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Valuing Work Force Diversity
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An inclusive workforce boosts organizational effectiveness by lifting morale, strengthening access to new markets, and increasing productivity. Before organizations can reap these benefits, they must grow beyond simply increasing the number of affinity groups represented. Develop a better understanding of the relationship between diversity and disparities and how they affect your organization. Discover what it means to have a truly inclusive workplace and walk away with ideas and strategies you can use to reshape your organization by unleashing the power of diversity management. Frederick Hobby, president, Institute for Diversity in Health Management
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Promoting diversity and inclusion in the workplace: hhs presentation
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Running Head: DISCRIMINATION 1 Discrimination 8 Discrimination Name Kizito Ekechukwu Institution: Capella University Age Discrimination Workplace discrimination happens when a person receives cruel or unequal treatment attributable to his or her ethnicity, faith, national origin, disability or military status, or other constitutionally covered characteristics. Race is one of the most significant issues that individuals encounter in the workforce, and it has to be handled with authority. There are growing types of prejudice that most exist in the workforce. One way to express bigotry is to refuse one a position because of one's race or gender or view another negatively because of one's race or gender. Discrimination may contribute to the removal of a career, and probably anything detrimental to oneself or to the provocateur. Age discrimination is a problem today, particularly as employers try to escape having to fund pensions or insurance costs and do so by dismissing older workers who may be about to contribute in their pension or may need medical care. Another explanation is that ageing workers can be compensated more than recent recruits, so it is for this purpose that businesses replace older staff with new ones (Directgov. 2011). This form of reform is in comparison to those who are inherently racist towards older workers who are taking the chance to abolish older employment to usher in fresh blood age prejudice primarily affects the aged (60 +) and younger (14-17) in their early adolescence. Because of their era, many Americans were killed, pushed into retirement or turned away from a job. Employers aged over are discriminated against. Employers are more inclined than the elderly to recruit a worker who is much younger and more desirable. Employers do tend to employ workers who can do the necessary job. This is another form of discrimination toward elderly citizens, if they may be really capable of doing the job. "The 1975 Age Discrimination Act prohibits discrimination in services and practices based on age. The effect of discrimination among the elderly people is closely related to different cultural attitudes in that most of the people tend to believe that the elderly are not in a position of providing quality work output compared to the young people. Therefore such culture encourages the discrimination practices in different institutions or organizations against the old workers. Nevertheless, when it comes to wages and salaries, the young employees tend to be discriminated through being paid a substantial amount of salary as compared to the old people, yet they are assigned the same duty working along even hours. Cultural issues Age discrimination is one of the strongest kinds of prejudice, inclu.
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Chapter 4 Culture Competency and CEOD Process: Immigrant Populations, Health Care, Public Health, and Community Defining and Exploring Culture A group or community with whom one shares common experiences that shape the way they understand the world Can include groups: Born into Gender Race National origin Class Religion Moved into Moving into a new community Change in economic status Change in health status Four Concepts Associate With Culture: Cultural knowledge / the knowledge of cultural characteristics, history, values, beliefs and behaviors of another ethnic or cultural group Cultural awareness / being open to the idea of changing cultural attitudes Cultural sensitivity / knowing that differences exist between cultures, but not assigning values to the differences Cultural competence / having the capacity to bring into its systems different behaviors, attitudes and policies and work effectively in cross-cultural settings to produce better outcomes Learning Culture Be more aware of your own culture What is your culture? Do you have more than one culture? What is your cultural background? Learn about other’s culture Make s conscious decision to establish friendships with people from other cultures Put yourself in situations where you will meet people of other cultures Examine your biases about people from other cultures Ask questions about the cultures, customs and views Read about other people’s cultures and histories Listen and show caring Observe differences in communication styles and values; don’t assume that the majority’s way is the right way Risk making mistakes Learn to be an ally Understanding Culture for Community Engagement, Organization and Development (CEOD) U.S. communities are becoming more diverse Racial profiling & stereotyping will be key discussion points when engaging and developing communities in public health practice and may be harmful because they can impede communication, engagement and development Racial profiling / a law enforcement practice of scrutinizing certain individuals based on characteristics thought to indicate a likelihood of criminal behavior Stereotyping / a fixed, over generalized belief about a particular group or class of people (Cardwell, 1996) CEOD and Cultures of the Future Questions to help engage, organize and develop a healthy community of the future: If you could have your ideal community right now what would it look like? If you can’t have your ideal community right now, what will be the next steps in building the kind of cultural community you desire? Who lives in the community right now? What kinds of diversity already exist? How will diversity be approached in your community? What kinds of relationships are established between cultural groups? Are the different cultural groups well organized? What kind of struggles between cultural groups exists? What kind of struggles within cultural groups exists? Are these struggles openly recognized and ta.
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Week 7:Comments to four Power and Influence Carlissa Daft defines influence as the effect a person’s actions have on the attitude, values, beliefs or actions of others (p.369). There is an expression that says first impressions last a lifetime. When you meet someone for the very first time your actions, behavior, body language, and posture will automatically “influence” them. Even the way you speak and your tone of voice can influence a person’s perception of you. This will give them a negative or positive impression of you. In the video Amy Cuddy talked about power and power poses that can help people on an individual basis. She mentioned how these power poses can help one feel empowered and if you feel empowered this can help you get that job or promotion. This will help the way you act and the way you perceive things. Other traits that go along with power are confidence, aggressiveness, courage, charisma, knowledge, and dominance. Sometimes, well a lot of times people are intimidated by power. I thought it was interesting when she mentioned how the feeling of power can affect our hormones, high testosterone and low cortisol. One thing that stood out for me in this video is “making yourself small”. I am always conscience of my posture but I never really thought about the everyday little things that I may do that may make myself seem small so I have to keep an eye out. I can’t say I have a sparkling personality and perform gestures that may make me seem small ( I enjoyed Amy’s presentation. Wonder Woman took me way back. Come to think of it most of the superheroes pose that way. Chelsey Power can influence others significantly whether it is through body language, as discussed in the video or verbal communication. Power determines aspects within an organization like who gets promoted and who does not get promoted. Power can influence people to do what they want, when they want establishing a sort of dependency. If someone looks at a leader within an organization as having power, people within the organization are more likely to develop a dependency on this person whether it be for information, resources, cooperation and more. As a leader to establish a sense of power within an organization could also help to encourage employees to perform work at the best of their ability. If you know the leader of an organization can supply you with what you need to get the job done, as am employee, you should work to use that to your advantage. In the video, Cuddy explains the significance of body language and how you present your body language as a leader. If you cross your arms, hunch your shoulders, or have close-closed contact with your body, that will affect how employees look at you and the power that you have over them. As a leader, if you are always crossing your arms and not presenting your body language in an assertive manner with closed postures, employees may not take you as serious and cause them to not take the job as serious, affecting .
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Tutorial 7 - Wireless Networking and Security
Tutorial 7 - Wireless Networking and Security
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Tutorial 6 - User-Generated Content on the Internet
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BA 15 Chapter 15
1.
Chapter Fifteen Valuing
Work Force Diversity
2.
3.
4.
Figure 15.1 -
Foreign-Born Population Trend
5.
6.
7.
Figure 15.2 -
Primary and Secondary Dimensions of Diversity
8.
9.
10.
11.
12.
Figure 15.3 -
Declaration of Tolerance
13.
14.
15.
16.
17.
18.
19.
20.
21.
Table 15.1
22.
23.
24.
Table 15.2
25.
26.
27.
28.
29.
Table 15.3
30.
31.
32.
33.
34.
35.
36.
37.
38.
39.
Figure 15.4 -
Three Pillars of Diversity
40.
41.
42.
43.
44.
Table 15.4
45.
46.
47.
48.
49.
50.
51.
52.
53.
54.
55.