Human Resource

Read and analyze a multinational corporation’s (MNC’s) list of values/ value statement/or code of ethics. Share one ethical or one legal global situation the company is currently involved in.· Explain how corporate culture or values should have influenced its decision making.· Submit two recommendations on how this situation could have been avoided.

Compare the diagnosis you provided and the process in which you reached the diagnosis with those of your colleague.Explain how the Z codes (other conditions that may be a focus of clinical attention) that your colleague identified may influence the client’s upcoming treatment.DominequeMy four initial diagnosis are oppositional Defiance Disorder, Autism Spectrum Disorder, Attention Deficit Disorder and Intellectual Developmental Disorder. In order to diagnose and/or rule out, it is necessary to match the symptoms with the best fitting diagnosis.In the case of ADHD, I am not able to complete this as a diagnosis as I can only fit 6 of the 8 hyperactivity criteria. ADHD is then ruled out. In the event of ODD, Pablo does not deliberately annoy others or start arguments with his peers. He actually interacts well with this peers and is reported to be quite sociable. He also likes to be touched and/or held by his caregivers/parents. ODD is ruled out and therefore will be exploring neurodevelopmental disorders, such as Intellectual Developmental disorder and Autism Spectrum.

Assignment Details:1. What competencies were you able to develop in researching and writing the course Comprehensive Project? How did you leverage knowledge gained in the intellipath assignments (Units 1- 4) in completing the Comprehensive Project? How will these competencies and knowledge support your career advancement in management?2. What are the important elements of strategy? Why?3. What issues may arise if your do not identify all the potential disadvantages of your plan?4. Why is it crucial to provide both proactive (during the implementation) and reactive (after completing the implementation) feedback to management?

READ CAREFULLY PLEASE?Module 06 Course Project – Training Project Evaluation/FeedbackFor your final course project assignment, create a one-page evaluation / feedback form for your training. Also include a second page describing why you included the questions you did and how they relate to the goals and objectives of your training program.Save your assignment as a Microsoft Word document. (Mac users, please remember to append the “.docx” extension to the filename.) The name of the file should be your first initial and last name, followed by an underscore and the name of the assignment, and an underscore and the date. An example is shown below:

What competencies were you able to develop in researching and writing the course Comprehensive Project? How did you leverage knowledge gained in the intellipath assignments (Units 1- 4) in completing the Comprehensive Project? How will these competencies and knowledge support your career advancement in management?2. What are the important elements of strategy? Why?3. What issues may arise if your do not identify all the potential disadvantages of your plan?4. Why is it crucial to provide both proactive (during the implementation) and reactive (after completing the implementation) feedback to management?· Please reply to the presented statement(s) below.Deliverable Length: 250 words (minimum) per repl

1. What are the implications for HR given what Dave Ulrich is presenting?2. Given what is presented, why is it even more critical to have a HR Scorecard within organizations?3. What would you do differently if you are part of an HR team given what is discussed in the video?Answer the question base in video. Each question for 2 paragraphs.

You have two options for your final paper:1. The first option is an analysis of the HRB case, Seaside Organics, in which you would respond to the following prompt:Compare and contrast the leadership of Sara Norton and Ernest Shackleton.If you choose this option, you would need to purchase the case online from Harvard Business Review ($8.95). The link is here. You can also google the title of the case: Seaside Organics. But make sure you are purchasing the case and not something else, i.e. make sure it’s from HBR and that it’s $8.95.2. The second option is to use the Correll reading to explain the Zenger and Folkman finding that when women assess their own leadership abilities, they rate themselves harshly.If you choose this option, the two readings you will need are:Zenger, Jack and Joseph Folkman. 2019. “Research: Women Score Higher Than Men in Most Leadership Skills.” Harvard Business Review, June 25, 2019.Correll, Shelley J. 2004. “Constraints into Preferences: Gender, Status, and Emerging Career Aspirations.” American Sociological Review 69 (1): 93-113.Whichever option you choose, your response should be in essay format. Your essay should have an introduction, body, and conclusion. Your paper should be 3 pages, double-spaced, 12-point font, 1 in. margins.You should proof read your writing and, if possible, ask someone else to read your essay. Writing with errors and typos will lose points. You should cite sources. Please submit your responses on Quercus by midnight EST Tuesday April 6th.

PERSONALITY DIVERSITY IN THE WORKPLACEEmily Marsh July 11, 2018The business case for diversity in the workplace is a strong one, whatever sector you’re in. Let’s review the evidence;Research by McKinsey shows that gender-diverse companies are 15% more likely to outperform their peers, while ethnically diverse companies are 35% more likely to do the same. And a multigenerational workforce has been proven to provide a distinct advantage for companies, by bringing together a wide range of ideas and knowledge.But what about diversity in terms of the personalities of the people we recruit into our companies? Naturally, we tend to get on best with like-minded people; those who behave in the same way as us, who see the world as we do. So it’s no surprise that when it comes to recruitment, we tend to select those similar to ourselves.You might question whether this is a problem. If everyone is the same, you’ll all get on well and be highly productive, right?However, in reality, there are many reasons why, like with gender, age and expertise, we need a diverse mix of personalities in the workplace.The case for personality diversityGreater diversity of personalities means a greater balance of strengths and weaknesses, and this is important for any company.Your organisation needs different people to fulfil very different roles; to fit together like a puzzle to drive your business forward. You need risk takers to prompt you to try new things, as well as analytical people who will pay attention to the detail and keep you on the right course. Imagine if your organisation was full of highly affectionate individuals. On one hand, you’re great at making people feel valued and creating a caring environment. But what about when you have to give feedback and manage some of the more difficult people things you need to do to make your business successful?Different personalities working together also means a greater variety of perspectives on problems and situations your organisation will inevitably face. If everyone thinks the same, the opportunities for solving a problem will be limited. Ideally, you need different perspectives that can be discussed and debated to allow you to come to the best decision for the business.A broader variety of people with different strengths also means you can delegate tasks according to what makes people ‘tick’, and in doing so, improve employee engagement and productivity. For example, if someone is more analytical by nature, it may be that tasking them with data analysis will be a better fit than choosing someone who tends to focus on the big picture and less on the detail. By bringing together people with different talents, you can create a team that’s more powerful than the sum of its parts.Finally, the personalities of everyone in the workplace affects the morale and atmosphere. And if each person has something to contribute and a different perspective, it can help to create a positive work environment.Improving personality diversityFirst, you need to understand who you currently have in your organisation.By asking employees to complete a personality questionnaire, you can see where your collective strengths and weaknesses lie. By sharing this information with your teams, you empower people to understand where they need to adapt and flex to meet the requirements of the business. It also enables you to develop coaching plans to help develop people in areas they might be less comfortable, such as presenting, managing or making tough decisions.When it comes to recruitment, you can align your decision-making with the goals of your business. For example, if you have an organisation full of people who are very flexible but also very indecisive, you may consider recruiting someone who is more goal-oriented and decisive to push your business forward.However, to enable them to make an impact you need to have a culture in place that allows them to disrupt comfortably. Through coaching and development, you can work on shifting the current culture to meet new personalities halfway.A wide mix of personalities in the workplace means a greater balance of strengths and weaknesses and better quality decision-making. And it creates a stronger workplace atmosphere where everyone feels they have something to contribute. Personality profiling tools, like Facet5, provide companies with an important snapshot of the personalities that exist within their current organisation, so they can identify where the gaps lie.Article source: https://www.t-three.com/soak/insights/the-importance-of-personality-diversity-in-theworkplaceQUESTION ONE (30 MARKS)There are five general traits or personality characteristics each of which is viewed as a continuum along which every individual, or more specifically, every manager falls within. Research and discuss with the use of examples, each of these FIVE (5) characteristics that managers predominantly fall within. Ensure that appropriate and realistic information and examples are used to support your discussion.

Managerial Communication)Choose one of the scenarios below.A dealer that Post Corp. sells to has missed three payments and you will send a final notice of payment indicating that you will begin legal collection procedures in two weeks if payment is not received in full.Your company decides to run an advertisement during the Olympics for a new protein bar.The new CEO plans to condense the hierarchy within the business.You have to ask your parents to transfer money into your account while you are away at school.The cover letter sent along with your resume.Then for this discussion board, respond to each of the following questions based on the question’s relation to the scenarioWho is the targeted audience?What will their expected reactions be?What information do they need to know?What is the best medium for delivering the message? Explain your choice.

Questions:1. As discussed in class this semester, employment laws are relaxing, and more employers are open to hiring people with a criminal past. Do you believe this is a good strategy? Yes or No and Why?2. What criteria do you feel would be appropriate to for the candidate with a criminal past to meet? What criteria would automatically disqualify a candidate from being hired? Explain why you selected the criteria you selected.3. Do you feel hiring an applicant with a criminal past is a risk to an organization? Yes or No and Why? What are a couple of the possible risks?4. If you hired an applicant with a criminal past, do you feel the employee would be more dedicated and loyal to the company? Yes or No and Why?