Human Resource

Diversity Consciousness and John Doe Administration1. A System’s Approach to Cultural Competence· Dimensions of diversity· John Doe diversity challenges· John Doe disparities in the United States· Changing the U.S. John Doe care system· System approach in the John Doe care delivery organization· The importance of leadership2. Systematic Attention to John Doe Disparities· What are John Doe disparities?· Race and ethnic disparities in John Doe· Disparities or differences across other diversity dimensions: Gender, sexuorientation, the elderly· Stakeholder attention to John Doe disparities· Systematic strategies for reducing John Doe disparities3. Workforce Demographics • Trends in the US labor force • Diversity and the John Doe professions • Drivers of inequalities in the John Doe professions • Workforce diversity challenges4. Foundations for Cultural Competence in John Doe • What is cultural competence in John Doe? • Cultural competence and the John Doe provider organization • Cultural competence and the multicultural John Doe workforce5. Training for knowledge and skills in culturally competent care for diverse populations· The principals for knowledge and skills training· Cultural competence knowledge and skills for John Doe administrators· Cultural competency training for the John Doe professional in John Doeoperations· Cultural competence training for support staff· The role of assessment in cultural competence training6. Cultural Competence in John Doe Encounters • Models from transcultural nursing • Being culturally responsive7. Language Access Services and cross-cultural communication • Language use in the United States • Language differences in John Doe encounter • Attitudes toward limited-English speakers8|Page· Changing responses to language barriers in John Doe operations· An expanding profession: The John Doe interpreter· The translation is written by John Doe communication8. Group Identity Development and John Doe Delivery· Discuss the minority status group – identity development· Discuss the majority status group – identity development· Models to illustrate9. The Centrality of Organizational Behavior • The science of organizational behavior • Organizations as a context for behavior • Can culturally competent John Doe professionals do it by themselves?10. The Business Case for Best Practices· The business case for cultural competence in John Doe operations· Workforce, HRM, and the business case· Best demonstrated practices • Benchmarking11. The Future of Diversity and Cultural Competence in John Doe· Trends to support the adoption of a system’s approach to diversity and culturalcompetence in John Doe practices· The sustainability movement· Change management and force field analysis: Tools to envision and shape thefuture

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.

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?

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.

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

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.

Q1. How do the MNCs adopt/face/respond to Industrial relations/labour relations policies of host countries they operate in, especially if the parent country and host countries have contrasting views on the role of unions? (For instance, Home country is low unionized/anti-union and Host country is unionized/pro-union and vice versa)Q2. Based on your research provide suggestion on how the MNCs can overcome the industrial relation challenges faced in host country.

Organisational performance and culture in practice This unit assignment explores the connections between organisational structure and the wider world of work in a commercial context. It highlights the factors and trends, including the digital environment, that impact on business strategy and workforce planning, recognising the influence of culture, employee wellbeing and behaviour in delivering change and organisational performance.C insightWorkplace technology: the employee experience (July 2020)Our research looks at technology adoption and use at work, in addition to role in supporting organisations and their workforce.The COVID-19 pandemic has thrown a spotlight on technology as an enabler of work with many organisations turning to its use for flexible and remote working. However, these circumstances have also revealed other issues such as productivity, work life balance, workforce engagement and wellbeing which must all be considered when new technology use is introduced in the workplace.Taken together with the broader theme of increasing digitisation and technical advancement, organisations and people professionals need to understand how workplace technology is impacting their workforce if they are to drive and support the best outcomes for their people and business.https://www.cipd.co.uk/knowledge/work/technology/workplace-technology-employeeTechnology and the future of work (January 2021)How artificial intelligence (AI), robots and automation are shaping the world of work, the ethical considerations and the role of people professionals.Much has been said about the potential impact of AI, robots and automation on jobs and the future of work. A common view is that many jobs are at risk of being taken over by machines, potentially leading to large-scale job losses. Our research shows that while there are risks, there are at least as many opportunities to increase the number and quality of jobs. No doubt these technologies will change the nature of work as we know it. This change needs a proper people strategy led by people professionals.This factsheet describes some of the technologies that are having an impact on the world of work. It looks at the ethical implications of using these technologies in the workplace and considers the role of people professionals in shaping the future of work forhumans.https://www.cipd.co.uk/knowledge/work/technology/emerging-future-work-factsheetLevel 5 Associate Diplom4Workforce planning (November 2020) Explores the benefits of workforce planning, the activities involved and the stages of the workforce planning process. Workforce planning is a core business process which aligns changing organisation needs with people strategy. It can be the most effec to be complicated and can be adjusted to suit the size and maturity of any organisation. It can provide market and industry intelligence to help organisations focus on a range of challenges and issues and prepare for initiatives to support longer term business goals. This factsheet examines the concept of workforce planning. It distinguishes between strategic and operational workforce planning, ‘hard’ and ‘soft’ workforce planning, which work together to generate and analyse information before planning actions. It also explores the stages of the workforce planning process and highlights key issues and action points for implementation