Running head UNIT VII PROJECT 1UNIT VII PROJECT 6Unit VII Pro.docx

Running head: UNIT VII PROJECT 1
UNIT VII PROJECT 6Unit VII Project
Age Demographics, Executive Summary, and Compile Project
Columbia Southern University
Executive summary
The workplace has to be the epitome of tolerance, interaction,
assimilation and borrowing or influence of other aspects found
in the workplace. Adaptability is important. It means that the
business should allow for a change in both the volatile and
dynamic nature of the organizations. The psychodynamic
approach in workplaces focuses on dynamics of human
behavior. Diverse integration and diversity perspectives are
pertinent in an environment of ever-changing work practices
and demographic patterns. Hiring is often based on talent and
capability to offer something to the business. Many companies
struggle to recognize and the value of creating and inclusive
workplaces. This has led to a scenario where the workforces
contained several workers all from different backgrounds. The

document below explores Diversity and inclusion efforts for Fig
technologies case, in areas of Fair Treatment of Ethnicities,
Benefits of Organizational Diversity, Improving Organizational
Culture, Gender and Work-Life Balance, and Age
Demographics.
Fair Treatment of Ethnicities
Fig Technologies is a global technology solutions firm, in an
attempt of expansion they have obtained a number of smaller
firms to expand its services in different regions. In an attempt
to make sure that divisions are aligned with its counterparts in
Qatar and Germany, the Executive Leadership Council (ELC)
has hired an outside firm, The
Solution
Group which I’m a consultant for to visit and learn their
processes, systems, and culture. This report will assess my three
teams which members as follows: Team 1: 4 Americans, 3
Germans, and 3 Qataris; Team 2: 5 Germans, 3 Qataris, and 2
Americans; and Team 3: 4 Qataris, 4 Americans, and 2
Germans.
While making my selection All the countries have similar work
cultures. This is reflected in the individualism dimension scores
determined through the Hofstedes cultural dimensions. Germany
has an individualistic culture with a score of 67 on the
individualism dimension. Qatar’s dimensions are higher than
Germany’s with 78 score on the same dimension (Al Dulaimi, &
Bin Sailan, 2011). Individualism is highest in the United States

with a score of 91 in this cultural dimension.
Individualism indicates that high skills are important and hard
work is rewarded in the three cultures (Al Dulaimi, & Bin
Sailan, 2011). This analysis creates a picture of stiff completion
in the work place which explains the strife. In the current
cultural settings, teams may be ineffective because of the
competition and the desire for each individual to prosper. All
team members will attempt to outdo one another to get more
rewards. Language barrier between the team members may also
affect the effectiveness of the teams. The team members
represent diverse languages namely English, German, and
Arabic. If team members are not fluent in the other two
languages, communication might be a problem.
Assimilation test
1. Apart from your native language which two other languages
among English, Arabic, and German can you speak fluently?
2. Suppose you were to relocate from your native country to a
foreign country in what neighbourhood would you live? Choose
one below:
· All white neighbourhood
· An Arabic neighbourhood
· In a big city with people from all over the world
· In a German majority neighbourhood
3. Are you willing to learn the local language apart from your
own?

4. What do you think about team members who are not from
your culture?
5. Do you think that the local language is beautiful?
6. What part of the local culture do you feel you can adopt?
7. If you were given the opportunity to live in this country
permanently, would you make it your home?
8. What have you learned about the foreign culture that makes
you a better person than you were?
9. Do you feel comfortable working with members of the other
cultures?
10. Have you made any friends outside your ethnicity?
The Assessment
According to Charles (2006), people prefer to live among their
co-ethnics. This fact was also revealed by the assimilation test
above. In the question that asked individuals in which
neighbourhoods they would like to settle in, the Qataris
answered that they would want to live in majority Arabic
neighbourhoods. The same went for Germans who said that they
would want to live among white majorities abroad. The same
answer was given by Americans. According to Crowder et al
(2012), many Americans prefer to live in neighbourhoods with
majority members of their race.
The assessment also indicated that many people preferred to
speak in their local language when working in their home
country. Those who work abroad said they were interested in

learning a new language especially because it was
predominantly being used in the new environment. Language is
a measure of assimilation because it is the primary medium of
interaction. The factors that influence such behaviour that
hinders assimilation could be mistrust among the members from
different backgrounds. For instance, the Arabs from Qatar may
feel mistrust for the American and the Germans following the
recent altercations and remarks in the public media that
Muslims are the cause of terrorism in the world. This may affect
group dynamics especially if the group in question is in the
minority. When assessing the willingness of people to learn a
different language there was disinterest especially when the
group was the majority. For instance, in the US offices
American workers were apprehensive of the thought of learning
another language arguing that it is the outsider that should learn
a new language. This was an indication of constrained
relationship among the teams. On the same note, the assessment
noted that people were reluctant of making friends outside their
ethnic groups. Perhaps, this is influenced by the mistrust
identified above.
When it comes to living in the country, the assessment revealed
that many westerners felt homesick and were eager to go back
home. This was not the case for the Qataris working in Germany
and US. Similarly, the Qataris were unwilling to adopt any
other culture that contradicted their culture. This follows that

Muslims are more conservative and fear that the western culture
might erode their faith. On the question whether members were
comfortable working with other people from other cultures, the
respondents were open to working with other people because it
brings different perspectives and improves their decision-
making skills (Podsiadlowski et al., 2013).
My recommended approaches for improving assimilation are as
follows:Sharing, I would ask team members to share interesting
facts about their culture and about the other cultures. Team
projects, I would design projects that require the team members
to work together to accomplish the task. With the effort of them
getting to know more about each other’s and their culture. Team
Based rewards, I would recognize team and group efforts rather
than individual efforts. This will force people to work together
more often to achieve such rewards.
Benefits of Organizational Diversity
Fig Technologies has a work force comprising women. The
culture has promoted development of subjective sexual
relationships in its call service center based at Miami office.
These two offices have witnessed rising tension among staff
members who are pro biased associations championed by their
colleagues. Some of the issues found bewildering these offices
include: personal prejudice towards their seniors which has led
to declining marketability of the company’s products like

Futbal. Equally, the excursion found out that due to dominance
of women workforce from cross cultural and social orientations,
same sex- relationships are developing. The influence of
university graduates working in the call centers has immensely
influenced the professional practices. Lately, it has become
common practice among employees to withdraw from their duty
posts and engage in gossiping and fist fighting. In addition, the
employee conflicts have been rising and cross-manipulation due
to transfers between offices in Miami and those at Kansas City.
The present organizational culture at the Miami offices have
thwarted growth of Fig Technologies. This has been
demonstrated by the poor taste towards their products as
revealed by the international employees working in these
offices. The employees have noted low morale and zeal to use
the utility provided by the Fig Technologies. Indeed, the
markets in South Africa and Brazil has frustrated the sales of
the utility because of poorly constructed organizational culture.
Diversity, both in principle and policy is one solution to the
currently dwindling business environment. With such a
tendency, impropriety in management of organizational affairs
and large scale dysfunctional social relationships will
continuously limit its success (Ostroff & Schulte 2014). It is in
the interest of the company that it maintains growth, though the
existing gender composition of employees is derogative and out
for malicious fall of the firm.

The situation at Kansas office is worse. Lack of sexual diversity
at Fig Technologies have indicated increasing same sex
relationships developing. At the office, it was found that all
staffs, including gate attendants and the senior management
officers were predominantly ladies. The office had limited time
for social activities which encompassed opposite sex in the
cadre. The culture of the organization also barred socializing
with men at workplace, as a result, most of the ladies appeared
secluded from their social system. They stayed long hours at
work place which significantly influenced their desire for
opposite sex.
In addition, it was established that the employees, mostly
women having been indulging in heterosexual practices. Sexual
connections have initiated with the liberalized within the social
systems of employees. As workers continue to redefine their
attachments with their colleagues, there has been diminishing
output and creativity. Fig technologies have become the hood
for heterosexual people. Ladies with homosexual cravings have
found the Kansas office satisfying.
There has been declining interest on their clients. Consequently,
the management has opted to counter the tendency. The only
sure way is to adopt diversity both at recruitment, job
allocation, and social attachments. Lack of organizational
diversity at the Kansas City office has worked at the detriment
of the organizational growth. So is the need to ban it. Diversity

is important in fostering growth through enhanced creativity
and problem-solving skills. Presence of highly integrated
workforce, characterized by culturally composed gender
orientation fosters inclusive engagement towards realization of
economic objectives of the organization. Besides, it is
noteworthy to highlight the social impacts of diverse culturally
composed workforce in effecting change and taste for testing
new undertakings (Ostroff & Schulte 2014).
The relevance of analyzing organizational culture is in finding
the best practices that will in the long run enhance output in the
organization. As an organization absorbed in delivery of
technologies to the market, the management will be interested
on practical ways of enhancing diversity, especially, if it is
certified as impeccable in profit maximization.
One such way of enhancing organizational diversity at Fig
Technologies is improving workplace engagement and
associations.This is achieved through improved systems of
recruitment, enhanced employee engagement, and composure
for retention. This will help in colonizing roaming employees
who seldom fight peace at their work stations due to volatile
memories (Alvesson 2016). Also, it is only through on such
benchmark that the management can spearhead establishment of
both formal and informal activities in order to enhance
interactions between the employees located at different levels of
the organization, department and social profiles.

The executive committee should consider adopting a
functioning work design that facilitates interaction between
employees as well as an improved scheme of recruitment where
new employees are introduced into the firm in order to
strengthen existing employees. A functional system of
organizational diversity enhances progress and achievement.
This is actualized through open forums for consultative decision
making, and has a long-term impact in institutionalizing the
organization for social growth, (Fang & Gerhart, 2014).
The employees have been commonly seeking their own schemes
of adjusting to both informal and formal work challenges. The
Executive council should consider establishing as well as
improving existing formal and informal channels through which
they can express their grievance. The long-term impact is rising
growth in product admissibility and creativity, (Mora 2013). It
should be complementing these channels with awards and
recognition systems is one way of boosting morale of
employees.
Improving Organizational Culture
Upon a vary of assessments and assimilation Fig Technologies
has developed concerns for their offices globally. There have
been team members complaining about certain groups whose
beliefs are different and celebrations not being observed by the
company. The ELC has requested an assessment and plan of
action to dissolve these concerns. I will address discrimination

and harassment within the organization. I will report on
improvements and new policies for the organizational culture.
Inclusivity has become a significant factor in organizational
culture, especially with organization hiring more diverse
individuals in the workplace. Technology and increased
mobility of work have made it easier to find people of more
than religious belief and practice in the workplace. It is,
therefore, necessary to become cognizant of these diversity
elements and devise ways to accommodate individuals with
diverse religious backgrounds to avoid workplace conflicts and
infringements of workers' rights which may affect both
productivity and profitability.
One issue that arises with religious beliefs is the issue of
absences due to religious purposes. For example, the Seventh
Day Adventists are advised to observe the Sabbath on which
they are not supposed to perform any work. This is bound to
create conflict especially when an employee is unsuccessful
when seeking to be excused from work on a Saturday. Also, it
may create some level of resentment for the other employees
who have to work on Saturday and cover the individual's duties
when they are paid similar wages. Another way in which
religion may affect the workplace is in the case of certain holy
days which while they are not frequent and regular, they are
considered as days of religious observance.
For example, the Hindu observe Diwali while the Muslims have

Id Il Fitri. It may be difficult for an employer to allow these
holidays especially when he is understaffed. While in some
cases it is allowable by the court, it may paint the employer as
discriminatory towards a particular religion. Other instances
occur during Ramadhan where the Islamic community stay off
food for a significant period and they are invited to luncheons.
Or where certain religions do not accommodate foods that are
not Halal and yet the company offers meals to its employees
(Dinsen & Thuesen, 2015).
Legally, it is allowed for an employer to record as
insubordination in the event it may increase financial costs or
cause some level of inefficiency in the organization. However,
it is the responsibility of the employer to ensure that the
workplace and the organizational culture is an appropriate fit
for the individual. This can be done by ensuring that there is
documented transparency concerning an individual's religion
which is made known to the supervisors of the individuals. The
work schedule should be flexible to accommodate work swaps
and the individual compensates for the time they were absent.
It is important for the organization to ensure that while normal
food is prepared, also foods that are considered Halal are
prepared to accommodate those whose religion permits. Also, it
is important to educate members of the organization on the
importance of observing workplace sensitivity when it comes to
diversity in religions.

Beliefs concerning gender and sex are mostly impacted by our
cultural beliefs and the religious beliefs. While some
individuals may be open to the idea that sexuality may be
expressed in more than one way, it might be a difficult concept
for other people to understand. For example, an individual may
be put off when he sees two women associating romantically.
Also, an individual may feel offended when they are considered
as a man or woman yet they prefer to be gender fluid.
Further, it may be necessary to ensure that freedom of
expression and inclusivity is emphasized as an integral work
policy in the organization (Ang & Van Dyne, 2015). Gender
sensitivity is important to ensure that a workplace is a suitable
place for people to express themselves wholly without fear of
being judged, being discriminated or experience hate. It is
therefore important to create awareness and hold sensitivity
sessions during orientation for each employee in the workplace.
Fig Technologies is committed to ensuring an inclusive and
diverse workplace. To that effect, all religious beliefs
represented in the organization will be well accommodated. It is
important that the individual concerned with a particular
religion exercise due diligence towards the company as well.
All holy days which are well documented will be allowed to be
observed by the individual. In the event that this day falls on a
working day, it is necessary that the individual compensates at a
later date. Workplace wear will be respected and can

accommodate religious attire where reasonable. The company
will be able to provide meals that are sensitive to the cultural
and religious backgrounds of individuals in the organization. No
religion shall be discriminated upon for whatever reason.
Also, the company recognizes different and diverse sexual and
gender identities. All individuals regardless of their sexual and
gender identity will be treated as equal according to their
designation and their required roles. They shall be free from
harassment of any nature, and any individual who perpetuates to
harass them shall be fired immediately. No one should be
discriminated upon based on their sexual or gender orientation
and they will be treated with the respect that they deserve.
Gender and Work-Life Balance
Fig Technologies is researching gender and work-life attitudes.
I will be reporting on the demographics of gender in the
workplace, pay, scheduling, and work responsibilities within the
organization. I will be discussing child and adult care being
offered in the organization. Also, the different discriminations
upon certain genders.
Demographics of gender in the workplace with regard to
position, pay, and expectations
The issue of gender equality is most prevalent in the corporate
world. In most cases, if not all, the victimized group are
women. This is precisely manifested in the compensation
difference found between the genders. Fueling this debate is the

act of some employers to pay their female employees less
compared to the male counterparts. Because of the difference in
the compensation gap, there exists a significant disparity in the
monetary and non-monetary benefits for work. In spite of the
efforts to bring equality in the corporate world, less has been
achieved. So far, there has not been any direct connection
between performance and gender (Malach Pines et al., 2010).
Therefore, undervaluation of the women's work is wholly based
on male chauvinism and the traditional role of men and women
in the society. These discriminations against the hiring,
promotion, and the assignment of jobs to women have disabled
the efforts meant to foster equality.
The aim of all the businesses is always to make massive profits
by creating more market, which this is attained by having a
conducive working environment to the employees, considerate
salaries, and remunerations as well as proper management
which can only be achieved through workplace culture. With the
current growth in technology and the issue of globalization,
many organizations have been formed to fight for the women to
make sure that they have been given leadership positions in the
businesses, government, and also in the society. It is important
to ensure that there is a minimal gap in gender pay in the
technology industry.
The advantages and disadvantages of flexible schedules and
work responsibilities

In assigning duties and responsibilities, employers should
ensure that they possess the required technical and
communication skills that pertain administration services. The
advantage streams along ensuring flexible in working schedules.
Flexibility involves compressing working days into flexible
hours or telecommuting. Flexibility provides a concern for
general personal obligations in life responsibilities. However,
sometimes the flexible schedules can lead to distractions from
neighbors and friends.
Telecommuting has no clear delineation between work and
home. Flexible schedules ensure that employees enjoy their time
without inconveniences thus reduce turn-over rates for the
valued staff. Even more important this will ensure there is
minimal consumption of time and fuel costs. A well thought out
schedule allows employees to work from home when there isn’t
so much work to be done in the office, this means that fewer
people will be driving and easier for people to telecommute.
Nevertheless, a sense of personal control of the work
environments provides motivation and good entrepreneurial
spirit thus increased productivity. Flexibility ensures that
employees do not burn out from overload. Thus, reduces
tardiness and absenteeism. However, team-oriented departments
require set guidelines to meet the day’s activity. Managers are
sometimes faced with troubles adjusting to new management
styles when some of the staff members have not come to work.

Human resources benefit of offering child and elder care in the
organization
Offering child and elder care is one of the best ways of
recruiting talent. Family-friendly benefits are said to be one of
the ways of retaining working parents (Dychtwald et al., 2006).
The parents need time off for things like doctor’s appointment,
unexpected illnesses, and family vacations. Attending to the
aging parents helps in ensuring that the employees focus on
work without distraction from family duties. As workforce
mature, the organization becomes caregivers to children and the
elderly. Firms that introduce such initiatives help the employees
with caregiver responsibilities.
Work-life balances
Work and life balance lead to better working performance. Job
satisfaction will be at a high rate and many of the employees
will be committed to their organization. Such incentives tend to
reduce the turn-over rates and most importantly bosses perform
their jobs better thus increases profits and minimizing the costs
for firms.
Age Demographics
When hiring, there are various factors to be considered. The
issues of talent, enthusiasm, expertise, wisdom, as well as
working habits, come with age demographics. Many of the
recruiters do not want to get into trouble for favouring an
applicant over their age. The youth (18-34) come with a boast

of exuberance. Enthusiastic employees come revved up looking
for challenges and ways to improve themselves (Gordon, 2018).
It is easier to mold a young worker than weeding them out. In
today’s society, a young workforce is accustomed to working
with new technology. However, they are less vested in their
jobs because of the numerous opportunities out there for them.
They are likely to leave work earlier than the older worker.
A big number of individuals in today’s workforce are way
beyond the traditional retirement age. For some reasons, older
employees (35 and above) are continuing to work way into their
later years and they continue to bask in the benefits they reap
from remaining active. Older workers are often more
experienced, and they bring great wisdom and knowledge to a
business organization.
Employment Act discourages age discrimination and employer
policies that ensure the protection of older employees from
unfair treatment can help a company. They may also bring
different perspectives from those of younger employees based
on their long working experience. This kind of diversity in
experience and knowledge can help a business to thrive. Hiring
older employees may also help one to gain a leg up against the
competition due to their immense experience in a particular
industry (Lautsch & Kossek, 2011). However, it is evident that
an older worker requires higher salaries because of their
expertise. While cost is often justified, an organization should

consider greener workers for less and spend more on training
them.
Claims of age discrimination may cause public relations
problems and harm a business’ reputation. Workplace age
diversity is crucial for any business. Employers should not
overlook the age factor. Benefits of inclusivity create harmony
at work the management should not let misconceptions of
workers get in the way of productivity many promotions
emphasize on years with the company and performance levels.
Availing equal opportunities to the staff will create a culture of
inclusivity and overall growth of the organization.
References
Al Dulaimi, S. H., & Sailan, B. MS (2011) Examining the
National Culture of Qatar. Australian Journal of Basic and
Applied Sciences, 5(10), 727-735.
Alvesson, M. (Ed.). (2016). Organizational culture. Sage.
Ang, S., & Van Dyne, L. (2015). Handbook of cultural
intelligence. Routledge.
Bell, M. P. (2017). Diversity in organizations (3rd ed.). Boston,
MA: Cengage Learning.
Charles, C. Z. (2006). Won't you be my neighbor: Race, class,
and residence in Los Angeles. Russell Sage Foundation.
Crowder, K., Pais, J., & South, S. J. (2012). Neighborhood

diversity, metropolitan constraints, and household
migration. American Sociological Review, 77(3), 325-353.
Dinesen, P. T., & Thuesen, F. (2015). Working Together?:
Ethnic Diversity in the Workplace and Social Trust.
In European Sociological Kongress.
Dychtwald, K., Erickson, T. J., & Morison, R.
(2006). Workforce crisis: How to beat the coming shortage of
skills and talent. Harvard Business Press.
Gerhart, B., & Fang, M. (2014). Pay for (individual)
performance: Issues, claims, evidence and the role of sorting
effects. Human Resource Management Review, 24(1), 41-52.
Gordon, P. A. (2018). Age Diversity in the Workplace.
In Diversity and Inclusion in the Global Workplace (pp. 31-47).
Palgrave Macmillan, Cham.
Lautsch, B. A., & Kossek, E. E. (2011). Managing a blended
workforce: Telecommuters and non-
telecommuters. Organizational Dynamics, 40(1), 10-17.
Malach Pines, A., Lerner, M., & Schwartz, D. (2010). Gender
differences in entrepreneurship: equality, diversity and
inclusion in times of global crisis. Equality, Diversity and
Inclusion: An International Journal, 29(2), 186-198.
Mora, C. (2013). Cultures and Organizations: Software of the
Mind Intercultural Cooperation and Its Importance for
Survival. Journal of Media Research, 6(1), 65.
Ostroff, C., & Schulte, M. (2014). A configural approach to the

study of organizational culture and climate.
Podsiadlowski, A., Gröschke, D., Kogler, M., Springer, C., &
Van Der Zee, K. (2013). Managing a culturally diverse
workforce: Diversity perspectives in
organizations. International Journal of Intercultural
Relations, 37(2), 159-175.
A 30 year old Marsha Lansing presented reporting of daily
headaches, irritability, and sadness, difficulty concentrating and
getting out of bed some days, as well as having stressful home
life with constant worries about family, finances, work, home
and pets. A physical exam, blood work, and PHQ-9 patient
depression Questionnaire was provided. Ms. Lansing physical
and blood work WNL was performed to rule out other medical
conditions. Ms. Lansing completed the PHQ-9 Depression and
screening there were 5 in the shaded area indicating Major
Depression. I provided to her a diagnosis of Major Depressive
Disorder, as outlined by the DSM5 (2013). There are so many
different type of treatment for depression, so it is possible you
may see different physicians for different treatments. I as your
Primary Care Practitioner I will prescribe you antidepressants.
These medications are designed to elevate your mood and ease
your sadness. It is important for you to know that it takes time
for the antidepressant to have its full affect about a month. The
antidepressants work with three chemicals in your brain

norepinephrine, serotonin and dopamine, often with depression
you might have difficulty with theses chemicals, a brain that has
depression does not uptake these chemical properly. The
medication helps the chemicals work properly and can improve
your mood. There are several different types of antidepressants,
the most common and the one that I will be prescribing is called
selective serotonin reuptake inhibitors or SSRI’s. I have chosen
Escitalopram (Lexapro ) 10 mg daily, to be taken at the same
time each day. While we wait for a blood level of your
medication, which can take a month, there are other treatments
available to help you with your depression. Talking with a
professional about what is happening in your life through
psychotherapy. This type of therapy means you will meet with
a psychiatrist, psychologist, and social worker or other trained
mental health professional. They will assist you and teach you
new ways to address challenges and change the way of thinking
about certain situation that depression affects. Exercise has
also proven as a extremely beneficial treatment along with
medicine and psychotherapy. Another treatment that can ease
your depression is your diet. A diet that is high in nutrients,
antioxidants, and vitamins. I would also provide patient
education regarding Lexapro and potential side effects
according PubMed Health, U.S. national Library of Medicine
(Depression 2010): severe side effects to Lexapro include
allergic reactions such as skin irritation or generalized hives,

swelling of the face, mouth, and extremities, a feeling of a
thickened tongue, difficulty swallowing or speaking, chest
tightness, difficulty breathing, a feeling of doom and gloom,
restlessness, increased sweating, fever, nausea, vomiting,
diarrhea, seeing or hearing things that are not there, muscle
spasms, confusion or fuzzy thoughts, muscle weakness and
twitching, eye pain, seeing aura around objects, increased heart
rate , palpitation, or feeling a skip beat, racing thoughts,
insomnia, seizure, thoughts of hurting self or others,
unexplainable bleeding or bruising. These side effects must be
reported to me right away and be seen at the clinic. I also
would encourage Ms. Lansing to speak to me if she is
experiencing less serious side effects such as dizziness,
drowsiness, dry mouth, headaches, nausea , constipation,
diarrhea, or sexual problems. I would further educate Ms.
Lansing that Lexapro should not taken with any other MAOIs as
this interaction could lead to an increased bleeding risk as well
as Serotonin Syndrome that could be life-threatening. I
educated Ms. Lansing the need to take Lexapro and that I
would continue to monitor for side effects , and for her to plan
to return to the clinic in 4 weeks to discuss the progress of the
medication and treatment plan.
References

American Psychiatric Association. (2013). Diagnosis and
statistical manual of mental disorders DSM-5. Washington, D.
C: American Psychiatric Association.
Depression: The treatment and Management of Depression in
Adults. NICE Clinical Guidelines, No. 90. National
Collaborating Centre for Mental Health (UK). Leicester (UK) :
British Psychological Society; 2010.
Lowe B. Kroenke K. Herzog W, Grafe K. Measuring depression
outcome with a short self-report instrument: sensitivity to
change of the Patient Health Questionnaire (PHQ-9). J
Affective Disorders. 2009: 78: 131-140.
Medscape (2017). Retrieved February 9, 2018. Retrieved from:
http://reference.medscape.com/
Unit VIII Final Project
In Unit VII, the comprehensive report was presented to the Fig
Technologies Executive Leadership Council (ELC). You have
the option to create a video OR PowerPoint presentation that
summarizes your findings based on the comprehensive report. In
the presentation of your findings, be sure to describe advances
in organizational diversity developed from legislation, and

explain paradigm shifts in the Fig Technologies organizational
environment from increased diversity legislation. Include
citations and references from at least three sources used in your
presentation (these may be from the earlier components).
The video option should be three to five minutes in length,
using a YouTube channel or equivalent. Include charts or
graphics as necessary to effectively present your findings. If
choosing this option, upload a document with the link to your
video and a transcript of your video. The document should also
include a reference list and citations.
The PowerPoint option should consist of a 10-12 slide
presentation (not including the title and reference slides) with
proper APA formatting. Include charts or graphics as necessary
to effectively present your findings.
Information about accessing the Grading Rubric for this
assignment is provided below

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