Your Paper should be double-spaced, with “1” margins on all sides.
 

Having a cover page is important with any assignment. The cover page of your paper should have your complete name, name of the class, and title of the assignment.
 

You should have a brief abstract on the cover page. Have a complete Table of Contents on the next page identifying page numbers for various sections of the paper.
 

At this point in the semester, you have read about the nature of identity as experienced by various people based on their race, gender, ethnicity, sexual orientations, national origin, etc. You have watched several diversity videos related to identity for deeper insights. I will be sending you more video links to watch as your prepare to do this assignment. Here are the two parts of the assignment. Please use proper subtitles within Part 1 and Part 2 to organize your paper so that it is easy to read. I leave it up to your creativity and talent to organize the paper using appropriate and clear subtitles.
 

1. The first part of this paper asks you to reflect on your personal identity and its defining characteristics (3-4 double spaced pages). You know yourself best! Right? You can use both sources from the textbook readings as well as the Diversity videos to give examples and support your personal reflections.
 

Address the following questions in Part 1. Based on your identity, how do you relate to various other groups of people who appear similar or different from you? Give examples to make your points. Do you feel that at this point in your life you have developed a capacity for self-reflection that allows you understand your responses to an environment where diversity is increasingly the norm? Give some examples of your capacity to understand a diverse environment (50%).
 

2. The second part of the paper follows from the first part and focuses on your Personal Cross – Cultural Competence Growth Plan (3-4 double spaced pages). Again, along with your personal reflections and creativity, you can use both sources from the textbook readings as well as the Diversity videos to support the logic behind your Personal Cross – Cultural Competence Growth Plan.
 

Address the following questions in Part 2. What are the some of the most important lessons that you have learned from the classroom discussions and readings and the Diversity Videos? What would your Cross-Cultural Competence Growth Plan look like to prepare yourself for future leadership roles? How will it be helpful to you? Make a 1-2 pages “to-do list” of actions that you can and will take to make yourself a more culturally-competent collaborator and leader.  Your “to-do list” should not only identify what you will do, but also when and how you will do it.  In other words, it must be a real action plan for growth and development.  While it is mainly for your growth, it will help me see how you are converting the course content and our discussions into your own plan for growth as a leader. (50%)

Nice composed!  To your point about staffing, human capital is the most essential resource for every organization.  From a recruiting perspective, what is your take on the concept of “blind hiring?”  Take a look at this link and let the class and I know your thoughts: 

 https://www.shrm.org/hr-today/news/hr-magazine/0418/pages/can-blind-hiring-improve-workplace-diversity.aspx 

 Develop a short human resource strategic plan for an organisation 

Module 6: Discussion Forum

Creating an engaged workforce, while considering today’s changing work environment, can be a challenging task for HR professionals. In the past, organizations have been transactional. Today, many organizations believe it is necessary to engage employees while also continuously scanning the environment for organizational impacts.

Organizations need to remain relevant. Leaders must visualize organizational strategies and how to ensure organizational success, while involving employees in change processes. Motorola is a company that was founded in 1929. During its inception, Motorola manufactured home radios, though things have changed throughout the years:

1937 – Phonographs

1963 – Cabinet/furniture style console stereo sets

1964 – Motorola televisions

1964 – 8-track tape players for automobiles

1973 – Electronic organ

1984 – DynaTAC vehicular cellular telephone

1993 – Digital paging systems

1994 – Introduced iDen digital radio

2000 – World’s first GPRS cellular phone

Every few years there was a new technology and strategy created by Motorola. For this discussion, describe how employee engagement can impact the changing business environment. Explain how employees can lead change.

Answer the above using the question and answer (Q&A) format.  The Q&A format should include the original question along with your response. Within your post, support your responses with information from at least one peer-reviewed/scholarly source (not older than 3-5 years) from  CSU Global online library or the Internet, and provide the full citation at the end of your post. Use APA guidelines (at the CSU Global Writing Center )  to format your references. Your total word count must be at least 300 words excluding the original questions.

Strategic Management 

500 – 700 words 

Avoid plagiarism 

7$

Due date 16/10 

Your answers (for the 4 questions) MUST include at least three scholarly peer-reviewed references,

Make sure to support your statements with logic and argument, citing all sources referenced. 

Question 1: How does strategic management typically evolve in a corporation? 

Question 2: Discuss the influence of globalization, social responsibility and environmental sustainability on strategic management of a corporation.

Question 3: In what ways can a corporation’s structure and culture be internal strengths or weaknesses? Justify your answer by examples from real market. 

Question 4: When does a corporation need a board of directors? Justify your answer by an example from Saudi market. 

 Week 1 Discussion COLLAPSE

Perceptions of Human Resources

Do the HR talent management practices at your organization put people first? Answer the questions below:

• In your view, do the HR talent management practices at your organization reflect this idea?
• Ask one co-worker for their opinion of HR practices at your organization, and report their answer.
• Name one other organization that values people particularly well; explain what you admire about their approach.

This week only, post your initial response by Friday, midnight of your time zone, and reply to at least 2 of your classmates’ initial posts by Sunday, midnight of your time zone.

1st response

 
Tiara Collins RE: Week 1 DiscussionCOLLAPSE

Hello Professor and Class,

Do the HR talent management practices at your organization put people first? Answer the questions below:

• In your view, do the HR talent management practices at your organization reflect this idea?

I believe in my organization, certain people put people first, but the organization as a whole does not put people first. The management team in my office understands the value of each person, and as Patty McCord says, Netflix did and be a “fully formed adult (1).” The organization does not see people at all. Because the organization comprises many offices, they only see the people as pawns to get results. Now and then, we will have a manager who comes in for the organization and tries to understand the people’s wants and tries to put a program in place, but the bureaucracy of the government comes along and stops the process. Hence, the person gives up and gets another job.

• Ask one co-worker for their opinion of HR practices at your organization, and report their answer.

I asked my co-worker Doreen about the HR department. She was very disturbed. She explained that no one knows what they are doing, and no one knows the policies or laws that should be followed. She explained that there was a lot of the problems that Moody, Golden, and Tornone explained in the article, such as state, federal and local laws creating a patchwork that they have to fill in the blanks, fighting harassment and improving inclusion and ballooning employee debt and a focus on financial wellness education (2). She did not care for how long it took to hunt down an answer for anything about why one person may have one thing, and another does not.

• Name one other organization that values people particularly well; explain what you admire about their approach.

I believe I am very fond of Verizon. I have had many friends that have been in the company and have been personalized from day one in their career path, and they take care of the employees. They give proper career growth to many of their employees and helps lessen their financial burden while assisting them in improving their talent and skills without charging them out of pocket. I decided to look up the reviews customers gave about Verizon and working with them. They gave them pretty good thoughts about working with the company. The cons are about the type of work they do but not too many negative reviews about the company (3). Looking at the Verizon Code of Conduct, the first thing that comes up is integrity, and setting the tone of credibility at the top is within the first three pages of the packet. This tells me that they want to establish the trust that David Lapin talked about (5). Verizon understands that being transparent and understands holding people accountable helps create trust, so the employees are willing to go above and beyond.

Tiara Collins

1. McCord, Patty. (2011). How Netflix Reinvented HR. HBR.
2. Kathryn Moody, Ryan Golden, Kate Tornone. (2018). 10 Trends that will shape HR in 2018
3. https://www.indeed.com/cmp/Verizon/reviews?fcountry=ALL&fjobtitle=Human+Resources+Manager
4. https://www.verizonwireless.com/dam/aboutus/pdfs/Code_of_Conduct.pdf
5. David Lapin. (2018). Unlock MagicalnPerformance

2Nd response 

 RE: Week 1 Discussion COLLAPSE

Hello Professor and Class:

• In your view, do the HR talent management practices at your organization reflect this idea?

The company that I was laid off from was a private company.   There was a HR generalist that was in place. So my answer to this question for my previous company is no. Covid 19 was a perfect example. The HR person was literally a mouth piece for the management team. Supporting the idea or image that we all know to well. The managers made the decisions and she carried out the tasks of delivering the news. Before Covid-19 there were no initiatives in place to create an atmosphere of inclusion, working there was only about the bottom line. They did not care about the employees, The turnover at the company was rampant. I saw people start and quit in the same week. Candidates were under not clearly sure of what their roles were or what was required.   She was just that nice face that did nothing but follow orders. There was turnover in HR as well. This is where the company could take some advice from Bob Keegan by fostering a partnership with HR. 

• Ask one co-worker for their opinion of HR practices at your organization, and report their answer.

I asked my co workers at my current job and I was told they are a great resource and the practices that are in place is why the retention rate is high and the in house promotions are common. They see their employees as an investment.  Open door policy, team building initiatives and diversity training are amongst the practices of their HR department.They are also a global company and employ a diverse group so HR is held to a high standard and they adhere to it.

• Name one other organization that values people particularly well; explain what you admire about their approach.

I interviewed with Lyft a couple of months ago, for a position in San Francisco. I contemplated moving because of the company culture. They really care about their employees in corporate from my interaction. The facility, the work life balance, the support and stated respect for everyone. The ability to advance within the company as well creating a great space to work is why I considered relocating. Their stance on Inclusion and Diversity is evident they care about their employees as well as the community.

https://www.lyft.com/careers

https://www.clariant.com/en/Careers

Week 1 Lecture: Perceptions of HR 

Conaty & Charan, Chapter 11: Get the Right Talent Management Processes

 Discuss what measurable objectives are and their importance to project management. 

 Individual Course Project Proposal – Outline (80-points) due Week 1   The OrganizationSelect an organization to be used for this Individual Course Project10-pointsHistory / BackgroundDescribe the history / background of the organization10-pointsCurrent BusinessDescribe their current business. What do they do? Why?10-pointsM, G & ODescribe the mission, goals and objectives of the business10-pointsCurrent T & D DepartmentDescribe in as much detail as you can find the current Training and Employee Development department. What do they do? Why? Do they seem proactive? Or, mostly reactive? Why? How can you tell?20-pointsProblemsLook at the entire organization. What challenges / problems are they experiencing? Why? Does it seem like they have a clear path forward using a training and development intervention? Why? How can you tell?10-pointsYour Reason(s)Why do you wish to research, study, and write about this company from a Training and Development perspective?10-points    Total Points80-points

1. Identify one specific task leadership activity and one specific maintenance activity that should be encouraged. Identify the most significant disruptive behavior that should be discouraged.
2. Identify the most obvious individual motivational problems experienced by Jing, Mahonney and Tanney. How should Denson motivate each person (be sure to provide a specific motivational suggestion for each person based on their motivational needs. Ensure that you have at least one suggestion from each of the motivational theory/techniques: content theories, process theories and reinforcement strategies).

references

Assess two effects that cultural competencies overall have on health care human resources management. How does this impact workforce planning? Provide specific examples to support your rationale.