatment I Want or Don’t Want
How Comfortable I Want to Be
How I Want People to Treat Me
What I Want My Loved Ones to Know
print your name
birthdate
2
T here are many things in life that are out of our hands. This Five Wishes document gives you a way to control something very
important—how you are treated if you get seriously ill. It is an easy-to-
complete form that lets you say exactly what you want. Once it is filled out
and properly signed it is valid under the laws of most states.
Five Wishes
Five Wishes is the first living will that talks
about your personal, emotional and spiritual
needs as well as your medical wishes. It lets
you choose the person you want to make
health care decisions for you if you are not
able to make them for yourself. Five Wishes
lets you say exactly how you wish to be
treated if you get seriously ill. It was
written with the help of The American Bar
Association’s Commission on Law and Aging,
and the nation’s leading experts in end-of-life
care. It’s also easy to use. All you have to do is
check a box, circle a direction, or write a few
sentences.
What Is Five Wishes?
• It lets you talk with your family,
friends and doctor about how you
want to be treated if you become
seriously ill.
• Your family members will not have to
guess what you want. It protects them
if you become seriously ill, because
they won’t have to make hard choices
without knowing your wishes.
• You can know what your mom, dad,
spouse, or friend wants. You can be
there for them when they need you
most. You will understand what they
really want.
How Five Wishes Can Help You And Your Family
How Five Wishes Began
For 12 years, Jim Towey worked closely with
Mother Teresa, and, for one year, he lived in a
hospice she ran in Washington, DC. Inspired by
this first-hand experience, Mr. Towey sought a
way for patients and their families to plan ahead
and to cope with serious illness. The result is
Five Wishes and the response to it has been
overwhelming. It has been featured on CNN
and NBC’s Today Show and in the pages of
Time and Money magazines. Newspapers have
called Five Wishes the first “living will with a
heart and soul.” Today, Five Wishes is available
in 23 languages
3
If you live in the District of Columbia or one of the 42 states listed below, you can use
Five Wishes and have the peace of mind to know that it substantially meets your state’s
requirements under the law:
You may already have a living will or a durable power of attorney for health care. If you
want to use Five Wishes instead, all you need to do is fill out and sign a new Five Wishes
as directed. As soon as you sign it, it takes away any advance directive you had before. To
make sure the right form is used, please do the following:
Five Wishes is for any.
Five-year-old Xian Lei enters kindergarten with little under.docx
Five-year-old Xian Lei enters kindergarten with
little understanding of English. Ms. Sisco, her
teacher, sees that Xian Lei has difficulty con-
necting with much of what is going on in the
classroom if it depends on English. The one time
when she seems to brighten up is when Ms.
Sisco tells nursery rhymes or reads traditional
stories such as Goldilocks and the Three Bears.
These are stories that Xian Lei has obviously
heard in her own language. That’s when her
teacher first hears her say some phrases in Eng-
lish, such as “Bears eat” and “Goldilocks sleep,”
in her play and as she draws pictures in her
journal following story time. Xian Lei also seems
eager to participate in the classroom activities
that spin off from Ms. Sisco’s storytelling.
M
any US classrooms today
have at least some children
with limited abilities to under-
stand and express themselves
in English. Because language
acquisition is highly social, there is reliable
evidence that immersing young dual language
learners (DLLs) in playful contexts that high-
light language is far more effective than teach-
ing isolated skills in resource rooms or through
tutoring sessions (Freeman, Freeman, & Mer-
curi 2004). Even so, during the initial stages,
second language acquisition can be challeng-
ing for young children and for the classroom
teacher who must create high-quality learning
experiences for everyone in the class.
Using Stories to Extinguish the Hot Spots
in Second Language Acquisition,
Preschool to Grade 1
34 Young Children March 2013
Anne K. Soderman,
Kay G. Clevenger,
and Ian Gregory Kent
Supporting
Dual
Language
Learners
and Their
Families
®
2
, 3
Photos © Ellen B. Senisi
unless otherwise noted
Two critical factors spell success or failure for teachers
who have DLLs in their classrooms: the teacher’s under-
standing of and respect for the initial difficulties in learn-
ing a second language and the teacher’s ability to adapt
learning experiences in a creative and playful manner
(Soderman, Wescott, & Shen 2007; Menken & Garcia 2010).
Responding to hot spots in early acquisition
of second languages
Acquiring a second language presents challenges that
differ for individual children. It is less difficult when done
as early as possible and prior to adolescence (Howard
& Sugarman 2007). The young dual language learner is
better able to hear the “music,” or prosody, of the new
language and therefore has less difficulty with phonol-
ogy than do older children and adults. However, there are
definite hot spots where children in preschool through
the early primary grades need
targeted support as they move
through the multiple stages of
second language building. The
following six suggestions will
enable teachers to help children
through these hot spots.
Foster children’s moti-
vation to acquire a new
language
Second language acquisition
is almost never a young child’s
choice. Families move from
their home countries.
FiveRivers Technologies has been at the cutting edge of techn.docx
FiveRivers Technologies
has been at the cutting edge of technology since 2003, pioneering Virtualization and Systems Management technology for Enterprise and Embedded systems, developing globally top ranked mobile applications downloaded tens of millions of times and winning international awards for our work.
https://www.fiveriverstech.com/about-us/
.
Five Training DesignLearningObjectivesAfterreading.docx
Five Training Design
LearningObjectives
Afterreadingthischapter,youshouldbeableto:
Identify three constraints a human resources department (HRD) might face in the design of training, and what might be done to deal with each.
Describe the purpose of learning objectives, the criteria for evaluating such objectives, and the advantages of developing these objectives.
List the reasons that learning objectives are a bene�it to the trainee, training designer, trainer, and training evaluator.
Use expectancy theory to explain how to motivate a trainee to attend training.
Describe social learning theory and how it helps in the design of training.
Identify what to include in training to facilitate transfer of training to the workplace.
Identify the help that supervisors, peers, and trainers can provide back on the job to assist in the transfer of training.
Explain the relationship between the Gagné–Briggs theory of instruction and social learning theory.
Use elaboration theory and the Gagné–Briggs theory of instructional design to design a training session.
Describe the advantages a small business has to facilitate the transfer of training.
5.1Case:TheRealWorldofTraining...WhatIsWrongHere?
Case1
Mechanics from dealerships across the country attended a three day training session put on by the manufacturer. The cost of the training, including travel and lodging was split
between the manufacturer and the dealerships. The focus of the training was on the electrical systems in three lines of automobiles. Given the number of trainees, it would
have been too expensive to provide three automobiles for each mechanic to work on and it would be nearly impossible to �ind a facility large enough to do so. So the training
was designed for the instructor to give instruction on the various systems and then to pose various problems that might occur. The trainees would then try to identify the
symptoms that would result. For example, the problem might be given as “The car has a burned-out capacitor.” The trainees would then try to identify the symptoms that would
appear (e.g., High current surge demands on the vehicle’s electrical systems can damage the electrical system, including the battery, alternator and voltage regulator.). The
training covered a wide range of electrical problems and the mechanics rated the program highly as they left. When doing a follow-up evaluation, the training director was
disappointed to learn that the dealerships reported that their mechanics showed no improvement in trouble shooting electrical problems.
Case2
You are the training director for a training program designed to prepare people to become certi�ied as program managers. The training is divided into �ive sections. Each
section consists of two days of training for each of four weeks. Each section has a different trainer who is an expert in the content of that section. At the end of each week, the
trainees take a test to measure what they have learned. You’ve just .
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First personIdentify what you consider to be a Big Question .docx
- 1. First person Identify what you consider to be a Big Question or Golden Dilemma of leadership today. How would you go about addressing this as a leader? The rise of globalization and cultural integration has opened up new markets for organizations to expand their operations. The rising need for diversity and inclusive challenges most leaders on the best strategies to implement. According to Lam (2016), there is a continuous devaluation of the efforts of female employees to deliver on their mandated roles. The author states that leaders should think about diversity and inclusion, and how best to tackle the problems that originate from fulfilling the diversity expectations. The golden dilemma that leaders have to answer is whether to serve the interests of the society or the business per se . Diversity is an approach to changing the face of the organization, making it appealing to customers from all sociocultural backgrounds (Chin & Trimble, 2015). However, organizational leaders have an obligation to maximize stakeholders’ wealth through a cost leadership approach. Diversity, according to Cletus et al . (2018), implementing a diverse workplace culture might sometimes be costly to the management, reducing short-term profits. Leaders should consider the long-term benefits of diversity and inclusion. Green et al
- 2. . (2015) encourages leaders to embrace the value of institutional inclusivity to realize the best performance outcome. As a leader, I would develop a diversity policy to provide a strong foundation in support of inclusivity. Secondly, it would also be important to conduct a risk assessment of diversity inclusion to determine how best to approach any challenging consequences. The challenges of diversity like increase workplace conflicts and negative attitudes would also be addressed by the organizational policy. The firm would adopt a hiring policy that does not discriminate against anyone. The long-term benefits would be increased performance and staff motivation. These benefits would create better opportunities for long-term organizational growth. References Chin, J. L. & Trimble, J. E. (2015). Diversity and Leadership . Los Angeles, CA: Sage. Cletus, H.E., Mahmood, N.A., Umar, A. & Ibrahim, A.D. (2018). Prospects and Challenges of Workplace Diversity in Modern Day Organizations: A Critical Review. Hoslistica, 9 (2): 35-52. Green, K., Lopez, M., Wysocki, A., Kepner, K., Farnsworth, D. & Clark, J.L. (2015). Diversity in the Workplace: Benefits, Challenges and the Required Managerial Tools. Florida: University of Florida. Lam, B. (2016). A Workplace Diversity Dilemma. The Atlantic. Retrieved on June 17, 2020, from https://www.theatlantic.com/business/archive/2016/04/status- diversity/477228/ (Links to an external site.)
- 3. Second Person Discussion: 6 Identify what you consider to be a Big Question or Golden Dilemma of leadership today. How would you go about addressing this as a leader? Leaders must be driven with a spirit of excellence that creates a pathway of success for followers. Effective leadership style depends on the storage and activation of symbols and symbolic networks (Johnson & Hackman, 2018). Leaders should develop their own knowledge and experience base because the more experience as a leader the greater their ability will be to meet demands and formulate solutions. Middle Managers are exemplary followers and our future leaders in the 21st century. A golden dilemma that is crippling our leadership among middle managers is the outdated leadership of senior leaders. Exemplary followers identify what task is most important to achieving an organization's vision and develop the skills necessary to carry out critical path activities (Johnson & Hackman, 2018). Chin and Trimble, (2015) identify the four (R’s) recognition, respect, reconciliation, and realization as a basis for diagnosing organizational challenges as it relates to cultural differences. As a leader, I will embrace the agile ways of working. Agile behavior initiates greater speed, better product and service quality, lower cost, and exceptional customer orientation (Lovich, Bhalla, Lyle, & Beauchene, 2018). Lovich, Bhalla, Lyle, and Beauchene (2018) present a compelling argument that there is no model for agile leadership however, leaders should formulate the most important agile behaviors best suited for
- 4. themselves as well as the cultural awareness of the organization. Some attributes presented in addition to the four (R’s) are openness and being receptive to feedback, the trust which strives on synergy, collaboration within incorporating the organization as a whole and not just a particular department, transparency and accountability (Lovich, Bhalla, Lyle, & Beauchene, 2018). I believe that coaching and opportunities for reflection are imperative for building an effective leadership team which means that goals need to be established. Goals justify how and why the middle and senior managers exist, which further sets the foundation to formulate boundaries and expectations for the leadership team. Chin, J. L., & Trimble, J. E. (2015). Diversity and Leadership. In J. L. Chin, & J. E. Trimble, Dimensions of Diversity (pp. 21-51). Los Angeles: Sage. Johnson, C. E., & Hackman, M. Z. (2018). Leadership A Communication Perspective (7th ed.). Long Grove, Illinois: Waveland Press Inc. Lovich, D., Bhalla, V., Lyle, E., & Beauchene, V. (2018). Agile Starts Or Stops At The Top. The Boston Consulting Group .