Learning Activity- Expatriates and RepatriationEmployment insecurity i.docx
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Learning Activity: Expatriates and Repatriation Employment insecurity in the United States caused by layoffs and downsizing is experienced by other countries as well. As an HR leader in a multinational corporation, you could be responsible for both expatriate and repatriate employees in many different countries who are concerned about their careers. You realize that most of your expatriates normally have a greater degree of flexibility, autonomy, and independent decision-making while working abroad than their counterparts in the U.S. Explain, in one or two paragraphs, how you would address the repatriation of expatriate employees when they may not have a job opportunity, experience difficulty readjusting to the culture, or struggle to learn a new job, after returning to their home country. Provide an example and the rationale for your proposed approach to repatriation. .
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Employment insecurity in the United States caused by layoffs and downsizing is experienced by other countries as well. As an HR leader in a multinational corporation, you could be responsible for both expatriate and repatriate employees in many different countries who are concerned about their careers. You realize that most of your expatriates normally have a greater degree of flexibility, autonomy, and independent decision-making while working abroad than their counterparts in the U.S.
Explain, in one or two paragraphs, how you would address the repatriation of expatriate employees when they may not have a job opportunity, experience difficulty readjusting to the culture, or struggle to learn a new job, after returning to their home country.
Provide an example and the rationale for your proposed approach to repatriation.
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Week 3 Lecture 1 “Problems in Person Perception”
Salutations Class! In our personal and professional lives, we all have perceptions which drive our behaviors. Whether we like to admit it or not, we all have both positive and negative perceptions of various things (people, tasks, events). Understanding what’s behind those perceptions will allow you to evaluate, understand, and better appreciate happenings around you.
A perception, academically defined in the text on page 121 by Hitt, Miller, and Colella, is the process of sensing various aspects of a person, task, or event and forming impressions based on selected inputs. Within the slide presentation this week, we reviewed the three stages of perception which included sensing, selecting, and organizing. During this lecture, we’ll focus in on what the text calls “Problems in Person Perception”.
We’ll cover four specific terms and give you a bit more insight into each one. Noted below are each topic, how the Hitt, Miller, and Colella text defines each one on page 125, and some specific examples to help you identify each in practice.
Implicit person theories – defined as “personal theories about what personality traits and abilities occur together and how these attributes are manifested in behavior.” An example of this recently surfaced in the workplace. Here’s the scenario…a leader recently had his door shut for the majority of the day for the last couple of weeks. His secretary senses that his door being closed is a reflection of how he feels about her. In other words, subconsciously believes that physical separation and dislike are coupled together. The problem with this is that the leader had his door shut for very valid reasons. He was coordinating an entangled web with human resources and the legal department to terminate an employee for poor performance. How could this problem in person perception be avoided? What could be done the next time around to prevent this misunderstanding?
Halo effect – defined as “a perception problem in which an individual assesses a person positively or negatively in all situations based on an existing general assessment of the person.” Let’s use the all too popular example of a politician on the national level…how about a longstanding member of Congress who has cheated on his tax returns and is facing tax evasion charges. Many folks would generally see that Senator or Congressman as an all-around bad person regardless of any good that individual has done in his or her community.
Projecting – defined as “a perception problem in which an individual assumes that others share his or her values and beliefs.” For this concept, let’s take the manager who values bonuses in the form of money as a motivational tool. The manager’s employees, however, have varied beliefs. Some prefer money but many prefer paid time off to spend with their respective fam.
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Week Six Guidance Dr. Marvee L. Marr
International HRM
A Quick Case to get the subject rolling….
ECONOMIC PERSPECTIVES: Expatriates in Qatar. Qatar is one of the richest countries of the world due to its oil and gas revenues. All Qatari citizens receive first –class government provided health, education, and other social benefits. Due to Qatar’s incredible growth Qatari citizens account for only 15% of the workforce. They complain that foreigners are crowding them out.
Questions:
1.Why are Qatari citizens complaining about receiving a lot of material benefits without needing to work?
2. What are some possible solutions that Qatar’s government can implement to provide more career opportunities for its citizens?
I. Introduction. TheInternet has helped “flatten” the world of work throughout the globe. Today there is a world market for labor and human resources in many ways. Companies in the U.S. are more likely to have at least some operations in other countries. Technology has made it much easier for US companies to conduct business in other countries.
II. Global Strategic HRM. The conduct of HRM differs throughout the world. Many of these differences are related to cultural factors, while other differences derive from regulations.
Statistical Overview. One way to gain an understanding of strategic HRM on a global scale is the examine recent statistical analyses: the percentage of female participation in the workforce, the type of work people do throughout the world, the ability of foreign-born individuals to work in a given country, self-employment, part-time vs. full-time employment, and unemployment rates are some of the statistics to watch. Global HR statistics provide helpful information about establishing and running operations in various countries.
Cultural Issues and Differences. Considerable cultural differences around the world have a profound impact upon the practices of international HRM (Hofstede’s Cultural Dimensions, 2012) :
Power Distance. In countries with more egalitarian cultures efforts may be made to eliminate overt workplace hierarchical differences. In such countries workplace employee committees or other mechanisms that give employees direct input into the management of the organization are common. In high power distance countries more centralized, hierarchical, even autocratic decision-making structures are common.
Uncertainty Avoidance. High uncertainty avoidance cultures prefer clear rules procedures and structures. They value orderliness and predictability. Countries with low uncertainty avoidance have more “hang loose” attitude towards things.
Individualism vs. Collectivism. In highly individualistic cultures employees tend to be evaluated and rewarded in great measure for their individual achievements and performances. Society places a high value upo.
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Explain, in one or two paragraphs, how you would address the repatriation of expatriate employees when they may not have a job opportunity, experience difficulty readjusting to the culture, or struggle to learn a new job, after returning to their home country.
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A perception, academically defined in the text on page 121 by Hitt, Miller, and Colella, is the process of sensing various aspects of a person, task, or event and forming impressions based on selected inputs. Within the slide presentation this week, we reviewed the three stages of perception which included sensing, selecting, and organizing. During this lecture, we’ll focus in on what the text calls “Problems in Person Perception”.
We’ll cover four specific terms and give you a bit more insight into each one. Noted below are each topic, how the Hitt, Miller, and Colella text defines each one on page 125, and some specific examples to help you identify each in practice.
Implicit person theories – defined as “personal theories about what personality traits and abilities occur together and how these attributes are manifested in behavior.” An example of this recently surfaced in the workplace. Here’s the scenario…a leader recently had his door shut for the majority of the day for the last couple of weeks. His secretary senses that his door being closed is a reflection of how he feels about her. In other words, subconsciously believes that physical separation and dislike are coupled together. The problem with this is that the leader had his door shut for very valid reasons. He was coordinating an entangled web with human resources and the legal department to terminate an employee for poor performance. How could this problem in person perception be avoided? What could be done the next time around to prevent this misunderstanding?
Halo effect – defined as “a perception problem in which an individual assesses a person positively or negatively in all situations based on an existing general assessment of the person.” Let’s use the all too popular example of a politician on the national level…how about a longstanding member of Congress who has cheated on his tax returns and is facing tax evasion charges. Many folks would generally see that Senator or Congressman as an all-around bad person regardless of any good that individual has done in his or her community.
Projecting – defined as “a perception problem in which an individual assumes that others share his or her values and beliefs.” For this concept, let’s take the manager who values bonuses in the form of money as a motivational tool. The manager’s employees, however, have varied beliefs. Some prefer money but many prefer paid time off to spend with their respective fam.
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A Quick Case to get the subject rolling….
ECONOMIC PERSPECTIVES: Expatriates in Qatar. Qatar is one of the richest countries of the world due to its oil and gas revenues. All Qatari citizens receive first –class government provided health, education, and other social benefits. Due to Qatar’s incredible growth Qatari citizens account for only 15% of the workforce. They complain that foreigners are crowding them out.
Questions:
1.Why are Qatari citizens complaining about receiving a lot of material benefits without needing to work?
2. What are some possible solutions that Qatar’s government can implement to provide more career opportunities for its citizens?
I. Introduction. TheInternet has helped “flatten” the world of work throughout the globe. Today there is a world market for labor and human resources in many ways. Companies in the U.S. are more likely to have at least some operations in other countries. Technology has made it much easier for US companies to conduct business in other countries.
II. Global Strategic HRM. The conduct of HRM differs throughout the world. Many of these differences are related to cultural factors, while other differences derive from regulations.
Statistical Overview. One way to gain an understanding of strategic HRM on a global scale is the examine recent statistical analyses: the percentage of female participation in the workforce, the type of work people do throughout the world, the ability of foreign-born individuals to work in a given country, self-employment, part-time vs. full-time employment, and unemployment rates are some of the statistics to watch. Global HR statistics provide helpful information about establishing and running operations in various countries.
Cultural Issues and Differences. Considerable cultural differences around the world have a profound impact upon the practices of international HRM (Hofstede’s Cultural Dimensions, 2012) :
Power Distance. In countries with more egalitarian cultures efforts may be made to eliminate overt workplace hierarchical differences. In such countries workplace employee committees or other mechanisms that give employees direct input into the management of the organization are common. In high power distance countries more centralized, hierarchical, even autocratic decision-making structures are common.
Uncertainty Avoidance. High uncertainty avoidance cultures prefer clear rules procedures and structures. They value orderliness and predictability. Countries with low uncertainty avoidance have more “hang loose” attitude towards things.
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Week 3 Lecture 1 “Problems in Person Perception”
Salutations Class! In our personal and professional lives, we all have perceptions which drive our behaviors. Whether we like to admit it or not, we all have both positive and negative perceptions of various things (people, tasks, events). Understanding what’s behind those perceptions will allow you to evaluate, understand, and better appreciate happenings around you.
A perception, academically defined in the text on page 121 by Hitt, Miller, and Colella, is the process of sensing various aspects of a person, task, or event and forming impressions based on selected inputs. Within the slide presentation this week, we reviewed the three stages of perception which included sensing, selecting, and organizing. During this lecture, we’ll focus in on what the text calls “Problems in Person Perception”.
We’ll cover four specific terms and give you a bit more insight into each one. Noted below are each topic, how the Hitt, Miller, and Colella text defines each one on page 125, and some specific examples to help you identify each in practice.
Implicit person theories – defined as “personal theories about what personality traits and abilities occur together and how these attributes are manifested in behavior.” An example of this recently surfaced in the workplace. Here’s the scenario…a leader recently had his door shut for the majority of the day for the last couple of weeks. His secretary senses that his door being closed is a reflection of how he feels about her. In other words, subconsciously believes that physical separation and dislike are coupled together. The problem with this is that the leader had his door shut for very valid reasons. He was coordinating an entangled web with human resources and the legal department to terminate an employee for poor performance. How could this problem in person perception be avoided? What could be done the next time around to prevent this misunderstanding?
Halo effect – defined as “a perception problem in which an individual assesses a person positively or negatively in all situations based on an existing general assessment of the person.” Let’s use the all too popular example of a politician on the national level…how about a longstanding member of Congress who has cheated on his tax returns and is facing tax evasion charges. Many folks would generally see that Senator or Congressman as an all-around bad person regardless of any good that individual has done in his or her community.
Projecting – defined as “a perception problem in which an individual assumes that others share his or her values and beliefs.” For this concept, let’s take the manager who values bonuses in the form of money as a motivational tool. The manager’s employees, however, have varied beliefs. Some prefer money but many prefer paid time off to spend with their respective families. So, as the manager rewards all of his employees with money, it’s hard for .
Globalization and Business ITWeek OneDr Claire Davison.docx
Globalization and Business IT
Week One
Dr Claire Davison
AgendaGetting to know your classmatesIn-depth discussion of the assessment tasksgroup formation for assignmentReferencingTurnItIn
Where do you live?NorthSouthEastWestCBD
Course Co-ordinatorDr Paul R Cerroti
[email protected]
Course guide
Assignment OneYour first assignment is a reflective writing exercise about a specific topic pertaining to Global business and IT.
Specifically, you are required to reflect on the sessions two, three and four of this course:Globalisation and Business ITSocial MediaThe Role of IT in Global Business
Assignment OneDue: Week 5Tuesday 19 August 2014 in class ORFriday 22 August 2014 in classMarks allocated: 10% of final mark
Reflective Journal Writing
Prepared by Lila Kemlo
Manager Student Learning Support
What is Reflective Practiceprocess of thinking about experiences, often new, with a view to learning from them a form of personal response to experiences, situations, events or information by reflecting on their meaning. This process enables you to better understand what you have learned and to gain new insights about yourself, others, and situations. These new insights may result in a change of behaviour, perspective or new action. There is neither a right nor a wrong way of reflective thinking, there are just questions to explore.
What is the purpose of reflective journal writing
To record the development of your ideas and insights, concepts, experiencesTo reflect on these thoughts and experiences as a means of increasing your understanding of both yourself and what you are observing To analyse what you learn and your self development – may lead to change
What are the benefits of reflective practice?Life skill – by documenting experiences, thoughts, questions, ideas – develop an approach to thinking and learning - able to be transferred to all aspects of life observe, analyse & reflect your responses to situations opportunity to challenge ourselves, what we do and to explore ways to do it differently and better understand course material & gain skills related to your disciplinerecognise the acquired knowledge & skills developedenhance your employability as these skills are invaluable and attractive in the workplace and to potential employers.
Reflective writing is NOTjust conveying information, instruction or argument pure description, though there may be descriptive elements straightforward decision or judgement (e.g. about whether something is right or wrong, good or bad) simple problem-solving a summary of course notes a standard university essay
*
The Learning Cycle
Source: Adapted from Kolb’s Learning Cycle 1984 by the Study and Learning Centre 2002
Record (what)
.
Reflect (think)
Analyse
(explain & gain insight)
New action
Simplified Learning Cycle
Step 1 in Learning Cycle: Record whatSummaries of the main points from the guest speakers’ presentationsImmediate thoughts/responses to w.
5. Women represent an underutilized resource in interna-tion.docx
5. Women represent an underutilized resource in interna-
tional management. A major reason for this situation is
the assumption that culturally based biases may limit
the opportunities and success of female managers and
employees.
6. The labor relations environment, system, and processes
vary around the world and affect how the international
Discussion Questions
1. What steps can the company's IHRM department take to maxi-
mize the effectiveness of the expatriate's assignment and the long-
term benefit to the company?
2. Discuss the role of reverse culture shock in the repatriation
process. What can companies do to avoid this problem? What
kinds of skills do managers learn from a foreign assignment,
and how can the company benefit from them? What is th e
role of repatriation in the company ' s global competitive
situation?
Application Exercise
Interview one or more managers who have held positions over-
seas. Try to find a man and a woman. Ask them about their
experiences both in the working environment and in the foreign
country generally. How did they and their families adapt? How
Experiential Exercise
Form groups of six students, divided into two teams, one rep-
resenting union members from a German company and the
other representing union members from a Mexican company.
These companies have recently merged in a joint venture, with
the subsidiary to be located in Mexico. These union workers,
all line supervisors, will be working together in Mexico. You
Internet Resources
Visit the Deresky Companion Website at
www.pearsonhighered.com/deresky for this chapter's Internet
resources.
r -- _J 4..- ..,
CASE STUDY
Expatriate Management at AstraZeneca
CHAPTER 10 • DEVELOPING A GLOBAL MANAGEMENT CADRE 32 5
manager must plan strategy and maximize the productiv-
ity of local human resources .
7. Labor unions around the world are becoming increas-
ingly interdependent because of the operations of MN Cs
worldwide, the outsourcing of jobs around the world, and
the "leveling of the playing field" for jobs.
3. What are the reasons for the small numbers of female expatriates?
What more can companies do to use women as a resource for in-
ternational management?
4. What is a virtual global management team? How do the members
interact? Discuss the advantages and the challenges faced by these
teams. Give some suggestions as to how to maximize the effec-
tiveness of virtual teams across borders.
5. Discuss the reasons behind the growing convergence and interde-
pendence of labor unions around the world.
did they find the stage of reentry to headquarters, and what
were the effects of the assignment on their career progression?
What differences do you notice, if any, between the experiences
of the male and the female expatriates?
are to negotiate six major points of agreement regarding union
representation, bargaining rights, and worker participation in
management, as discussed in this chapter. Presen.
1 _____ is the most important workrelated value for those.pdf
1. Is a virus considered "alive"? Explain with at least two different sources.
2. Find a diagram showing a virus. The picture should identify (by the author and/or you) the
following terms: genetic material (DNA/RNA), envelope, capsid, glycoprotein.
3. Rank in order the general steps of viral infection. Answer with a diagram, trying to locate these
steps:
___ Assembly of viral proteins (e.g. capsid)
___ Entry through endocytosis
___ Attachment to specific receptor
___ Replication of the viral genome (by RNA or DNA polymerase)
___ Translation of mRNA
___ Release of viruses (by apoptosis or exocytosis)
4. Immune defense against viruses occurs in what way (humoral, cellular, other)? Describe by
naming the important cells and molecules involved and their relationships. Your answer should be
presented via one or more diagrams, inspired by reliable sources, and should include the following
keywords: CD4, CD8, cytokine, antibody, B, T, MHC, APC.
5. Rank SARS-CoV-2 according to the following organization:
Order:
Family:
Genus:
Species:.
1 _____ is the most important workrelated value for those.pdf
1. _____ is the most important work-related value for those with no religious preference.
Group of answer choices
Employer effectiveness
Consideration
Continuity
Social responsibility
Professional challenge
2.
Based on information gathered in the GLOBE project, _____ reflects how much should leaders
encourage and reward loyalty to the social unit, as opposed to the pursuit of individual goals.
uncertainty avoidance
assertiveness
future orientation
performance orientation
institutional collectivism
3. Which of the following is true about North American women serving as expatriates?
They have a very high rate of success on foreign assignments.
They receive less cross-cultural training than their male counterparts do.
Managements assume that women would be welcomed in foreign countries easily.
They are viewed primarily as female, not as foreigners or organizational members, leading to
greater prejudice in the host country.
Prejudice in the foreign host country is the primary barrier for potential female expatriates.
4. Job satisfaction is an affective or emotional response toward various facets of one's job.
True
False.
Week 3 Lecture 1 Problems in Person Perception”Salutations Clas.docx
Week 3 Lecture 1 “Problems in Person Perception”
Salutations Class! In our personal and professional lives, we all have perceptions which drive our behaviors. Whether we like to admit it or not, we all have both positive and negative perceptions of various things (people, tasks, events). Understanding what’s behind those perceptions will allow you to evaluate, understand, and better appreciate happenings around you.
A perception, academically defined in the text on page 121 by Hitt, Miller, and Colella, is the process of sensing various aspects of a person, task, or event and forming impressions based on selected inputs. Within the slide presentation this week, we reviewed the three stages of perception which included sensing, selecting, and organizing. During this lecture, we’ll focus in on what the text calls “Problems in Person Perception”.
We’ll cover four specific terms and give you a bit more insight into each one. Noted below are each topic, how the Hitt, Miller, and Colella text defines each one on page 125, and some specific examples to help you identify each in practice.
Implicit person theories – defined as “personal theories about what personality traits and abilities occur together and how these attributes are manifested in behavior.” An example of this recently surfaced in the workplace. Here’s the scenario…a leader recently had his door shut for the majority of the day for the last couple of weeks. His secretary senses that his door being closed is a reflection of how he feels about her. In other words, subconsciously believes that physical separation and dislike are coupled together. The problem with this is that the leader had his door shut for very valid reasons. He was coordinating an entangled web with human resources and the legal department to terminate an employee for poor performance. How could this problem in person perception be avoided? What could be done the next time around to prevent this misunderstanding?
Halo effect – defined as “a perception problem in which an individual assesses a person positively or negatively in all situations based on an existing general assessment of the person.” Let’s use the all too popular example of a politician on the national level…how about a longstanding member of Congress who has cheated on his tax returns and is facing tax evasion charges. Many folks would generally see that Senator or Congressman as an all-around bad person regardless of any good that individual has done in his or her community.
Projecting – defined as “a perception problem in which an individual assumes that others share his or her values and beliefs.” For this concept, let’s take the manager who values bonuses in the form of money as a motivational tool. The manager’s employees, however, have varied beliefs. Some prefer money but many prefer paid time off to spend with their respective families. So, as the manager rewards all of his employees with money, it’s hard for him or her to unde.
The War for Talent
Are you really taking advantage of the global Human Capital in your organization to achieve greater results?
International HRM
Human Resources is a must in every company which is one of the essential parts in order to operates and achieving company’s objectives. In globalization era, the words ‘Expatriate’, A person who lives outside their native country, have become very common due to the help of technologies and the lates development of country’s and regional regulation to make it easier to work overseas.
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8.4 Building Cultural Intelligence
LEARNING OBJECTIVE
Discuss how to adapt to different cultures.
Managing cultural differences in the workplace is key to a company's survival, but it is also key to an
individual's ability to contribute to society. To operate effectively in a global world requires the use of cultural
intelligence, or the knowledge to function effectively across cultural contexts. Cultural intelligence is measured
by a person's cultural intelligence quotient (CQ). A person with high CQ can differentiate features of a
behavior that relate to culture, features that are universal, and features that are specific to an individual. For
example, if you attended a meeting in Finland and your Finnish colleague didn't do a lot of talking but then
summarized what you said, would that be a common cultural communication pattern found among Finns or is it
unique to that individual? If it is not unique to the individual but is a behavior common in Finnish culture, then
it can give you a clue about how you might want to structure your own conversations with other Finnish
colleagues.
Take, for example, a U.S. manager who was serving on a design team that included two German engineers. As
other team members offered ideas, the two Germans shot the ideas down—even describing them as not
applicable or too immature. After a fair amount of interaction with these engineers, the U.S. manager concluded
that Germans, in general, were rude and aggressive people. Had she possessed a higher level of cultural
intelligence, however, the U.S. manager might have realized that she was conflating the merit of ideas and the
merit of the people offering them—two factors the Germans were able to make a sharp distinction between.
Many managers would probably empathize with the team members whose ideas were being criticized and
propose a new style of discussion for the team that would protect people's feelings while allowing for candor.
However, without being able to distinguish how much of the engineers' behavior was culturally determined and
how much was unique to them as individuals, the manager couldn't know how to influence their actions or how
easy or difficult it might be to do so.
Assessing Cultural Intelligence
Cultural intelligence is rooted in research across many different countries and profoundly affects the way
businesses work and the success of cross-border leadership. Three factors determine a person's level of CQ.
It's not enough to be good at just one or two—all three are necessary to effectively and appropriately adjust
behaviors in a foreign culture. These three factors, which we discuss next, are cognitive CQ, behavioral CQ,
and motivational CQ.
Cognitive CQ .
Cognitive CQ is our level of understanding about how cultures are similar and different. Most corporate t.
The Inclusive Recruiter: Going Beyond Diversity - Breakout 2 Ballroom C
How can you go beyond diversity hiring initiatives and truly display a culture of inclusive excellence? This session discusses tangible strategies for engaging, recruiting, and retaining employees who possess identities which are sometimes undervalued or marginalized in the workplace.
Matthew Cowley, Manager of Career and Professional Development CRC & Diana Moreno, Assistant Director for UF Multicultural and Diversity Affairs
Ballroom C
Managing Emotional Conflict in Multicultural Teams
THE KEY TAKE AWAY:
What is emotional conflict?
Causes of Emotional Conflict?
Role of Workplace in Resolving Conflicts?
The Challenges And Solutions While Working In Multicultural Teams?
Final Thoughts
Module 1 Level 5 LeadershipThe student will post one thread of at lea.docx
Module 1 Level 5 Leadership
The student will post one thread of at
least 400 words. For each thread, students must support their assertions with at least 3 scholarly
citations in APA format.
ny sources cited must have
been published within the last five years. Acceptable sources include the textbook, the Bible,
peer-reviewed articles from the Jerry Falwell Library, etc.
In his 2001 article, “Good to Greatâ€, Jim Collins found 11 companies that went from good to great and metaphorically discussed how each of them did this. Of particular note was how Collins described the transformation of Wells Fargo.
Using the Hedgehog Concept, Collins argued that leaders are hedgehogs, not foxes. Foxes are good at many things. Hedgehogs are good at 1 big thing and are able to distill everything down to 1 simple workable idea. Accordingly, to be a great company, the CEO would have to ask: 1) what is the company best at; 2) what economic denominator drives the company; and, 3) what are the employees passionate about? Using this formula, Collins notably claims that Wells Fargo discovered that their economic driver was not profit per loan but profit per employee. Consequently, they pioneered electronic banking with the idea that they would “run a business like they owned it†and ended up turning that employee profit into superior results.
Although Collins does not empirically define these results, Wells Fargo’s profit summaries since 2001 reflect as much. In 2016, a former employee revealed that Wells Fargo had been involved in elaborate schemes to defraud customers by using their information to create phony accounts without their knowledge. Still trying to recover from the $1.2 billion housing settlement in February of 2016, this disclosure resulted in yet another $185 million in fines by the Securities and Exchange Commission (SEC). Consequently, the CEO resigned and the Department of Justice (DOJ) is now investigating the company. Wells Fargo shares have lost nearly 16% of their value.
For your discussion, you must first determine if Collins was incorrect to begin with. Did Collins simply misinterpret how Wells Fargo reported their successes after 2001? Or was it something internal at Wells Fargo that caused the Hedgehog Concept to go awry? If so, how could profit per employee go so wrong? Most importantly, where was the failure in leadership and why?
.
Module 05 ContentBarbara schedules a meeting with a core group of clin.docx
Module 05 Content
Barbara schedules a meeting with a core group of clinic managers. The purpose of the meeting is to review the strategic plan and to gather additional feedback from the managers. Barbara is aware of the importance of diversity within the organization. Diversity and inclusion is particularly important because of the population served by UCCO facilities. However, she realizes during the meeting that there may be some issues with diversity and culture. Furthermore, how diversity and culture impact team performance. Several managers made comments regarding distribution of work and employee perspectives based on stereotypes. She also found out that there are many personality conflicts and issues with subordination. Barbara encountered the conflict and degradation comments, first-hand during the meeting.
Visit the Rasmussen online Library and search for a minimum of 3 articles covering diversity and culture and teamwork.
For this project assignment on UCCO complete a minimum of a 3 page report to address management of change with strategic planning and with the following concepts:
What is the role of executives in the process of change management and strategic planning? How do issues with diversity and culture relate to change management?
Why is diversity inclusion important? What are the benefits? Specifically address UCCO purpose for diversity.
Discuss how working with others can help with respect for diversity and respect for diverse perspectives.
What are the challenges and benefits of employing a diverse workforce?
What should Barbara's plan be for encouraging teamwork among a diverse workforce and ensuring that employees make meaningful and valuable contributions to team projects and tasks. Incorporate Barbara's personal experience with the team of clinic managers.
Remember to integrate citations accurately and appropriately for all resource types; use attribution (credit) as a method to avoid plagiarism. Use NoodleBib to document your sources and to complete your APA formatted reference page and in-text citations.
Transferable Skills for this Project Stage:
Diversity & Teamwork
Communication
.
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wk-3-vid-lec.mp4
Week 3 Lecture 1 “Problems in Person Perception”
Salutations Class! In our personal and professional lives, we all have perceptions which drive our behaviors. Whether we like to admit it or not, we all have both positive and negative perceptions of various things (people, tasks, events). Understanding what’s behind those perceptions will allow you to evaluate, understand, and better appreciate happenings around you.
A perception, academically defined in the text on page 121 by Hitt, Miller, and Colella, is the process of sensing various aspects of a person, task, or event and forming impressions based on selected inputs. Within the slide presentation this week, we reviewed the three stages of perception which included sensing, selecting, and organizing. During this lecture, we’ll focus in on what the text calls “Problems in Person Perception”.
We’ll cover four specific terms and give you a bit more insight into each one. Noted below are each topic, how the Hitt, Miller, and Colella text defines each one on page 125, and some specific examples to help you identify each in practice.
Implicit person theories – defined as “personal theories about what personality traits and abilities occur together and how these attributes are manifested in behavior.” An example of this recently surfaced in the workplace. Here’s the scenario…a leader recently had his door shut for the majority of the day for the last couple of weeks. His secretary senses that his door being closed is a reflection of how he feels about her. In other words, subconsciously believes that physical separation and dislike are coupled together. The problem with this is that the leader had his door shut for very valid reasons. He was coordinating an entangled web with human resources and the legal department to terminate an employee for poor performance. How could this problem in person perception be avoided? What could be done the next time around to prevent this misunderstanding?
Halo effect – defined as “a perception problem in which an individual assesses a person positively or negatively in all situations based on an existing general assessment of the person.” Let’s use the all too popular example of a politician on the national level…how about a longstanding member of Congress who has cheated on his tax returns and is facing tax evasion charges. Many folks would generally see that Senator or Congressman as an all-around bad person regardless of any good that individual has done in his or her community.
Projecting – defined as “a perception problem in which an individual assumes that others share his or her values and beliefs.” For this concept, let’s take the manager who values bonuses in the form of money as a motivational tool. The manager’s employees, however, have varied beliefs. Some prefer money but many prefer paid time off to spend with their respective families. So, as the manager rewards all of his employees with money, it’s hard for .
Globalization and Business ITWeek OneDr Claire Davison.docx
Globalization and Business IT
Week One
Dr Claire Davison
AgendaGetting to know your classmatesIn-depth discussion of the assessment tasksgroup formation for assignmentReferencingTurnItIn
Where do you live?NorthSouthEastWestCBD
Course Co-ordinatorDr Paul R Cerroti
[email protected]
Course guide
Assignment OneYour first assignment is a reflective writing exercise about a specific topic pertaining to Global business and IT.
Specifically, you are required to reflect on the sessions two, three and four of this course:Globalisation and Business ITSocial MediaThe Role of IT in Global Business
Assignment OneDue: Week 5Tuesday 19 August 2014 in class ORFriday 22 August 2014 in classMarks allocated: 10% of final mark
Reflective Journal Writing
Prepared by Lila Kemlo
Manager Student Learning Support
What is Reflective Practiceprocess of thinking about experiences, often new, with a view to learning from them a form of personal response to experiences, situations, events or information by reflecting on their meaning. This process enables you to better understand what you have learned and to gain new insights about yourself, others, and situations. These new insights may result in a change of behaviour, perspective or new action. There is neither a right nor a wrong way of reflective thinking, there are just questions to explore.
What is the purpose of reflective journal writing
To record the development of your ideas and insights, concepts, experiencesTo reflect on these thoughts and experiences as a means of increasing your understanding of both yourself and what you are observing To analyse what you learn and your self development – may lead to change
What are the benefits of reflective practice?Life skill – by documenting experiences, thoughts, questions, ideas – develop an approach to thinking and learning - able to be transferred to all aspects of life observe, analyse & reflect your responses to situations opportunity to challenge ourselves, what we do and to explore ways to do it differently and better understand course material & gain skills related to your disciplinerecognise the acquired knowledge & skills developedenhance your employability as these skills are invaluable and attractive in the workplace and to potential employers.
Reflective writing is NOTjust conveying information, instruction or argument pure description, though there may be descriptive elements straightforward decision or judgement (e.g. about whether something is right or wrong, good or bad) simple problem-solving a summary of course notes a standard university essay
*
The Learning Cycle
Source: Adapted from Kolb’s Learning Cycle 1984 by the Study and Learning Centre 2002
Record (what)
.
Reflect (think)
Analyse
(explain & gain insight)
New action
Simplified Learning Cycle
Step 1 in Learning Cycle: Record whatSummaries of the main points from the guest speakers’ presentationsImmediate thoughts/responses to w.
5. Women represent an underutilized resource in interna-tion.docx
5. Women represent an underutilized resource in interna-
tional management. A major reason for this situation is
the assumption that culturally based biases may limit
the opportunities and success of female managers and
employees.
6. The labor relations environment, system, and processes
vary around the world and affect how the international
Discussion Questions
1. What steps can the company's IHRM department take to maxi-
mize the effectiveness of the expatriate's assignment and the long-
term benefit to the company?
2. Discuss the role of reverse culture shock in the repatriation
process. What can companies do to avoid this problem? What
kinds of skills do managers learn from a foreign assignment,
and how can the company benefit from them? What is th e
role of repatriation in the company ' s global competitive
situation?
Application Exercise
Interview one or more managers who have held positions over-
seas. Try to find a man and a woman. Ask them about their
experiences both in the working environment and in the foreign
country generally. How did they and their families adapt? How
Experiential Exercise
Form groups of six students, divided into two teams, one rep-
resenting union members from a German company and the
other representing union members from a Mexican company.
These companies have recently merged in a joint venture, with
the subsidiary to be located in Mexico. These union workers,
all line supervisors, will be working together in Mexico. You
Internet Resources
Visit the Deresky Companion Website at
www.pearsonhighered.com/deresky for this chapter's Internet
resources.
r -- _J 4..- ..,
CASE STUDY
Expatriate Management at AstraZeneca
CHAPTER 10 • DEVELOPING A GLOBAL MANAGEMENT CADRE 32 5
manager must plan strategy and maximize the productiv-
ity of local human resources .
7. Labor unions around the world are becoming increas-
ingly interdependent because of the operations of MN Cs
worldwide, the outsourcing of jobs around the world, and
the "leveling of the playing field" for jobs.
3. What are the reasons for the small numbers of female expatriates?
What more can companies do to use women as a resource for in-
ternational management?
4. What is a virtual global management team? How do the members
interact? Discuss the advantages and the challenges faced by these
teams. Give some suggestions as to how to maximize the effec-
tiveness of virtual teams across borders.
5. Discuss the reasons behind the growing convergence and interde-
pendence of labor unions around the world.
did they find the stage of reentry to headquarters, and what
were the effects of the assignment on their career progression?
What differences do you notice, if any, between the experiences
of the male and the female expatriates?
are to negotiate six major points of agreement regarding union
representation, bargaining rights, and worker participation in
management, as discussed in this chapter. Presen.
1 _____ is the most important workrelated value for those.pdf
1. Is a virus considered "alive"? Explain with at least two different sources.
2. Find a diagram showing a virus. The picture should identify (by the author and/or you) the
following terms: genetic material (DNA/RNA), envelope, capsid, glycoprotein.
3. Rank in order the general steps of viral infection. Answer with a diagram, trying to locate these
steps:
___ Assembly of viral proteins (e.g. capsid)
___ Entry through endocytosis
___ Attachment to specific receptor
___ Replication of the viral genome (by RNA or DNA polymerase)
___ Translation of mRNA
___ Release of viruses (by apoptosis or exocytosis)
4. Immune defense against viruses occurs in what way (humoral, cellular, other)? Describe by
naming the important cells and molecules involved and their relationships. Your answer should be
presented via one or more diagrams, inspired by reliable sources, and should include the following
keywords: CD4, CD8, cytokine, antibody, B, T, MHC, APC.
5. Rank SARS-CoV-2 according to the following organization:
Order:
Family:
Genus:
Species:.
1 _____ is the most important workrelated value for those.pdf
1. _____ is the most important work-related value for those with no religious preference.
Group of answer choices
Employer effectiveness
Consideration
Continuity
Social responsibility
Professional challenge
2.
Based on information gathered in the GLOBE project, _____ reflects how much should leaders
encourage and reward loyalty to the social unit, as opposed to the pursuit of individual goals.
uncertainty avoidance
assertiveness
future orientation
performance orientation
institutional collectivism
3. Which of the following is true about North American women serving as expatriates?
They have a very high rate of success on foreign assignments.
They receive less cross-cultural training than their male counterparts do.
Managements assume that women would be welcomed in foreign countries easily.
They are viewed primarily as female, not as foreigners or organizational members, leading to
greater prejudice in the host country.
Prejudice in the foreign host country is the primary barrier for potential female expatriates.
4. Job satisfaction is an affective or emotional response toward various facets of one's job.
True
False.
Week 3 Lecture 1 Problems in Person Perception”Salutations Clas.docx
Week 3 Lecture 1 “Problems in Person Perception”
Salutations Class! In our personal and professional lives, we all have perceptions which drive our behaviors. Whether we like to admit it or not, we all have both positive and negative perceptions of various things (people, tasks, events). Understanding what’s behind those perceptions will allow you to evaluate, understand, and better appreciate happenings around you.
A perception, academically defined in the text on page 121 by Hitt, Miller, and Colella, is the process of sensing various aspects of a person, task, or event and forming impressions based on selected inputs. Within the slide presentation this week, we reviewed the three stages of perception which included sensing, selecting, and organizing. During this lecture, we’ll focus in on what the text calls “Problems in Person Perception”.
We’ll cover four specific terms and give you a bit more insight into each one. Noted below are each topic, how the Hitt, Miller, and Colella text defines each one on page 125, and some specific examples to help you identify each in practice.
Implicit person theories – defined as “personal theories about what personality traits and abilities occur together and how these attributes are manifested in behavior.” An example of this recently surfaced in the workplace. Here’s the scenario…a leader recently had his door shut for the majority of the day for the last couple of weeks. His secretary senses that his door being closed is a reflection of how he feels about her. In other words, subconsciously believes that physical separation and dislike are coupled together. The problem with this is that the leader had his door shut for very valid reasons. He was coordinating an entangled web with human resources and the legal department to terminate an employee for poor performance. How could this problem in person perception be avoided? What could be done the next time around to prevent this misunderstanding?
Halo effect – defined as “a perception problem in which an individual assesses a person positively or negatively in all situations based on an existing general assessment of the person.” Let’s use the all too popular example of a politician on the national level…how about a longstanding member of Congress who has cheated on his tax returns and is facing tax evasion charges. Many folks would generally see that Senator or Congressman as an all-around bad person regardless of any good that individual has done in his or her community.
Projecting – defined as “a perception problem in which an individual assumes that others share his or her values and beliefs.” For this concept, let’s take the manager who values bonuses in the form of money as a motivational tool. The manager’s employees, however, have varied beliefs. Some prefer money but many prefer paid time off to spend with their respective families. So, as the manager rewards all of his employees with money, it’s hard for him or her to unde.
The War for Talent
Are you really taking advantage of the global Human Capital in your organization to achieve greater results?
International HRM
Human Resources is a must in every company which is one of the essential parts in order to operates and achieving company’s objectives. In globalization era, the words ‘Expatriate’, A person who lives outside their native country, have become very common due to the help of technologies and the lates development of country’s and regional regulation to make it easier to work overseas.
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8.4 Building Cultural Intelligence
LEARNING OBJECTIVE
Discuss how to adapt to different cultures.
Managing cultural differences in the workplace is key to a company's survival, but it is also key to an
individual's ability to contribute to society. To operate effectively in a global world requires the use of cultural
intelligence, or the knowledge to function effectively across cultural contexts. Cultural intelligence is measured
by a person's cultural intelligence quotient (CQ). A person with high CQ can differentiate features of a
behavior that relate to culture, features that are universal, and features that are specific to an individual. For
example, if you attended a meeting in Finland and your Finnish colleague didn't do a lot of talking but then
summarized what you said, would that be a common cultural communication pattern found among Finns or is it
unique to that individual? If it is not unique to the individual but is a behavior common in Finnish culture, then
it can give you a clue about how you might want to structure your own conversations with other Finnish
colleagues.
Take, for example, a U.S. manager who was serving on a design team that included two German engineers. As
other team members offered ideas, the two Germans shot the ideas down—even describing them as not
applicable or too immature. After a fair amount of interaction with these engineers, the U.S. manager concluded
that Germans, in general, were rude and aggressive people. Had she possessed a higher level of cultural
intelligence, however, the U.S. manager might have realized that she was conflating the merit of ideas and the
merit of the people offering them—two factors the Germans were able to make a sharp distinction between.
Many managers would probably empathize with the team members whose ideas were being criticized and
propose a new style of discussion for the team that would protect people's feelings while allowing for candor.
However, without being able to distinguish how much of the engineers' behavior was culturally determined and
how much was unique to them as individuals, the manager couldn't know how to influence their actions or how
easy or difficult it might be to do so.
Assessing Cultural Intelligence
Cultural intelligence is rooted in research across many different countries and profoundly affects the way
businesses work and the success of cross-border leadership. Three factors determine a person's level of CQ.
It's not enough to be good at just one or two—all three are necessary to effectively and appropriately adjust
behaviors in a foreign culture. These three factors, which we discuss next, are cognitive CQ, behavioral CQ,
and motivational CQ.
Cognitive CQ .
Cognitive CQ is our level of understanding about how cultures are similar and different. Most corporate t.
The Inclusive Recruiter: Going Beyond Diversity - Breakout 2 Ballroom C
How can you go beyond diversity hiring initiatives and truly display a culture of inclusive excellence? This session discusses tangible strategies for engaging, recruiting, and retaining employees who possess identities which are sometimes undervalued or marginalized in the workplace.
Matthew Cowley, Manager of Career and Professional Development CRC & Diana Moreno, Assistant Director for UF Multicultural and Diversity Affairs
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THE KEY TAKE AWAY:
What is emotional conflict?
Causes of Emotional Conflict?
Role of Workplace in Resolving Conflicts?
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© 2021 Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.
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Justice- equity- diversity- and inclusion (JEDI) concepts are fundamen.docx
Justice, equity, diversity, and inclusion (JEDI) concepts are fundamental to directing resources to inequities and disparities in access across a broad range of civic and private resources. Assessing the hazards and related threats to public health in concert with identification and prioritization of places and communities that benefit most from nursing interventions can begin to address social determinants of health and core public health goals. Understanding the role of JEDI concepts in healthcare is a critical step to identifying populations that are most affected by health care delivery. What is the role JEDI plays in your local community? Consider the characteristics for assessing vulnerability and adaptation in your community. The list provided below may serve to help you frame your response and while not comprehensive, the list serves as a brainstorming tool to help you consider which groups and individuals in your community are likely to benefit most from interventions.
People with existing health conditions, especially mental illness and asthma
People with limited mobility
People with disabilities
People with low or no wealth
Older adults, especially those living alone
Pregnant people
Infants and children
People who are linguistically or socially isolated
People of color, especially African Americans, Hispanics and American Indians/Alaska Natives
In addition to your original post, be sure to provide a meaningful response to at least two of your peer's posts by Friday night at 11:59pm Mountain Time. Cite any sources in APA format.
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It is important for the PMHNP to have a comprehensive understanding of (1).docx
It is important for the PMHNP to have a comprehensive understanding of mood disorders in order to assess and accurately formulate a diagnosis and treatment plan for patients presenting with these disorders. Mood disorders may be diagnosed when a patient’s emotional state meets the diagnostic criteria for severity, functional impact, and length of time. Those with a mood disorder may find that their emotions interfere with work, relationships, or other parts of their lives that impact daily functioning. Mood disorders may also lead to substance abuse or suicidal thoughts or behaviors, and although they are not likely to go away on their own, they can be managed with an effective treatment plan and an understanding of how to manage symptoms.
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Language and emotion are 2 primary means of communication- Disorders o.docx
Language and emotion are 2 primary means of communication. Disorders of language and of emotional expression and recognition can present significant difficulties for individuals in expressing themselves and in understanding others. Discuss the following:
Discuss various language disorders and disorders of emotional expression.
Include an explanation of specific symptoms and underlying neuropathology.
Refer to the scientific literature as appropriate.
How might individuals overcome these problems to communicate more effectively?
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Is epidemiology a common issue in nursing- How often does it occur- Wh.docx
Is epidemiology a common issue in nursing. How often does it occur? What are worst case scenarios if it is not resolved or prevented?
Give examples of these scenarios that have occurred at your workplace or reference a news story. What is a proposed resolution to prevent or undo this problem? Has this solution been used before? Where and by whom?
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It is important for the PMHNP to have a comprehensive understanding of.docx
It is important for the PMHNP to have a comprehensive understanding of mood disorders in order to assess and accurately formulate a diagnosis and treatment plan for patients presenting with these disorders. Mood disorders may be diagnosed when a patient’s emotional state meets the diagnostic criteria for severity, functional impact, and length of time. Those with a mood disorder may find that their emotions interfere with work, relationships, or other parts of their lives that impact daily functioning. Mood disorders may also lead to substance abuse or suicidal thoughts or behaviors, and although they are not likely to go away on their own, they can be managed with an effective treatment plan and an understanding of how to manage symptoms.
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Lab Bad Blood- A Case Study of the Tuskegee Syphilis ProjectPART I- Di.docx
Lab
Bad Blood: A Case Study of the Tuskegee Syphilis Project
PART I: Directions
Read Fourtner, Fourtner, and Herried (2000) “Bad Blood: A case study of the Tuskegee Syphilis Projectâ€. While reading, create a timeline of events of the project and then answer the following questions.
Questions
Compare your timeline of the Syphilis Project to the timeline of ethical protocols from the NIH training (see below).
Which ethical protocols did the researchers violate and how? (use outside sources if needed, but cite them)
Evaluate the study using our current ethical principles. Which principles were violated and how?
What was the original researchers’ purpose and hypothesis? Did it change over time?
Who were the target population of the Syphilis Study? Who did they sample?
How did they recruit subjects?
What would have been a more ethical way to recruit subjects?
Was there any pre-existing experimenter bias?
What could have been done to avoid this conflict of interest?
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Issue-Cyber bullying and why the teachers chose not to address the iss.docx
Issue-Cyber bullying and why the teachers chose not to address the issue of  bullying unless something bad happens.
Understanding the amount of anxiety and harm they put on their victims
The goal is to be able to  provide parents with options resources that can assist them with  handling bullies the legal way and not have to rely on the school to do  something about it before its to late.
4 scholar sources
this is not just a opinionated answer
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Keep the following in mind-Who made the bad decision-What information.docx
Keep the following in mind:
Who made the bad decision?
What information did they have? Was it good, bad, or unclear?
What was their incentive?
Read the following and then respond to the discussion prompt:
Intel made large loyalty payments to HP in exchange for HP buying most of their chips from Intel instead of rival AMD. AMD sued Intel under the antitrust laws, and Intel settled the case by paying $1.25 billion to AMD.
Address the following in your discussion post:
What incentive conflict was being controlled by these loyalty payments?
What advice did Intel ignore when they adopted this practice? (Consider how the Robinson-Patman Act applies to their practice.) Speculate why Intel ignored the advice.
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