Defining and interpreting the following concepts, Create a table with the concepts to the left and the meaning to the right, please give an example of its usage. Please include the references.

Performance analysis

Induction programs

Training

Internal and External Development Centers

Organizational changes

ISO 9000

TQM (Total Quality Management) programs

Process Reengineering

Flexi-time

Discussion #1

What do you see as the most important provision in the Wagner or National Labor Relations Act? Support your view with at least one reference from the class materials.

Discussion #2

Review the NLRB Unfair Labor Practice (ULP) process. What is the value of this process? How does it compare to processes in non-union environments?

References

1.  https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1935-passage-of-the-wagner-act 

2.   https://learn.umgc.edu/d2l/le/content/510257/Home 

3.  https://www.nlrb.gov/resources/nlrb-process/unfair-labor-practice-process-chart 

NOTE……..Pls stick to the references

 Cultural Competence Profile – My Practice Skills

Select one of the four self-assessments of cultural competence that you completed in the Unit 6 study, identify three strengths you believe you possess, and identify three areas you need to improve.

Select one of the stories from Thomas and Schwarzbaum (2017), “Section III: Immigration and Acculturation,” and discuss how your identified strengths and areas of needed improvement would impact therapeutic work with this person.

CULTURAL COMPETENCY ASSESSMENT

Part 1: Self-Assessment

Instructions: This 34 item assessment was developed to heighten your personal awareness of your cultural knowledge, cultural awareness, cultural sensitivity, and cultural action.

SELF-ASSESSMENT

Cultural Knowledge

Please rate the extent to which you do the following.

1. I am knowledgeable of my own racial and ethnic heritage.
2. When in public or at work, I only engage and interact with people of my own race.
3. When in public or at work, I only engage and interact with people of my own ethnicity.
4. When in public or at work, I only engage and interact with people of my own social class.
5. When in public or at work, I only engage and interact with people of my own religion.
6. When in public or at work, I only engage and interact with people of my own gender.
7. When in public or at work, I only engage and interact with people of my own age.
8. During leisure and personal time outside of the public eye, I only engage and interact with people of my own race.
9. During leisure and personal time outside of the public eye, I only engage and interact with people of my own ethnicity.
10. During leisure and personal time outside of the public eye, I only engage and interact with people of my own social class.
11. During leisure and personal time outside of the public eye, I only engage and interact with people of my own religion.
12. During leisure and personal time outside of the public eye, I only engage and interact with people of my own gender.
13. During leisure and personal time outside of the public eye, I only engage and interact with people of my own age.
14. I have firsthand knowledge of others specific cultural facts and insights through direct one-to one personal interactions and communications.
15. I have firsthand knowledge of others specific cultural facts and insights through direct social interactions and communications.
16. I have second hand knowledge of others cultural facts and insights through intentionally reading, viewing (documentaries/films), and talking about people whose culture differs from my own.

Cultural Awareness

Please rate the extent to which you do the following.

1. I am mindful of my thoughts, attitudes, and feelings of others cultural differences when I interact with them.
2. I recognize the impact of my specific thoughts, attitudes, and feelings I have regarding a culture different from my own.
3. I recognize the affect my lack of cultural knowledge has on someone’s safety and well-being.
4. I am always aware (conscience and responsive) to the needs of those whose culture differs from my own.
5. I always distinguish between others worldviews and my own when interacting with those whose culture differs from my own.
6. I am always subjective and empathetic when interacting with those whose culture differs from my own.

Cultural Sensitivity

Please rate the extent to which you do the following.

1. I always demonstrate a welcoming attitude (approach and outlook) of respect when speaking about those whose culture differs from my own regardless of the setting and audience.
2. I am always genuine (authentic) in my interactions with those whose culture differs from my own regardless of the setting and audience.
3. I am always aware that I can be effective as a professional and still not be genuine in my interactions with those whose culture differs from my own.
4. I am proficient in cultural awareness and am aware that certain products and practices can cause harm to those whose culture differs from my own.
5. I am always able to distinguish between my attitude and the attitude others whose worldviews differs from my own.
6. I am always responsive and mindful of my attitude when interacting with those whose culture differs from my own regardless of the setting and audience.

Cultural Action

Please rate the extent to which you do the following.

1. I always respond to the needs of others whose culture differs from my own regardless of the setting and audience.
2. I always take into consideration cultural differences of when making decisions about others well-being.
3. I always seek to improve my understanding of how intercultural communications of those whose culture differs from my own can affect decision-making and administrative practices.
4. I always adjust my tone and approach when I am aware that in doing so fosters trust in certain cultures.
5. I always take action when I encounter an in justice or offense that occurs due to lack of knowledge and awareness regarding a specific cultural practice.
6. I always self assess my current knowledge and adjust my attitude toward others in an effort to move beyond barriers of limited traditional assumptions about culture to include the idea that cultures are closed and self contained systems, individuals are primarily part of one culture, there is internal homogeneity and coherence and there are clearly defined borders.

REFERENCES

• Carrizales, T. (2010). Exploring cultural competency within the public affairs curriculum. Journal of Public Affairs Education, 16(4), 593-606.
• Rice, M.F. (2015). A post-modern cultural competency framework for public administration and public service delivery.
• Sharp, B. S., Aguirre, G., & Kickham, K. (2011). Managing in the public sector: A casebook in ethics and leadership. Boston, MA: Longman. ISBN: 9780136039754.

CREDITS

Subject Matter Expert:Carolyn AllenInteractive Design:Tara Schiller, Alyssa JensenInteractive Developer:Dre AllenInstructional Designer:Marisa JohnsonProject Manager:Andrea Thompson, Marc Ashmore
 

HA3110D – Quality Improvement and Risk Management

LP10.2 Assignment: Self-Improvement Project Final Report

Directions

Follow the instructions in the Self-Improvement Final Report Guidelines document to create the final report for your self-improvement project.

Consider a project such as moving to a new neighborhood, completing a long-term school assignment, or even cleaning your bedroom.  Develop a set of activities necessary to accomplish that project, and then order them in a precedence manner to create sequential logic.  Explain and defend the number of steps you identified and the order in which you placed those steps for best completion of the project.In crashing a project, we routinely focus on those activities that lie on the critical path, not activities with slack time.  Explain why this is the case.Identify and discuss some of the problems or dangers in using project networks.  Under what circumstances can they be beneficial, and when can they be dangerous?

Direct Financial Compensation (Monetary Compensation) 

Learning Objectives

1. Summarize the usual components of a total compensation plan and the environment of compensation practice.
2. Explain the direct financial compensation practices.
3. Discuss job structures and how they are established.
4. Summarize competitive pay policies: pay level and pay mix.
5. Explain what pay structures are and how they are created.
6. Review exceptions to the rules: compensation for sales representatives, contingent workers, and executives.

Indirect Financial Compensation (Employee Benefits) 

Learning Objectives

1. Define indirect financial compensation (employee benefits).
2. Describe legally required benefits and the various kinds.
3. Define discretionary benefits and explain the various types.
4. Explain workplace flexibility (work/life balance).
5. Describe customized benefit plans.
6. Summarize the issues of communicating information about benefit plans.

ASSIGNMENT – QUESTIONS

1. There are many contextual influences that must be taken into account when designing and implementing direct financial compensation plans, and one of them is interindustry wage or compensation differentials. Briefly, state the implications of these differentials for establishing competitive compensation programs. Then, explain the factors that contribute to the existence of interindustry wage differentials.
2. With a heterogeneous workforce, employers are having to be more flexible. How are employers using customized benefits plans and flextime to meet the needs of today’s employees?

Expectation:

–  Minimum of 450+ words and in APA format (including Times New Roman with font size 12 and double spaced)

–  Identify the most important concept(s), method(s), term(s), and/or any other thing that you felt was worthy of your understanding.

–  essay form (narrative form) no Bullet points should not to be used 

–  2 outside scholarly or professional source related to human resource management. 

–  Textbook : Title: Human Resource Management  , ISBN: 9780134739724 Authors: Martocchio Publisher: Pearson Edition: 15TH 19 

This week, we studied and discussed metrics relevant to workforce and staffing. For this assignment, you will demonstrate your understanding of these metrics by writing a short paper  that addresses the following questions:

1. What can each metric demonstrate? What is its importance to HRM and strategic decision-making?
2. What would be learned from statistics derived from this metric?
3. Where might one find (or collect) the raw data for this metric? How would you implement tracking this metric in an organizational dashboard/balanced scorecard?
4. What, if any, potential difficulties might create challenges in tracking this metric?

workforce and staffing metrics

Efficiency of Workforce and Job Satisfaction (Quantitative)

Metric 1: Absenteeism Rate and Cost

 Metric 2: Turnover Rate 

• Diversity and Minority Composition within the Workforce (Quantitative)
•  Metric 1: Measuring for Disparate Impact 
•  Metric 2: Ratio of Grievances to Employee Population 
•  Metric 3: Minority Representation by Category 
•  Metric 4: Minority Turnover Rate 
• Efficiency of Recruitment and Selection Systems (Quantitative)
•    Metric 1: Average Days to Fill an Open Position 
•  Metric 2: Offer Acceptance Rate 
•  Metric 3: Yield Ratios 
• Understanding the Applicant Experience and the Exit Interview (Qualitative)

Answer all questions, a minimum of 300 words each.

You have been hired into the position of healthcare manager/leader within your organization. Recently, you have received reports that one of the employees has an unwillingness to work and complete her tasks. Violent verbal exchanges have occurred between the employee and her supervisor based on her underperformance in the unit and the organization as an entity. As you are investigating the issue, you find that one of the major issues involved in this situation involves the fact that the employee has not had proper training in the new electronic health records system that the organization has recently started using. As a result, she is not able to complete her work as quickly as her colleagues, which has caused a great deal of frustration on her part. In a paper consisting of at least two pages, answer the following questions: What are the risks involved in confronting the employee regarding her behavior? What methods can be used to correct the employee’s behavior? What risks might be involved when confronting the employee about her behavior? Why is it important to ensure that all employees have the opportunity to keep their job skills up to date? You should utilize at least two sources. Be sure that all outside sources used, including your textbook, are cited and referenced properly using APA formatting. 

Ledlow, G. R., & Stephens, J. H. (2018). Leadership for health professionals: Theory, skills, and applications (3rd ed.) 

Prepare PowerPoint (10-12 slides, not counting the cover slide or the references slide). (using two impactful slides)—table or chart, picture, drawing, etc.—discussing what employees can and cannot openly say openly about their coworkers, supervisors, and employer.  Cover how the term “protected concerted activities” affects workplaces. 

The audience for presentation will be new shop-floor, first-line supervisors. 

Include notes underneath the slides on what you will say.

Include at least 4 additional sources to help strengthen your discussion.