...Overcoming Workplace Discrimination GM591 Leadership and Organizational Behavior April 15, 2012 Dr. Barb Vallera Introduction The Coffee Bean and Tea Leaf, Inc. is the oldest and largest privately-held specialty coffee and tea retailer in the United States, whose corporate headquarters are in Los Angeles, CA. They have experienced steady growth and profits since their conception in 1963, but have since embarked upon an international expansion boost. The company has expanded at such a rapid pace that they are considering an IPO in the next couple of years to raise further capital. We primarily sell premium coffee and tea blends that are harvested across the world from private farmers and growers to ensure exclusivity. We select only the top 1% Arabica beans and the finest hand-plucked, whole leaf teas. Our coffee is freshly roasted daily in small batches in a manual European roast style in our private roasting facility. All of our teas are hand blended under the direction of our tea master. Today we proudly offer over 30 varieties of coffee and 20 varieties of teas. In addition to our coffee and tea selection, we have developed the CBTL system, which is a single-serve, automatic proportioning system that provides customers with The Coffee Bean and Tea Leaf experience in the comfort of their own home. You can now find The Coffee Bean and Tea Leaf products in grocery stores, restaurants, and offices. The company has grown to be an international...
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...Nadia Hercules Elaine Zundl ISS Women Leadership 14 September 18, 2014 Personal Reflection Society plays a big role on how individuals act and perceive their environment. Its society the one that chooses what certain sex is supposed to act. Once an individual goes outside questions the norms, society makes that individual an outcast. The reason behind is because people love to be loved back just to become accepted by society. Society has a great impact on gender and how an individual is expected to act based on societal rules. Judith Lorber in her essay “Night To His Day” explains how individuals try to put a gender once a baby is born, those expectations of gender then creates gender stereotypes of how an individuals should act and respond to societal cues based on their gender. Lorber’s essay is an explanation to some extent of how living and being Hispanic has influenced my way of thinking towards the role of women in society. Since an early age a Hispanic girl is taught that is incumbent for her to stay home and take care of the children and man, however, that machista way of thinking aggravates what I stand for which is succeed in life and not be the typical stay home housewife. Living in such environment made me realized that I wanted to stand out from the norm. That the kitchen and woman role that society designates to women were not for me; instead, I wanted an education in which I have a leadership role and stand beside men as equal. Taking that stand and identifying...
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...Emerging Standards of Care: Cultural Competence Nur 531 July 29, 2013 Instructor Greg Friensz Emerging Standards of Care: Cultural Competence The current U.S. population exhibits unparalleled sociocultural and ethnic diversity, yet the nursing workforce fails to reflect the current state of the nation’s diversity. According to Clark, Calvillo, Fongwa, Kools, Dela Cruz, Lowe, and Mastel-Smith (2011) non-Hispanic Whites constitute 83.2% of the nursing workforce, although Hispanics, African Americans, American Indians, Asians, and other ethnic groups remain underrepresented. Nursing faces the challenge to meet the health care needs of such a culturally diverse population while promoting diversity in the workforce through educating nurses on cultural sensitivity and competence. Cultural competence in nursing is evolving as the standard of care. Nursing and other health care providers must employ knowledge of various social and cultural influences in the care setting to promote patient-centered care (Mitchell, Fioravanti, Founds, Hoffmann, & Libman, 2010). It is crucial to recognize and appreciate the relevance of diversity in the acute care setting to set standards of culturally competent nursing care, and improve care delivery through meeting and improving these standards. When examining definitions and concepts of cultural competence, it is evident that it not only pertains to race, sex, age, and ethnicity, but encompasses “other inseparable factors of culture...
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...Emerging Standards of Culturally Competent Care NUR/531 University of Phoenix Emerging Standards of Care: Cultural Competence The current U.S. population exhibits unparalleled sociocultural and ethnic diversity, yet the nursing workforce fails to reflect the current state of the nation’s diversity. According to Clark, Calvillo, Fongwa, Kools, Dela Cruz, Lowe, and Mastel-Smith (2011) non-Hispanic Whites constitute 83.2% of the nursing workforce, although Hispanics, African Americans, American Indians, Asians, and other ethnic groups remain underrepresented. Nursing faces the challenge to meet the health care needs of such a culturally diverse population while promoting diversity in the workforce through educating nurses on cultural sensitivity and competence. Cultural competence in nursing is evolving as the standard of care. Nursing and other health care providers must employ knowledge of various social and cultural influences in the care setting to promote patient-centered care (Mitchell, Fioravanti, Founds, Hoffmann, & Libman, 2010). It is crucial to recognize and appreciate the relevance of diversity in the acute care setting to set standards of culturally competent nursing care, and improve care delivery through meeting and improving these standards. Cultural Competence ...
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...teaching and strengthen classroom relationships. A1. Local Demographics Almost 12% of the students that attend the schools in Millard County speak another language other than English in their home. (United States Census Bureau, 2015) Due to the language diversity in the district the staff needs to pay particular attention to the students’ parents may have a hard time overcoming language barriers. The ethnicity groups that are located in the Millard County School District are becoming more diverse. In the last four years Millard County’s ethnicity groups have had the following changes: increase 4% that are Black or African American, a decrease of 1% American Indian, decrease of .3% Asian, decrease of .1% Native Hawaiian and increase of 2% Hispanic. (United States Census, 2014) The faculty needs to be aware and educated on the student’s backgrounds to further facilitate the teaching of these students. They also need to be able to adjust to the ethnicity changes as they happen weather they be an increase or decrease in numbers. The socio-economic levels of the district are divided into three distinct quadrants. They have the upper class consisting of approximately 25% of the students. The middle class consists of the other 50% and lower class makes up the other 25% of the student body. There needs to be a consideration of the needs of the lower class students. A1a. Demographics across the United States Millard County School Districts students...
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...Week 3 Zhengyu Gui dragonfly8563@gmail.com MGMT591 Professor Bodero July 2014 Group Development When developing teams, a five-stage group-development model called the Tuckman Ladder is referenced most often. The model, first proposed by the educator Bruce Tuckman, is consisted of five distinct stages all teams go through: forming, storming, norming, performing, and adjourning. Each stage is characterized as the following: * Forming: Characterized by a great deal of uncertainty about the group’s purpose, structure, and leadership. Not until these issues are sorted out members can think of themselves as part of the team and move on to the next stage. * Storming: Characterized by intragroup conflict. Members accept the existence of the group but resist the constraints it imposes on individuality. There is conflict over who will control the group. When this stage is complete, there will be a relatively clear hierarchy of leadership within the group. * Norming: Characterized by close relationships and cohesiveness. There is now a strong sense of group identity and camaraderie. This stage is complete when the group structure solidifies and the group has assimilated a common set of expectations of what defines correct member behavior. * Performing: Characterized by fully functional group. The group structure at this point is fully functional and accepted. Group energy has moved from getting to know and understand each other to performing the task at hand...
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...Crime statistics and incarceration rates reveal that young African American men are prosecuted and imprisoned at higher rates than their Non-Hispanic White counterparts. Although the total number of incarcerations by race does not vary significantly, the age of prisoners by race is meaningful. In December 2011, the U.S. Department of Justice statistics for sentenced male prisoners under state and federal jurisdiction totaled 1,537,415. Broken down by race, African American lacks totaled 555,300 prisoners with Whites totaling 465,100 and Hispanics 331,500. As the assignment scenario noted, in 2003 there was disparity between the incarceration rates for males aged 25-29 among races. As of 2011, rates for the same age group do not show as wide of a gap. In 2011, White males ages 25 to 29 comprised 14.4 percent of incarcerated males compared to 16.5 percent African American lacks and 18.8 percent Hispanics. The statistics from the U.S. Department of Justice for 2011 show that, “More than half (52%) of white male prisoners were age 39 or younger, compared to 63% of black and 68% of Hispanic male prisoners.” There remains disparity when age is factored into the incarceration rates with eleven percent more Blacks and sixteen percent more Hispanics incarcerated than Whites for those 39 and younger. In addition, one must consider that African Americans have higher rates of arrest, conviction, and incarceration when they total a minority number in the population. When evaluating...
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...Culturally Competent Care Standards Lori Houde Nur/531 Gregory Friesz December 17, 2012 As more people immigrate to this country, the need for culturally competent nursing care becomes more important. Hospitals, clinics, and doctors offices are now emphasizing the need for nurses to be aware of the diverse needs of many differing cultures. Learning and understanding Leininger’s transcultural nursing theory can assist the nurse in incorprating culturally competent care into their practice. Nursing standards regarding cultural commpetence are changing as more immigrants are entering this country and the health care system. Statistics According the the US Census Bureau in 2000 30% of the US population was an ethnicity other than non-hispanic whites. The projection is that it will reach 50% by the year 2050, while currently 90% of all nurses are caucasian (Maier-Lorentz, 2008). Brought into working terms that means that if a nurse has a six patient assignment, approximately two of the six will be from another culture and have different needs and beliefs. Nursing care revolves around giving holistic care to each patient. In order to provide holistic care to patients the nurse must be aware of the individual needs of that patients. The patients cultural background will determine what those needs are. If a nurse is unaware of the cultural needs, there is no way to provide a plan of care to meet the individual needs. Leininger’s Cultural Care Theory Leininger’s culture care theory...
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...Organizational development and fundraising professionals, as well as board volunteers, have the opportunity to cross boundaries that divide people in other sectors. Whether we view this opportunity with apprehension or enthusiasm depends on our heritage, experiences, beliefs, and vision. Historically, nonprofit boards have offered limited opportunities to develop diverse leadership. 4 Beyond representation: Building diverse board leadership teams Maria Gitin OVER THE YEARS , dialogue on board diversification has evolved from focus on the importance of representing constituents, to “doing the right thing,” which is characterized by opponents as “political correctness,” to the current widely held view that a nondiverse board is missing key potential donors and opinion leaders. Diverse leaders can expand knowledge, create new resources, and open doors to partnerships necessary to fulfill an organization’s mission. Recommended strategies for board diversification must be understood in the context of the deeply divided society of the United States. Although North American cultural issues are the result of a unique history, most elements of diversity planning will apply in other countries as well. By the year 2015 the nonwhite portion of the U.S. population is expected to increase to 30 percent NEW DIRECTIONS FOR PHILANTHROPIC FUNDRAISING, NO. 34, WINTER 2001 © WILEY PERIODICALS, INC. 77 78 DIVERSITY IN THE FUNDRAISING PROFESSION (Changing Our World, 2001). In...
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...Racial Profiling Angelique Rosales Senior Capstone in Criminal Justice (CRJS499 -1502B -01) Unit 1 Individual Project American InterContinental University 6/16/2015 Abstract The topics covered for research Racial Profiling, explain what it is, why it occurs, how data can be collected. Resources that are provided cover many different questions that can be asked about racial profiling as well as my ethical standards towards providing what I have prepared to share. Thesis What is Racial Profiling? Racial profiling occurs when law enforcement targets someone for investigation on the basis of that person’s race, national origin, or ethnicity. It has been a very heated issue for the past few years now. Race and location are very dominant characteristics that authorities look at when engaging in this type of profiling. There is so much news of how certain races are being abused or how authorities are stepping out of boundaries with their actions towards certain races. Why does racial profiling occur? There are statistics that demonstrate that minorities are disproportionately targeted by police are plentiful. Some of which have even complied by police departments themselves. So even though there are many who are aware it is happening, and happening all over the country, there is very little effort to curb the practice. Racial profiling occurs mostly because people are close minded and judgmental on someone’s ethical background or race. Since one does not come from...
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...Course: MGMT591 Professor: Robert Paschke Part 1: Group Development The Woodson Foundation and the Washington DC public school system are teaming up to create an experimental after school program to tackle certain ongoing issue with the school system. The ongoing issues include rapid staff turnover and truancy, low performance and crime amongst students. The plan, after months of negotiation is to create an agency that will integrate both the Woodson Foundation and the DC Schools organization and be financially self-sufficient. To make this possible, the first step is to create an executive development team that will establish the operating plan for improving school performance. From what we have read in the case study and the text book material, this group can be considered to be in two stages simultaneously. This is a group that is still in the “forming” stage – there is a great deal of uncertainty, members have not yet been identified and none of the group properties (roles, norms, status, size, cohesiveness and diversity) have been clearly defined (with one exception, that of the group size). While the group is still in the forming stage there is also conflict brewing. Each of the group members have their interests at heart. The school district representatives want to ensure that the new jobs are unionized and that current policies and procedures are applicable. Woodson Foundation is focused on performance measurement using hard data, which is not consistent with the existing...
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...Mr. Robert, Sala, Area Manager: The Hertz Corporation Austin Bergstrom International AP, Austin, Texas Respected Mr. Robert Sala, I am a student from Texas A&M University, Central Texas doing my MS in Management & Leadership, as per the Data Gathering project requirement I am conducting an Employee Satisfaction Survey on The Hertz Corporation at Austin, Texas. The purpose of the Employee Satisfaction Survey is to gather data on the Hertz Corporation at Austin Bergstrom International Airport with the intention of solving employee relation problems. This is a “Skip level” survey. This survey includes all employees and excludes all internal managers. The survey will consist of open ended and close ended questions. The answers are expected to be answered with integrity as I use these answers to analyze the overall data. Once the analysis has been completed, the data will be kept confidential. Sincerely, Mr. Lasana ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Survey Introduction During the spring of 2012, I Clarence Lasana noticed a lack of leadership within the Hertz Corporation at Austin Bergstrom International Airport. Thus, an analysis & questionnaire survey was conducted in order to assist employees with their concerns. The Hertz Corporation at Austin Bergstrom International...
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...company leaders. As businesses are slashing jobs, managers are required to do more with less. Human resource (HR) managers must be precise on hiring the best employees and offering the most attractive benefits for a diverse labor market. Department managers must maximize employee productivity. Gone are the days when managers can hide behind their desks unconcerned of their department’s work culture. The downward economy has forced senior leadership to take a red pen to wasted resources. Unproductive departments face possible layoffs or consolidation with other departments. Understanding the characteristics of the current labor market creates an opportunity for managers to grow their company’s human capital and propel their careers. Managers must understand today’s evolving labor market, in order to attract the best workers, effectively lead, and successfully motivate workers—create a competitive advantage with little room for error. Why Understanding the Labor Market Attracts the Best Workers. The diversity of the labor market is a reflection of our changing society. According to Mitchell et al. (2003), in the next two decades a transformation will occur in our workforce. Due to the evolution of medicine, people are living longer. This naturally extends the work life of employees. HR managers must understand the needs of older employees and offer benefits to meet those needs. Those needs will differ from the needs of younger employees with less work experience. The “one size...
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...LSI Paper Gloria Guzman guzmangloria@hotmail.com GM591 Leadership and Organizational Behavior Professor Barbara Ward September 2, 2011 Personal Thinking Styles Well hello Gloria Guzman, it is so nice to visit you again. That is exactly what I thought when I completed my Life Style Inventory and saw my report. In my life time I have taken a few self-evaluating, personality-leadership-management surveys and I must say I always learn something new about myself and witness growth and maturity. My LSI primary style is Affiliative with a score of 36 out of 40 and an 83 percentile. My results are shown in appendix 1. Both the high score and the high percentile tell me that this style strongly describes how I see myself and behave. The affiliative style falls in the constructive styles category. In general, this category measures our level of satisfaction, our ability to establish healthy relationships and work effectively with people, and proficiency at accomplishing tasks. This style places high importance on family, friendship and business relationships. In my personal life it explains my dislike and avoidance of arguments and disagreements. I have been married 27 years, and yes I know it takes two to make it work but my high value of marriage makes me work harder at it. This style has shined a light on why people usually confine and trust me with their feelings. It takes me time to make a decision because I consider how other people are going to feel and be impacted...
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...Introduction Methods of Evaluation Hines employs various methods to identify and evaluate candidates for positions throughout the firm. There are two tracks for the application process. One of those are for internal applications and referrals. Internal Applicants enjoy the convenience of viewing jobs before they are open to external applicants (with the exception of referrals). Hines has an intranet which only current employees have access to. On the Human Resources page, there is a link for Internal Job Postings. Here, employees can view job postings in the North American region of the company. When an employee applies for an open position, it is a simple process. They must fill out a quick query form and attach their resume. The most difficult or nerve wrecking aspect of the internal application process is that employees are required to inform their immediate supervisor that they are applying for the position. Of course this is required not only as a courtesy but also because the Human Resources Department will call the applicant’s supervisor for a reference. By requiring an employee to inform their supervisor from the beginning, the supervisor is not blindsided by a transfer or by a call from HR regarding the applicant. However, at the same token, this may deter applicants from applying for positions because they are afraid of repercussions that may arise for wanting to transfer to another position/office. If an employee is referring an external applicant, then the process...
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