...Perils of social networking, using social network to background check prospective employees 2. Angle: Arguable topics are those that have at least two sides. Choose a side that you agree or disagree with. I am going to argue that it is an unfair practice for potential employers to use social networking to disqualify candidates for future employment. 3. Purpose and Thesis: The purpose identifies whether you’re writing to support, refute, or extend the ideas of the publication to which you are responding. The thesis statement lets the reader know what to expect in your letter. To complete your thesis, start with a formula such as “I agree with [topic/issue/author] because…” OR “I do not agree with [topic/issue/author] because…” I do not agree with the practice of prospective employers using Facebook to investigate their employees. 4. Reader/Audience Profile a. Readers’ Expectations: Write down the specific expectations of readers of the publication and how you plan to accommodate them. Readers would expect to read why prospective employers should not use social media to investigate their job applicants. I will use examples from my research of how this practice can negatively affect the process of finding qualified candidates. b. Readers’ Values/Attitudes: Write down your readers’ values and attitudes toward the issue and how they will influence your letter. I think that most readers will agree that the practice of doing a Facebook background check is an invasion...
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...of clear rules and standards has led to the dissemination of personal information across the internet for purposes other than what Facebook was intended for. One of the more disturbing ethical infringements on personal privacy is the use of Facebook profiles in employment screening. This new method of employment screening by companies is a clear infringement on the rights of Facebook users. Consider the following scenario: A recruiter at a Denver based company has a stack of resumes on their desk from recent University of Colorado graduates. Due to time constraints and the fact that each applicant appears equally qualified, the recruiter decides to go online and check their Facebook profiles for any relevant information to aid in the hiring process. However, the recruiter does not have access to the CU Facebook network and asks one of their CU interns to log on for them. The recruiter begins searching through profiles based on the stack of submitted resumes. The first profile pops up. It doesn't take long before the recruiter sees that the applicant’s political affiliation is "very liberal" and listed under her interests is a pro-choice feminist club. Being a conservative Christian, the recruiter immediately throws away the applicant’s resume, never giving them a fair chance. As alarming as this sounds, it is an increasing occurrence. Should the employer be allowed to see Facebook profiles and screen potential employees based on the information they uncover? This is a question...
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...not present an exhaustive list or discussion of the laws that may be implicated by an employer’s social media policy. Considering rapidly evolving social media technology and legislation, any such discussion would risk being outdated. Thus, employers with or considering social media policies should consult an attorney to ensure that their policies are consistent with existing (and rapidly evolving) laws affecting social media. With this caveat in mind, the following non-exhaustive list of guidelines provides a general framework for an effective employer social media policy and its implementation: * Employers with social media policies must ensure that their policies do not prescribe employee social media use protected by the NLRA. As a general rule, the policy cannot restrict employees from using social media to discuss the terms and conditions of their employment. Discussions on social media by employees are considered “concerted activity” and thus a policy restricting such discussions would constitute an unfair labor practice under the NLRA. * Employers should know that any ambiguity in a social media policy is construed against them. Broad polices are therefore at higher risk of violating the NLRA because they are more likely open to differing interpretations. If an employee could reasonably construe a provision in a social media policy to prohibit using social media to discuss the terms and conditions of employment, the policy does not comport with the NLRA...
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...Police Influence on Society Antonio Montoya CJA/334 March 15, 2015 John France Police Influence on Society Problems between law enforcement and ethnic and social class groups have always existed. It is hard to believe that law enforcement has discriminated in the past. Many persons argue that police officers may arrest other ethnic groups compared to other one's such as African American, Hispanic, or Asian before they would arrest a Caucasian. Some persons may also believe that a police officer will arrest a person coming from a lesser socioeconomic class before arresting a person from a more wealthy place. However, the bad thing, is that even though the criminal justice system denies these types of accusations, history has proven opposite. History of Policing Long time ago law enforcement officers were for the most part Caucasian males, and their height had to be five foot 10 inches or above. Even though this particular requirement does not exist today, before when it was taken into consideration it meant that Hispanics and Asians could not even try looking forward to a career in law enforcement. As for Africans Americans they were in fact able to meet the height requirement, but unfortunately other discrimination practices stopped them from advancing to higher rank. The good thing is that later on a law passed which was "The Civil Rights Act of 1964, which ended segregation in public places and banned employment discrimination on the basis of race, color, religion...
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...Discrimination Act 1975 | makes it unlawful to discriminate in employment on the ground of race, colour or national or ethnic origin. | The Sex Discrimination Act 1984 | makes it unlawful to discriminate in employment on the grounds of a person's sex, marital status, pregnancy or potential pregnancy or to sexually harass another person. | The Human Rights and Equal Opportunity Commission Act 1984 | provides for the rights of people with physical or mental disabilities and addresses complaints of discrimination in employment. | 2. In my own words, Diversity in the workplace is about learning from each other regardless of our cultural background and bringing those differences into the workplace to broaden experiences and knowledge. Diversity includes not only race but gender, ethnicity, personality, age, education and background. It is a good idea to have a diverse workforce because: By branching out to a diverse workforce, employers have access to a greater pool of candidates thereby improving the odds of hiring the best person. In a competitive marketplace, an organization that puts people first – regardless of their race, religion, gender, age, sexual preference, or physical disability has an advantage over the other players. Just as the workforce is becoming more diverse so is your market. Employees who mirror the customers you serve can benefit an organization since they will feel as if they hold a common ground. Furthermore, employees with different perspectives...
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...assignment guidelines and module supervision I believe some students are having difficulty finding the assignment guidelines, these are on webCT in the module handbook, however, to make them more explicit I have also copied the guidelines below. Hopefully you have been able to choose a patient and are making progress with your assignment, remember to use your module supervisor as you develop your piece of work. If your module supervisor in on leave for more than 1 week you may approach ONE other team member for help during your supervisor’s absence. Should you choose this option then you have a responsibility to inform your temporary supervisor of what guidance you have previously been given. Once your original supervisor returns they immediately resume their supervisory role and you should inform them of what advice you have received in their absence. all the best with your assignment Graham 10/6/10 CASE STUDY GUIDELINES FOR NU2285 This assignment should provide evidence of theoretical understanding underpinning practice. It is a summative assessment that requires you to write a 3000 word case study on an adult patient you are currently nursing. The patient must have a condition that is covered in the module content i.e. a patient who has a neurological, cardiac, respiratory, metabolic or neoplastic disorder. What is a CASE study? It is NOT a study of nursing care alone, and hence this is not a nursing care study. Case reflects all aspects of “care” provision...
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...money passed, which is typically deceived by the money launderer as to the source of the money. The crime victimizes nations in a broader way by distorting national and global financial data. Inaccurate financial data can have many negative macroeconomic consequences, including inexplicable changes in money demand, risks to bank soundness, contamination effects on legal financial transactions, and increased unpredictability of international capital flows and exchange rates due to unanticipated cross-border asset transfers (fatf-gafi.org). 3. Is there a "typical" social background of the offender(s)? Are there any current trends . . . data issues? The typical money launderer is usually wealthy since the person or organization has a large, steady amount of excess money that needs to be “washed” of its illicit origin. However, the “social” characteristics, including the race, college education, vocation, and social position of the person or organization is more diverse. Typical money launderers are criminal organizations, such as the American Mafia or Chinese Triads, which are engaged in black market activities such as controlled substances, gambling, and...
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...Running head: SOCIAL JUSTICE This is a sample paper for Dr. Matthew Robinson’s class … CJ 5150, “American Justice System and Social Justice” at Appalachian State University The paper is not be used for any purpose other than illustration for students in the class!!! Social Justice versus Criminal Justice Appalachian State University Social Justice versus Criminal Justice In this paper I will discuss how different aspects, policies, and procedures of the United States criminal justice system are inconsistent with the principles of social justice posited by John Rawls and David Miller. The criminal justice system does not promote socially just outcomes or practices. First of all, the criminal justice system is not really a system at all; it is a network. Second, criminal justice places greater emphasis on crime control, rather than due process rights. Our system encourages punishment rather than rehabilitation. Finally, criminal justice policies such as the death penalty and the war on drugs reflect prejudices within the system, resulting in unequal treatment. Before beginning to explain these flaws within criminal justice, I will first define social justice and explain the essential social justice principles suggested in Rawls and Miller’s theories. Social Justice Justice is based on two supposedly equal conceptions. First, guilty offenders are held accountable for their actions and second, that criminal justice...
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...Contents Introduction 1 Legal risks 1 Evaluation 1 Children/Members 2 Children 2 Camp Activities 2 Peer Assault 3 Staff / Operations 3 Workplace Violence and Harassment 3 Procurement and Operations 4 Privacy Breach 5 Injuries 5 Slips and falls 5 Equipment Injuries 6 Swimming Pools 6 Vandalism and Theft 7 Disease and Contraction of Illness 8 Financial Coverage 8 Conclusion 8 Appendix 9 Exhibit 1: Cooper Koo Family YMCA Under Construction 9 Exhibit 2: YMCA’s Purpose 10 Exhibit 3: 10 Exhibit 4: 11 Bibliography 13 Introduction The Greater Toronto Area (GTA) YMCA has approved plans to convert the Pan Am Athletes’ Village located on Front and Cherry Street into the largest YMCA centre following the games in 2015.The 82,000 square feet “Cooper Koo Family YMCA” is expected to attract a diverse neighbourhood with an expected population increase of 13.5% by 2020.The green facility currently under construction will be equipped with a full gymnasium including exercise and fitness studios, as well as a swimming pool (Exhibit 1).Cooper Koo is to continue to promote the YMCA’s vision to build healthier communities and commit to the association’s guiding principles to remain ethical, accountable and proactive (Exhibit 2). As Risk Management Consultants in reviewing this project, we are taking the proactive approach to identify and assess the facility’s operational legal risks and to mitigate the major risk areas prior to a breach (Exhibit...
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...including recruiting, training, rewarding, and appraising (Dessler 2008) * Designing management systems to ensure that human talent is used effectively * and efficiently to accomplish organizational goals (Mathis & Jackson 2008) * Term HRM is used in two ways: * Generic approach: describes a body of management activities - seen as a new term for ‘personnel management’ * Distinctive approach to the management of people: distinct from personnel management - a distinct philosophy * Organizational Assets: Physical, Financial, Intangible, Human * Old Myths about HRM Old Myths | New Realities | People go into HR because they like people. | HR departments are not designed to provide corporate therapy or as social health-and -happiness retreats. HR professionals must create the practices that make employees more competitive, not more comfortable. | Anyone can do HR. | HR activities are based on theory and research. HR professionals must master both theory and practice. | HR deals with the soft side of a business and is therefore not accountable. | The impact of HR practices on business results can and must be measured. HR professionals must learn how to translate their work into financial performance. | HR focuses on costs, which must be controlled. | HR practices must create value by increasing the intellectual capital within the firm. HR professionals must add value, not reduce costs. | HR’s job is to be the policy police and the health-and-happiness...
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...please copy this report and send it to all your friends. Forward it to as many people as possible. The more the merrier! Print it out, pass it around, and hand out copies to everyone you know. Just make sure you keep the names and logos on each page intact. Table of Contents Why I Wrote This Guide and What You’re Going to Learn ........................................................... 4 Reality Checks and Beaches in Thailand .......................................................................................... 4 Action Plan, Step 1: Plan Your Strategy ........................................................................................... 6 Your Strategy: Action Steps ........................................................................................................... 9 Action Plan, Step 2: Craft Your Story ............................................................................................. 10 Your Story: Action Steps .............................................................................................................. 14 Action Plan, Step 3: Network Like a Ninja .................................................................................... 16 Networking Strategy #1: Developing Relationships .................................................................. 16 Networking Strategy #2: Cold-Calling ........................................................................................ 22 Your Ninja Training: Action Steps...
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........................................................ 4 How to Become a Drug Dealer................................................................................... 5 Why Would a Bank, or Any Company, Want to Hire You? ......................................... 8 Action Plan, Step 1: Plan Your Strategy ................................................................... 10 Your Strategy: Action Steps ..................................................................................... 15 Action Plan, Step 2: Craft Your Story ....................................................................... 16 Your Story: Action Steps .......................................................................................... 22 Action Plan, Step 3: Network Like a Pro................................................................... 25 Networking Strategy #1: Developing Relationships .................................................. 25 Networking Strategy #2: Cold-Calling (and Cold-Emailing) ...................................... 34 Your Networking Crash Course: Action Steps.......................................................... 39 Action Plan, Step 4: Write a Resume / CV That Wins You...
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...RECRUITMENT & SELECTION: Hiring the right person INTRODUCTION Human resource management is the strategic and consistent approach to the management of an organization is most valued assets that is employee who is responsible to contributes to the achievement of the organization’s goal. At the start of the 21st century, where the identical non – people resources in kind of finance, raw materials, plants, technology, hardware and software are developing significantly to competing with wide range of different industries which is contribute the challenge to human performance. However, most leaders in developed economies are fully aware of the importance of human resource concerns associated with the success of company performance. One of the most important parts of human resource management is Recruitment and Selection which is concerns as the beginning step of the fully process of HRM. There are huge number of different methods of Recruitment and Selection as many organization chosen depend on the nature of job positon which need to be filled in. However, people performance is unstable, which is might be changed by the affect of people emotion so that in order to maintain the consistence of people performance in real world. In this regard, this study is establishing the importance and role of human resource planning as a corporate activity that drives other human resource functions particularly Recruitment and Selection process. This is also disclosing some of problem that prevent...
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...Staffing Management instructor’s Manual Recruitment and Selection: Hiring the Right Person A two-part learning module for undergraduate students By Myrna L. Gusdorf, MBA, SPHR Project Team Author: Myrna Gusdorf, MBA, SPHR SHRM project contributors: Bill Schaefer, SPHR Nancy A. Woolever, SPHR External contributor: Sharon H. Leonard Editor: Katya Scanlan, copy editor Design: Blair Wright, senior graphic designer © 2008 Society for Human Resource Management. Myrna Gusdorf, MBA, SPHR Note to HR faculty and instructors: SHRM cases and modules are intended for use in HR classrooms at universities. Teaching notes are included with each. While our current intent is to make the materials available without charge, we reserve the right to impose charges should we deem it necessary to support the program. However, currently, these resources are available free of charge to all. Please duplicate only the number of copies needed, one for each student in the class. For more information, please contact: SHRM Academic Initiatives 1800 Duke Street, Alexandria, VA 22314, USA Phone: +1-800-283-7476 Fax: +1-703-535-6432 Web: www.shrm.org/hreducation 08-0872-IM Part I – RECRUITMENT When HR planning indicates the need for additional labor, organizations have a number of choices to make. This may be the first step in a full-scale recruitment and selection process, but sometimes hiring additional employees is not the best method ...
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...WALMART Yeliz Makuloglu Executive Summary An organization’s success and competitiveness depends upon its ability to embrace diversity and realize the benefits. When organizations actively assess their handling of workplace diversity issues, develop and implement diversity plans, they make business sense for both for profit and not for profit companies. Creating a diverse workforce provides tremendous opportunities for organizations and individuals to tap into the ideas, creativity and potential contributions inherent in a diverse work force. In this paper we will be analyzing WALMART and its diversity workforce. Most of the information was conduct from the manager who is working at WALMART located Clearlake. Organizational Background This paper will be evaluating the diversity initiatives of Wal-Mart. Sam, who first brought the idea of this corporation, traveled the country studying everything he could about discount retailing. He became convinced American consumers wanted a new type of store. Trusting his vision, Sam and his wife Helen put up 95 percent of the money for the first Wal-Mart store in Rogers, Ark. Discounters such as Kmart quickly expanded in the 1960s, while Sam only had enough money to build 15 Wal-Mart stores. In 1972, Wal-Mart stock was offered for the first time on the New York Stock Exchange. With this infusion of capital, company grew to 276 stores in 11 states by the end of the decade. The first Supercenter opened in 1988, featuring a complete...
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