Mental Health Ally
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This badge was issued to Buan Heng Sim for completing IBM's Mental Health Ally training. The training teaches skills like active listening, empathy, and how to respond to colleagues seeking help for mental health issues. Mental Health Allies aim to promote well-being in the workplace and refer people to proper resources rather than acting as counselors themselves.
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Running head INTERNAL PROMOTION OPPORTUNITY1INTERNAL PROMO.docx
Running head: INTERNAL PROMOTION OPPORTUNITY 1
INTERNAL PROMOTION OPPORTUNITY 4
Internal Promotion Opportunity
Student’s Name
Institutional Affiliation
Description
A. What is your challenge or opportunity?
To investigate the correlation between employees in high-involvement work practices (HIWP) and internal promotion opportunity. According to Rocio Bonet, there is a positive impact on the promotion opportunities for employees in HIWP (Bonet, 2014). Most HIWP employees are lower level staff. Participating in high-involvement work practices accords them an avenue to showcase their capabilities to their superiors.
B. Why is this professionally important to you?
Having risen from initial holding a HIWP position to now being in a top managerial position, this presents me with the opportunity to convince the board to consider recruiting inwardly in the future. It is professionally important because it is easier to work with people you already have a history with as opposed to having to blend in with strangers recruited externally.
Goal
A. What goal or outcome do you want to achieve with this outcome?
My goal is to convince the board to consider giving current members of staff whenever an opportunity arises which they are suitable to fill. To help members of staff to internalize the vision and mission of the organization. Once the staff members have become accustomed to the vision and mission of the firm, their productivity can be more targeted towards specific outcomes that the firm intends to achieve. With a more committed staff, promotion opportunities would not easily bypass them.
i. Is the goal, clear, concise and actionable?
The goal(s) of this communication strategy is clear and concise, that is, helping staff members to understand the vision and mission of the organization, in a bid to structure the targeted output. The goals are also actionable. The objective of helping staff to understand the vision and mission of the organization is to help employees have a coordinated approach to meeting their set targets.
Audience
A. Who is your target audience?
The targeted audience is not homogenous. It consists of people with diverse backgrounds. The target includes both internal and external audiences. Some of those targeted include members of the board of directors, shareholders, government regulatory authorities, members of staff in general but specifically, human resource management and development department, marketing and public relations department and all heads of department.
i. What are the professional positions of audience members?
As has been indicated above, the audience is diverse; therefore, members have varying professional qualifications as shown herein below:
a. Government Regulatory Authority officer
b. Group chief executive officer (CEO)
c. Chief operating officer
d. Head of Human Resource
e. Unit officers in charge
f. Officer In charge of mergers and acquisitions
g. Representative of shareholders
h. A rep ...
Some issues and problems faced by Industrial/Organizational psychologist.
Industrial/Organizational psychologists also have known as I/O psychologists whose work on a wide variety of issues in organization. Sometimes they called as Occupational psychologist, because these are the skilled and specialized people who apply theories of psychology in work industries.
c h a p t e r8 Professional Competence and TrainingIntroductio
c h a p t e r
8 Professional Competence and Training
Introduction
In this chapter we focus on the ethical and legal aspects of professional compe- tence and the ongoing education and training required for mental health profes- sionals. We discuss issues related to professional licensing and certification as well as approaches to continuing education.
Ability is not easy to assess, but competence is a major concern for mental health professionals. Striving for competence is a lifelong endeavor. We are called upon to devote the entire span of our careers to developing, achieving, maintain- ing, and enhancing our competence. Competence at one point in our career does not assure competence at a later time. To remain current, we must take active steps to maintain our knowledge and skills. Continuing education is particularly impor- tant in learning about emerging areas of practice.
Barnett and Johnson (2015) remind us to consider the scope of our compe- tence. Being competent in one area of counseling does not mean we are compe- tent or feel comfortable handling client concerns in other areas. It is important to accurately assess each area of our practice to ensure competence. In one study examining school counselors’ comfort and perceived competence in addressing student issues pertaining to spirituality, 80% of participants felt they needed to improve their competence level even though they said they were comfortable with these issues (Smith-Augustine, 2011). Practitioners and students can develop com- petence both as generalists and as specialists. A generalist is a practitioner who is able to work with a broad range of problems and client populations. A specialist is a worker who has developed competence in a particular area of practice such as career development, addiction counseling, eating disorders, or family therapy.
Definitions of competence center around a practitioner’s ability to perform cer- tain tasks and roles appropriately and effectively (Johnson et al., 2008). Competent practitioners have the necessary self-awareness, knowledge, skills, and abilities to provide effective services. To apply our knowledge and skills competently, we must consistently attend to our physical, emotional, mental, and spiritual well-being. As we saw in Chapter 2, self-care and wellness are basic to being able to function com- petently in our professional work and are considered ethical issues.
We give the education and training of mental health professionals special attention because of the unique ethical issues involved. Indeed, ethical issues must be considered from the very beginning, starting with admission and screening procedures for graduate programs. One key issue is the role of training programs in safeguarding the public when it becomes clear that a trainee has problems that are likely to interfere with professional functioning.
LO1
Therapist Competence: Ethical and Legal Aspects
In this section we examine therapist competence, or the skills a ...
Week Four Learning Outcomes OMM618 Human Resources Management (MF.docx
Week Four Learning Outcomes OMM618: Human Resources Management (MFG1322B)
This week students will:
1. Examine employee compensation factors, including direct financial payments and indirect payments.
2. Summarize the key attributes of a healthy ethical culture within an organization.
Readings
Read the following chapters in: A Framework for Human Resource Management:
1. Chapter 7: Compensating Employees
2. Chapter 8: Ethics and Fair Treatment in Human Resource Management
Discussions
To participate in the following Discussion Forums, go to this week's Discussion link in the left navigation:
1. Acme Manufacturing
Answer the questions to the case, "Salary Inequities at Acme Manufacturing," at the end of Chapter 7. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.
2. Ethics and Organizational Culture
Answer the questions to the case, "Enron, Ethics, and Organizational Culture," at the end of Chapter 8. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.
Assignments
To complete this assignment, go to this week's Assignment link in the left navigation:
Incentive Plans
Research and discuss at least two different types of incentive plans discussed in the text. Highlight the possible advantages and disadvantages of each. Find at least two articles through ProQuest that discusses incentive payment plans. Summarize your findings in a 3-5 page paper. Be sure to properly cite your resources using APA style.
Week 2 in Review
An examination of Trilogy provided insight into the complexities of various approaches to recruitment -- and the importance of incorporating recruitment into organizational strategies. From an HR perspective, the strategy involves many intra-related and inter-related aspects, such as job description, job analysis, recruitment methodologies, legal requirements, and a planned and cultivated organizational culture. It is all about Hiring Right! It is all about aligning organizational goals with individual goals to arrive at a place where work effort matches work productivity. Culture is the environment people work in, it’s the element that shapes your enjoyment, work relationship and work process. Culture is made up of values, beliefs, underlying assumptions, attitudes, and behaviors shared by a group of people (Heathfield, 2011). The employees at Trilogy all share similar interests and passions about their job, which means that working as a team would not be problematic. Trilogy has created an organizational culture that represents decision making, daily work practice, stories and legends.
Heathfield, S.M (2011) Culture: Your Environment for People at Work. Retrieved on June 29, 2011, from http://humanresources.about.com/od/organizationalculture/a/culture.htm
It is important to note that organizational culture should be devel.
Recommended
Running head INTERNAL PROMOTION OPPORTUNITY1INTERNAL PROMO.docx
Running head: INTERNAL PROMOTION OPPORTUNITY 1
INTERNAL PROMOTION OPPORTUNITY 4
Internal Promotion Opportunity
Student’s Name
Institutional Affiliation
Description
A. What is your challenge or opportunity?
To investigate the correlation between employees in high-involvement work practices (HIWP) and internal promotion opportunity. According to Rocio Bonet, there is a positive impact on the promotion opportunities for employees in HIWP (Bonet, 2014). Most HIWP employees are lower level staff. Participating in high-involvement work practices accords them an avenue to showcase their capabilities to their superiors.
B. Why is this professionally important to you?
Having risen from initial holding a HIWP position to now being in a top managerial position, this presents me with the opportunity to convince the board to consider recruiting inwardly in the future. It is professionally important because it is easier to work with people you already have a history with as opposed to having to blend in with strangers recruited externally.
Goal
A. What goal or outcome do you want to achieve with this outcome?
My goal is to convince the board to consider giving current members of staff whenever an opportunity arises which they are suitable to fill. To help members of staff to internalize the vision and mission of the organization. Once the staff members have become accustomed to the vision and mission of the firm, their productivity can be more targeted towards specific outcomes that the firm intends to achieve. With a more committed staff, promotion opportunities would not easily bypass them.
i. Is the goal, clear, concise and actionable?
The goal(s) of this communication strategy is clear and concise, that is, helping staff members to understand the vision and mission of the organization, in a bid to structure the targeted output. The goals are also actionable. The objective of helping staff to understand the vision and mission of the organization is to help employees have a coordinated approach to meeting their set targets.
Audience
A. Who is your target audience?
The targeted audience is not homogenous. It consists of people with diverse backgrounds. The target includes both internal and external audiences. Some of those targeted include members of the board of directors, shareholders, government regulatory authorities, members of staff in general but specifically, human resource management and development department, marketing and public relations department and all heads of department.
i. What are the professional positions of audience members?
As has been indicated above, the audience is diverse; therefore, members have varying professional qualifications as shown herein below:
a. Government Regulatory Authority officer
b. Group chief executive officer (CEO)
c. Chief operating officer
d. Head of Human Resource
e. Unit officers in charge
f. Officer In charge of mergers and acquisitions
g. Representative of shareholders
h. A rep ...
Some issues and problems faced by Industrial/Organizational psychologist.
Industrial/Organizational psychologists also have known as I/O psychologists whose work on a wide variety of issues in organization. Sometimes they called as Occupational psychologist, because these are the skilled and specialized people who apply theories of psychology in work industries.
c h a p t e r8 Professional Competence and TrainingIntroductio
c h a p t e r
8 Professional Competence and Training
Introduction
In this chapter we focus on the ethical and legal aspects of professional compe- tence and the ongoing education and training required for mental health profes- sionals. We discuss issues related to professional licensing and certification as well as approaches to continuing education.
Ability is not easy to assess, but competence is a major concern for mental health professionals. Striving for competence is a lifelong endeavor. We are called upon to devote the entire span of our careers to developing, achieving, maintain- ing, and enhancing our competence. Competence at one point in our career does not assure competence at a later time. To remain current, we must take active steps to maintain our knowledge and skills. Continuing education is particularly impor- tant in learning about emerging areas of practice.
Barnett and Johnson (2015) remind us to consider the scope of our compe- tence. Being competent in one area of counseling does not mean we are compe- tent or feel comfortable handling client concerns in other areas. It is important to accurately assess each area of our practice to ensure competence. In one study examining school counselors’ comfort and perceived competence in addressing student issues pertaining to spirituality, 80% of participants felt they needed to improve their competence level even though they said they were comfortable with these issues (Smith-Augustine, 2011). Practitioners and students can develop com- petence both as generalists and as specialists. A generalist is a practitioner who is able to work with a broad range of problems and client populations. A specialist is a worker who has developed competence in a particular area of practice such as career development, addiction counseling, eating disorders, or family therapy.
Definitions of competence center around a practitioner’s ability to perform cer- tain tasks and roles appropriately and effectively (Johnson et al., 2008). Competent practitioners have the necessary self-awareness, knowledge, skills, and abilities to provide effective services. To apply our knowledge and skills competently, we must consistently attend to our physical, emotional, mental, and spiritual well-being. As we saw in Chapter 2, self-care and wellness are basic to being able to function com- petently in our professional work and are considered ethical issues.
We give the education and training of mental health professionals special attention because of the unique ethical issues involved. Indeed, ethical issues must be considered from the very beginning, starting with admission and screening procedures for graduate programs. One key issue is the role of training programs in safeguarding the public when it becomes clear that a trainee has problems that are likely to interfere with professional functioning.
LO1
Therapist Competence: Ethical and Legal Aspects
In this section we examine therapist competence, or the skills a ...
Week Four Learning Outcomes OMM618 Human Resources Management (MF.docx
Week Four Learning Outcomes OMM618: Human Resources Management (MFG1322B)
This week students will:
1. Examine employee compensation factors, including direct financial payments and indirect payments.
2. Summarize the key attributes of a healthy ethical culture within an organization.
Readings
Read the following chapters in: A Framework for Human Resource Management:
1. Chapter 7: Compensating Employees
2. Chapter 8: Ethics and Fair Treatment in Human Resource Management
Discussions
To participate in the following Discussion Forums, go to this week's Discussion link in the left navigation:
1. Acme Manufacturing
Answer the questions to the case, "Salary Inequities at Acme Manufacturing," at the end of Chapter 7. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.
2. Ethics and Organizational Culture
Answer the questions to the case, "Enron, Ethics, and Organizational Culture," at the end of Chapter 8. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.
Assignments
To complete this assignment, go to this week's Assignment link in the left navigation:
Incentive Plans
Research and discuss at least two different types of incentive plans discussed in the text. Highlight the possible advantages and disadvantages of each. Find at least two articles through ProQuest that discusses incentive payment plans. Summarize your findings in a 3-5 page paper. Be sure to properly cite your resources using APA style.
Week 2 in Review
An examination of Trilogy provided insight into the complexities of various approaches to recruitment -- and the importance of incorporating recruitment into organizational strategies. From an HR perspective, the strategy involves many intra-related and inter-related aspects, such as job description, job analysis, recruitment methodologies, legal requirements, and a planned and cultivated organizational culture. It is all about Hiring Right! It is all about aligning organizational goals with individual goals to arrive at a place where work effort matches work productivity. Culture is the environment people work in, it’s the element that shapes your enjoyment, work relationship and work process. Culture is made up of values, beliefs, underlying assumptions, attitudes, and behaviors shared by a group of people (Heathfield, 2011). The employees at Trilogy all share similar interests and passions about their job, which means that working as a team would not be problematic. Trilogy has created an organizational culture that represents decision making, daily work practice, stories and legends.
Heathfield, S.M (2011) Culture: Your Environment for People at Work. Retrieved on June 29, 2011, from http://humanresources.about.com/od/organizationalculture/a/culture.htm
It is important to note that organizational culture should be devel.
Professional development
For professional development, I need to use evidence to analyse and incorporate the experiences so that I can form an instructive part for my future practice and work. Professional growth and development is strongly encouraged. So it is advised to become involved with professional associations (Boyle, 2013, p.12). I should participate in professional conferences. Involvement and attending in conferences, helps to develop in professional skills as well as forming and maintaining professional relationship with colleagues. Placement can put me at a distinct advantage when applying for future employment.
Internal Marketing: The Missing Link in Strategy Implementation
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#ChapterLove: Collaborating at All Levels
Showing your chapters some love is a winning strategy for driving engagement at all levels of your organization. Why? Because chapters create the stickiest type of member interactions—local engagement. Join us to learn simple ways you can show your chapters some love and help address the often contentious National-chapter relationship woes.
Module 2 OverviewThis introductory material on prejudice, discri.docx
Module 2 Overview
This introductory material on prejudice, discrimination, stereotypes, conflict, and privilege provides information that should help you understand the relationship between social identity group memberships and people's experience in the workplace.
Module 2 Learning Objectives
To understand why some people are treated differently in the workplace because of their group memberships.
To provide a theoretical framework for understanding the socialization process.
To understand that there is a range of saliency and variation among the members of any social identity group.
To understand the complexity of multiple group identities.
To understand why changes in the workplace have led to issues of inclusion for some employees and managers.
Keywords & Concepts
Please familiarize yourself with the following keywords and concepts:
Social Identity
Primary Dimensions
Secondary Dimensions
Racial Prejudice
Institutional Racism
Racial Profiling
The Pitney Bowes case about the legacy of diversity management in an organization explores diversity from the standpoint. It illustrates the barriers organizations face in creating inclusive workplaces and the extent to which the organizational leaders are subjected to make conscious decisions about the extent to which their organization or firm, will adopt, embrace and infuse the inclusive diversity policies and practices into their organizational culture. Moreover, implementation diversity and inclusion initiatives the commitments should start from the top of an organization. Pitney Bowes throughout the history has been committed to diversity as well as the business value that it provides through understanding of the market, retaining and attracting employees, serving clients and fueling of their innovation (Euchner, J. 2019). In fact, diversity is embraced in every area of the business and level in the organization since it helps in understanding the market, connect with clients, innovation development and perhaps attracting and retaining outstanding talents in the organization. Cultural diversity in workplaces helps organization to reach goals that seemed impossible, where by the Pitney Bowes displays an organizational culture that is built on culture, creativity, and satisfaction of employees as well as encouraging of innovation. Moreover, in many market cultural intelligence in diversity has become one of the most important tools. Furthermore, Pitney Bowes sustains culture inclusion to encourage each person to develop their fullest in order for the organization to deliver their best collective to the customers or clients throughout the world as well as winning in their market. In order to encourage diversity management, several strategies are proposed such as viewing employees as a group, being open minded and effective communication.in conclusion, it’s important for managers and leaders in any business set-up need to understand their own and employees culture that is .
Create an 8- to 10-slide presentation, including detailed speaker .docx
Create
an 8- to 10-slide presentation, including detailed speaker notes, based on the Week 4 Persuasive Messages Part I assignment.
Apply
the principles of designing effective slides discussed in the textbook as you develop your presentation.
Include
at least one visual to support on your slides, for example, using a line chart to show increasing sales. Include the following in presentation slides:
Title
Introduction
Recommendation
Benefits
Impact if product or service does not sell as much as expected
Conclusion
References
I have uploaded the assignment that you will need for this presentation
I also have added some reading material that was used for this assignment
Why Does This Matter?
Hear Pete Cardon explain why this matters.
bit.ly.com/CardonWhy9
In many business situations, you hope to persuade others. In internal business communications, you may want your boss, peers, or colleagues to consider or adopt your ideas when their perspectives differ from yours. In external business communications, you will want to persuade your clients, customers, and prospects to use your products and services. Persuasion involves influencing others to see the merits of your ideas and act on your requests, even when they initially resist. In this chapter, we explore strategies for persuading others through writing.
In some ways, all business messages contain an element of persuasion—that is, you are hoping to influence the way others think, feel, or behave. Many of the concepts in this chapter will enhance your ability to make any kind of request. However, the approaches in this chapter are most applicable to situations in which your audience will initially resist your requests.
Throughout this chapter, you will see examples of persuasive messages at Better Horizons Credit Union. The chapter case provides the background.
Chapter Case: Shifting Course at Better Horizons Credit Union
Who’s Involved
© Ingram Publishing
Haniz Zogby,
marketing specialist and loan officer
Started working at Better Horizons nearly five years ago. She has worked 20 to 30 hours per week while attending college with a major in finance and a minor in event management.
Started as a teller. Within a few years, she was promoted to positions of teller supervisor, loan officer, and marketing specialist.
Currently working on marketing initiatives under the direction of Christine Russo.
© BananaStock
Christine Russo,
president and CEO
Has worked at Better Horizons for approximately ten years.
Currently interested in increasing the number of young members. With declining numbers of young members, she is concerned that the credit union does not have good long-term prospects.
Situation 1
Christine Wants to Build Support for New Banking Services That Meet the Needs of Younger Members
Christine recognized that people under the age of 30 were not joining the credit union. Christine wanted to write a message to board members about adopting marketing strategies and services that appeal t.
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Master Your Life Acadeby - by Bhavishya Enterprises
Talks about the importance of Soft Skills Training and the benefits accrued to individuals as well as organizations undergoing high-end Soft Skills Training programs
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Following this webinar, attendees will:
•Understand how to create an accountability chart
•Know how to fill the seats you have with the right talent
•Understand how to conduct meaningful meetings and deal with healthy conflict
•Learn how to incorporate culture into the team building process
•Measure success
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Please be detailed.1. What would the negative impact of having a l.pdf
Other things equal, the supply of labor will be higher to a job that Oa, is less prestigious.
b.provides little on-the-job training. c. is more difficult to perform. e. offers fewer nonmonetary
rewards. saving
Solution
Option D. Provides a climate-controlled work environment.
Explanation: When everything else is constant, a job providing a more favorable attribute (like
climate controlled work environment) will be preferred by laborers than other jobs..
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Professional development
For professional development, I need to use evidence to analyse and incorporate the experiences so that I can form an instructive part for my future practice and work. Professional growth and development is strongly encouraged. So it is advised to become involved with professional associations (Boyle, 2013, p.12). I should participate in professional conferences. Involvement and attending in conferences, helps to develop in professional skills as well as forming and maintaining professional relationship with colleagues. Placement can put me at a distinct advantage when applying for future employment.
Internal Marketing: The Missing Link in Strategy Implementation
Presentation by marketing professor Paul Busch at the 2012 Mays Summer Learning Seminar.
#ChapterLove: Collaborating at All Levels
Showing your chapters some love is a winning strategy for driving engagement at all levels of your organization. Why? Because chapters create the stickiest type of member interactions—local engagement. Join us to learn simple ways you can show your chapters some love and help address the often contentious National-chapter relationship woes.
Module 2 OverviewThis introductory material on prejudice, discri.docx
Module 2 Overview
This introductory material on prejudice, discrimination, stereotypes, conflict, and privilege provides information that should help you understand the relationship between social identity group memberships and people's experience in the workplace.
Module 2 Learning Objectives
To understand why some people are treated differently in the workplace because of their group memberships.
To provide a theoretical framework for understanding the socialization process.
To understand that there is a range of saliency and variation among the members of any social identity group.
To understand the complexity of multiple group identities.
To understand why changes in the workplace have led to issues of inclusion for some employees and managers.
Keywords & Concepts
Please familiarize yourself with the following keywords and concepts:
Social Identity
Primary Dimensions
Secondary Dimensions
Racial Prejudice
Institutional Racism
Racial Profiling
The Pitney Bowes case about the legacy of diversity management in an organization explores diversity from the standpoint. It illustrates the barriers organizations face in creating inclusive workplaces and the extent to which the organizational leaders are subjected to make conscious decisions about the extent to which their organization or firm, will adopt, embrace and infuse the inclusive diversity policies and practices into their organizational culture. Moreover, implementation diversity and inclusion initiatives the commitments should start from the top of an organization. Pitney Bowes throughout the history has been committed to diversity as well as the business value that it provides through understanding of the market, retaining and attracting employees, serving clients and fueling of their innovation (Euchner, J. 2019). In fact, diversity is embraced in every area of the business and level in the organization since it helps in understanding the market, connect with clients, innovation development and perhaps attracting and retaining outstanding talents in the organization. Cultural diversity in workplaces helps organization to reach goals that seemed impossible, where by the Pitney Bowes displays an organizational culture that is built on culture, creativity, and satisfaction of employees as well as encouraging of innovation. Moreover, in many market cultural intelligence in diversity has become one of the most important tools. Furthermore, Pitney Bowes sustains culture inclusion to encourage each person to develop their fullest in order for the organization to deliver their best collective to the customers or clients throughout the world as well as winning in their market. In order to encourage diversity management, several strategies are proposed such as viewing employees as a group, being open minded and effective communication.in conclusion, it’s important for managers and leaders in any business set-up need to understand their own and employees culture that is .
Create an 8- to 10-slide presentation, including detailed speaker .docx
Create
an 8- to 10-slide presentation, including detailed speaker notes, based on the Week 4 Persuasive Messages Part I assignment.
Apply
the principles of designing effective slides discussed in the textbook as you develop your presentation.
Include
at least one visual to support on your slides, for example, using a line chart to show increasing sales. Include the following in presentation slides:
Title
Introduction
Recommendation
Benefits
Impact if product or service does not sell as much as expected
Conclusion
References
I have uploaded the assignment that you will need for this presentation
I also have added some reading material that was used for this assignment
Why Does This Matter?
Hear Pete Cardon explain why this matters.
bit.ly.com/CardonWhy9
In many business situations, you hope to persuade others. In internal business communications, you may want your boss, peers, or colleagues to consider or adopt your ideas when their perspectives differ from yours. In external business communications, you will want to persuade your clients, customers, and prospects to use your products and services. Persuasion involves influencing others to see the merits of your ideas and act on your requests, even when they initially resist. In this chapter, we explore strategies for persuading others through writing.
In some ways, all business messages contain an element of persuasion—that is, you are hoping to influence the way others think, feel, or behave. Many of the concepts in this chapter will enhance your ability to make any kind of request. However, the approaches in this chapter are most applicable to situations in which your audience will initially resist your requests.
Throughout this chapter, you will see examples of persuasive messages at Better Horizons Credit Union. The chapter case provides the background.
Chapter Case: Shifting Course at Better Horizons Credit Union
Who’s Involved
© Ingram Publishing
Haniz Zogby,
marketing specialist and loan officer
Started working at Better Horizons nearly five years ago. She has worked 20 to 30 hours per week while attending college with a major in finance and a minor in event management.
Started as a teller. Within a few years, she was promoted to positions of teller supervisor, loan officer, and marketing specialist.
Currently working on marketing initiatives under the direction of Christine Russo.
© BananaStock
Christine Russo,
president and CEO
Has worked at Better Horizons for approximately ten years.
Currently interested in increasing the number of young members. With declining numbers of young members, she is concerned that the credit union does not have good long-term prospects.
Situation 1
Christine Wants to Build Support for New Banking Services That Meet the Needs of Younger Members
Christine recognized that people under the age of 30 were not joining the credit union. Christine wanted to write a message to board members about adopting marketing strategies and services that appeal t.
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Increase Your Cultural Agility with Paula Caligiuri
Paula Caligiuri is a Distinguished Professor of International Business and Strategy at North-eastern University. Paula has authored award-winning articles and books – including her most recent book Build Your Cultural Agility:
Master Your Life Acadeby - by Bhavishya Enterprises
Talks about the importance of Soft Skills Training and the benefits accrued to individuals as well as organizations undergoing high-end Soft Skills Training programs
Executive Director Essentials: Effective Team Development
Whether you are tasked with building a management team for your organization or filling seats on a volunteer board, the tips presented in this webinar will guide you through the process to make sure that you’re making sound decisions based on knowledge and experience, rather than timing and costs.
Following this webinar, attendees will:
•Understand how to create an accountability chart
•Know how to fill the seats you have with the right talent
•Understand how to conduct meaningful meetings and deal with healthy conflict
•Learn how to incorporate culture into the team building process
•Measure success
Creating Passion is an Inside Job- The Why & How of Building a Great Staff Cu...
Creating Passion is an Inside Job- The Why & How of Building a Great Staff Cu...Missy (Grubbs, Blankenship) Schmidt
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Please be detailed.1. What would the negative impact of having a l.pdf
Other things equal, the supply of labor will be higher to a job that Oa, is less prestigious.
b.provides little on-the-job training. c. is more difficult to perform. e. offers fewer nonmonetary
rewards. saving
Solution
Option D. Provides a climate-controlled work environment.
Explanation: When everything else is constant, a job providing a more favorable attribute (like
climate controlled work environment) will be preferred by laborers than other jobs..
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For Upcoming Meetups Join Mysore Meetup Group - https://meetups.mulesoft.com/mysore/
YouTube:- youtube.com/@mulesoftmysore
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Priya Shaw - https://www.linkedin.com/in/priya-shaw
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- 1. This badge was issued to Buan Heng Sim on 22 October 2021. Share Mental Health Ally Issued by IBM Time: Weeks Cost: Free Additional Details A Mental Health Ally is an IBMer who understands the importance of promoting mental health in the workplace and who wants to positively contribute to the well-being of their colleagues. They have awareness of their own mental health, and if a colleague reaches out to them to learn more they are trained to respond with empathy and refer to resources. They understand the limits of being an ambassador and do not aim to substitute counseling from a qualified mental health professional.
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- 3. Apply for this badge Related Neurodiversity Ally SkillsBuild - Customer Engagement: Communication and Personality Dynamics Pricing Negotiation Foundations Request Demo | About Credly | Terms | Privacy | Developers | Support