MGT 407 Module 5 - Case
Nurturing an Ethical and Diverse Workplace

Building Trust in the Workplace
For this assignment please read the required readings on ethics for this module, including the 2010 Deloitte LLP Ethics & Workplace Survey (see http://www.deloitte.com/view/en_US/us/About/Ethics-Independence/8aa3cb51ed812210VgnVCM100000ba42f00aRCRD.htm)
Then address the following:
l. The survey mentions the impact that leadership transparency has on a more productive and ethical workforce. Please bring in your readings and research and discuss this relationship.
2. Discuss HRM's role in "reinforcing a values-based culture....to help cultivate employee trust." Be sure to also provide examples--systems, processes and/or programs implemented today in organizations to help cultivate trust. Provide the names of actual employers, if possible.
Please write a 3 to 4 page paper (not counting the cover and reference pages) and send it to CourseNet by the module due date.
Assignment Expectations:
Prepare a paper that is professionally presented (including a cover page, a "List of References," headings/subheadings and a strong introduction and conclusion). Proofread your paper carefully for grammar, spelling and word-usage errors.
Address all aspects of the assignment as stated above.
Provide private-sector employer examples of HRM programs, systems, processes and/or procedures as you address the above assignment requirements. Provide the names of the employers. Note--Do not use your SLP organization as an employer example in your case paper.
Complement your Internet searching with library searches and be sure to bring in information from the background readings. Evaluate resources and select only library/web-based resources that provide reliable, substantiated information.
Give authors credit for their work. Cite sources of borrowed information in the body of your text as footnotes, numbered end notes or APA style of referencing.

Please write a 1 page esay type paper discussing how to foster diverse workplace. Please choose 1(one) peer review journal as reference. I have my paper written alrady i just need 1 page with this information. Please contact me 973 951 7347.

MGT 407 Module 5 - SLP
Nurturing an Ethical and Diverse Workplace

Continue on with the same reference organization chosen in Module 1(Wegmans).
[Reminder--we are not looking for factual information specific to your chosen SLP employer. We are looking at current, HRM-specific information that might be applicable to the employer you have chosen.]
For the Module 5 SLP paper please address the following questions using background materials and library research:
Discuss what you have learned about diversity management and nurturing activities in your chosen SLP organization. Do you think this SLP organization has a diverse and inclusive workplace? Why?
Research diversity-related management and nurturing activities in other real-life, private-sector organizations. Give some specific examples (naming employers by name.) Discuss how those activities might be useful in your SLP organization.
Please write 2 to 3 pages (not counting the cover and reference pages) and send your paper to CourseNet by the module due date.
Assignment Expectations:
As you research the organization you selected, if you cannot find the information you need on the specific organization, instead discuss information from other private-sector organizations. Apply HRM terminology, HRM background readings, research, and business examples of HRM policies, practices, and procedures as they might compare or contrast to your chosen organization. Bring in other private-sector employers' HRM activities, systems, practices and procedures as examples that fit into your assignment dicussion.
Prepare a paper that is professionally presented (including a cover page, a "List of References," headings/subheadings and a strong introduction and conclusion). Proofread your paper carefully for grammar, spelling and word-usage errors.
Address all aspects of the assignment as stated above.
Complement your Internet searching with library searches and be sure to bring in information from the background readings. Evaluate resources and select only library/web-based resources that provide reliable, substantiated information.
Give authors credit for their work. Cite sources of borrowed information in the body of your text as footnotes, numbered end notes or APA style of referencing.


background materials

Module 5?Nurturing an Ethical and Diverse Workplace
Note: Some of these readings date back several years, but still provide excellent information for our use in 2011.
Required Materials
2010 Deloitte LLP Ethics & Workplace Survey. Retrieved August 19, 2011, http://www.deloitte.com/view/en_US/us/About/Ethics-Independence/8aa3cb51ed812210VgnVCM100000ba42f00aRCRD.htm
Hirschman, C. (2008, Aug). Giving voice to employee concerns. HRMagazine, 53(8), 51-53.
How to help reinvigorate your organization's ethics program. (2003, June). HR Focus, 80(6), 7.
Krell, E. (2010, April). How to Conduct an Ethics Audit. HRMagazine, 55(4), 48-51.
Lockwood, N. (2010, October). Measuring ROI for diversity management - Case histories from a report from the Society of Human Resource Management (SHRM). Diversity Factor (Online), 18(3), 1-6.
What role should HR play in corporate ethics? (2004, Jan). HR Focus, 81(1), 3-5.
Optional Materials
HRM Guide Network. (n.d.). Managing diversity. Retrieved August 19, 2011, from http://www.hrmguide.net/hrm/chap9/ch9-links.html
Leonard, B. (2011, January). When HR Goes BAD. HRMagazine, 56(1), 30-32.
U. S. Census Bureau: an older and more diverse nation by midcentury. (2008, Aug. 30). Pediatrics Week, p. 68.
Wells, S. J. (1999, December). Turn employees into saints? HRMagazine, 44(13), 48-58.
Zeidner, R. (2009, Jan). One workforce--many languages. HRMagazine, 54(1), 33-38.

the task here is to design a very small social science research project. the first task, is to select a question you want to answer about diversity issues in your workplace or one that you are familiar with. some ideas:
1. identification and analysis of how differences might affect workplace interaction.
2. gender issues that exist in the workplace management or work place interaction.
3. differences that may exist that appear to threaten workplace productivity, confuse workplace communications, and/or enhance workplace productivity and/or communications.
4. leadership styles and how one or another might be more useful in a diverse workplace.

you can select one of the above, all of the above, or any combination of the above in creating your survey and data collection activites. these activites can include any or all of the following research methods: interviews,surveys,participant observation activites. once you have gathered your data, write a 8 page paper that:
1. introduces the issue, the organization youre looking at and the method you chose to collect your data(include reasons for selecting this method)
2. specifically details how you conducted your research(e.g rationale behind survey questions, how you picked your sample, what your starting hypotheses were, reaction to your project by co-workers, etc.)
3. provides an analysis of your data.
4. provides a conclusion section in which you discuss the implications of your findings and how they might be useful to improve your workplace or for some other purpose.

Source: Diversity in Organizations: New Perspectives for a Changing Workplace by Martin M.Chemers

Assignment: This project will address specific employment law issues

Scenario: Your have just been hired to create a Workplace Policy for XYZ Inc. The company realizes that times have changed and the workplace dynamic has changed. They need to make some changes in the way they hire, pay, manage, promote, and terminate their employees.

Assume that company XYZ has 500 employees. Half are skilled workers and the other half are unskilled workers. The company has several departments such as Accounting, Marketing, Customer Service, Human Resources, and Manufacturing. The company is multinational with offices and plants in several states and countries.

You will:

1. Describe and explain all the possible employment laws that could govern the employment at XYZ.

2. Define and explain the employer-employee relationship that exists at XYZ.

3. Identify and explain the different forms of discrimination that XYZ could face including race, gender, sexual harassment, sexual orientation, religion, national origin, age and disability.

4. Discuss XYZ?s vision and strategy for diversity.

5. Identify the methods XYZ uses to promote a diverse workplace. That is

a) Identify different aspects of the employee hiring process including recruiting, hiring, testing and use of background information in regards to diversity.

b) Recognize the relationship between pay, benefits, and the conditions of employment in regards to diversity.

c) Discuss the principles surrounding workplace performance and termination in regards to diversity.

Employment Law Project



1. Describe and explain all the possible employment laws that could govern the employment at XYZ.



The Project should described in detail all the laws that could govern the employment relationship. These include Discrimination, harassment, federal human rights, EOA standards, etc. Project described in detail at least three laws that could govern the employment relationship. These include Discrimination, harassment, federal human rights, EOA standards, etc.

_________

2. Define and explain the employer-employee relationship that could exists at XYZ.



The Project should defines the employer-employee relationship and explains it fully.

_________

3. The project should Identify and explain the different forms of discrimination that XYZ could face including race, gender, sexual harassment, sexual orientation, religion, national origin, age and disability.



_________

4. Discuss XYZ?s vision and strategy for diversity.



The Project should fully discusses how the management of XYZ Inc. feels about diversity. It also states fully what their vision and strategy for achieving this goal will be. _________

5. Identify the methods XYZ uses to promote a diverse workplace.



Project should lists and discusses in detail all of the methods their diversity policy addresses.

Which must include (but not limited to):

Identify different aspects of the employee hiring process including recruiting, hiring, testing and use of background information and how this can be affected by diversity.

Recognize the relationship between pay, benefits, and the conditions of employment and how this can be affected by diversity.

Discuss the principles surrounding workplace performance and termination and how this can be affected by diversity.



In text Citations and References

Read the materials provided
Imagine you are a midlevel sales manager at InterClean, Inc. with three first-level managers under your responsibility. In response to a merger that is about to take place with EnviroTech, you have been instructed to draft a memo to your supervisory team about the importance of the behavior exhibited by managers.
Resource: InterClean??"EnviroTech Merger Scenario
Review the InterClean??"EnviroTech Merger Scenario on your student Web site.
o Write a 700- to 1,050-word memo that includes the following information:
o Explain how a managers behavior can affect the productivity of his or her workers.
o Describe the types of management action that align with employment laws and those that do not.
o Describe best practices for working within a diverse work environment.
o Note. Be sure to draw from your experiences and readings for each aspect of your memo. APA format is not required for this memo; however, you must include a title page and a references page.
o Describe effective management practices in a diverse workplace

There are faxes for this order.

When designing the process to recruit, hire, train and retain employees, the human resources department is essential to ensuring organizational compliance with laws and regulations. You have been asked to assist a client in developing a new process that complies with all laws and regulations.

Research approaches to ensuring a hiring process that complies with legal requirements for an equitable workplace and design elements that includes your recommendations for:
An internal process to design jobs that properly describe the duties and responsibilities of the position and comply with ADA
A recruitment process that ensures equal opportunity access for all potential employees
A selection process that includes all legally acceptable interviews and relevant testing only
A new employee orientation and training process that fosters a diverse workplace

General Motors Case Assignment
This case addresses the management function of organizing to meet the goals of businesses today. Write a paper which considers the strategic role of human resource management in driving organizational performance. The use of visual aids and analytical tools is encouraged. The content of your analysis should include the following material, with supporting exhibits placed in appendices at the end of the paper.
1. Describe GM's traditional structure of organizational design and how innovative departmental groupings and reporting relationships can serve to meet changing needs in a turbulent global environment.
2. Enumerate the initiatives and programs used by GM to promote and benefit from workforce diversity.
3. What do you think are the most compelling advantages of diversity presented here?
4. What challenges do managers face in creating a diverse workplace, and how might they respond to these challenges?
5. Do you think that GM's encouragement of employee networks always leads to a culture of diversity and cooperation? Explain.

This research paper is on MANAGING DIVERSITY.

Checklist for Writing Papers

Title Page

_____ The course name and number, including the section, are listed.

Goal
_____ The purpose of the paper is clearly stated in the beginning.
_____ The topic is related to this class.
_____ The focus and scope are clearly and reasonably defined. (State the key questions you are planning to answer.)

Organization

_____ The introduction tells the reader the purpose, scope, and agenda of the paper.
_____ The introduction indicates the relevance of the topic.
_____ The introduction is designed to catch the reader's interest.
_____ The body of the paper contains substantial content and represents a significant literature review. In other words, the material extends substantially beyond the course readings. Issues are discussed thoroughly.
_____ Special terms are defined.
_____ Points are logically sequenced.
_____ Points are well supported with logic, data, and/or examples.
_____ Conclusions demonstrate integrative, critical thinking.
_____ The summary shows the purpose has been achieved and recaps the key thoughts.
_____ The summary gives psychological closure.


_____ Citations are given for non-original material, using APA format.
_____ Technical aspects of writing (grammar, sentence structure, spelling) are correct.
_____ Academic style (appropriate diction, clarity, smooth transitions, audience-oriented approach) is demonstrated.

Reference List

_____ The references conform to APA format.
_____ The address of the website is fully listed so people can access it easily. It tells people the date retrieved and what they can
find by going to this address.
PLEASE HAVE PEER -REVIEWED SOURCES.
IN THE PAPER INCLUDE WHAT ARE THE CHALLENGES OF MANAGINING DIVERSITY( FOR EXAMPLE COMMUNICATION PROBLEMS) AND BENEFITS?
why diversity has become an essential part of Human Resources in companies throughout the United States.( for example team work business strategy)
In order to maintain and promote diversification in the workforce, employers as well as employees should have a clear understanding regarding the value the each group brings despite the obvious differences.
WHAT TOOLS WE NEED TO HAVE?
TODAY THERE ARE MORE DIVERSE WORKPLACE......

PLEASE GOOD SOURCES FOR THIS PAPER.


PLEASE PLEASE HAVE GOOD WRITER BECAUSE THIS IS MY MIDTERM AND I REALLY NEED GOOD PAPER.

THANKS

Individual Assignment:

Management Behavior Imagine you are a midlevel sales manager at InterClean, Inc. with three first-level managersunder your responsibility. In response to a merger that is about to take place with EnviroTech,you have been instructed to draft a memo to your supervisory team about the importance of thebehavior exhibited by managers.

?

Review

the



InterClean?EnviroTech Merger Scenario on the student website.

?

Write

a 700 word memo

o

Explain how a manager?s behavior can affect the productivity of his or her workers.

o

Describe the types of management actions that align with employment laws and thosethat do not.

o

Describe best practices for working within a diverse work environment.

Note.

Be sure to draw from your experiences and readings for each aspect of your memo.APA format is not required for this memo; however, you must include a title page and areferences page.

PLEASE REWRITE



HRM/531

MEMORANDUM

TO: InterClean Sales Managers
FROM:

DATE:

RE: Overview of Manager?s Behavior

As you know our company is acquiring EnviroTech and there is an impending merger scheduled to be completed in the near future. With that said, our role in the transition of this company is more important than ever. As managers we are frequently unaware of how our behavior affects employees. In this case, it will be our ability to skillfully manage the upcoming changes that will greatly benefit the company in meeting its post-acquisition goals. Our understanding of the relationship between leadership behavior and employee performance is critical to the success of the merger and employee productivity. A study in leadership behavior and employee effectiveness found that the behavior most related to employee productivity was ?Modeling the Way.? Therefore, as managers, if we want productive employees, we must set a good example, establish high standards and values, and then practice what we preach! Now, I am not suggesting that any of you are doing this but please refrain from making any type of negative comments pertaining to what you perceive may or may not happen as a direct outcome of the merger. It is important that you remain professional. If you have any questions or concerns, please bring them to me so we can discuss them in the right way and in the proper environment.

Also, there are a few housekeeping tips while we are navigating through these uncertain times of change. The skill levels of our sales team has become a vitally important component to the future of this company. I realize we need to reach specific sales goals during this transition however I would like to caution you from preventing anyone from being able to take advantage of company provided training. In addition, HR is conducting a staffing review which will analyze skills in various areas of competencies. This type of testing is perfectly legal and is being administered to the EnviorTech employees as well. Make sure your employees are clear on this issue and encourage them to do their best. Let them know that we support them and encourage them to take advantage of all training opportunities. There also seems to be some irritation with regard to seemingly preferential treatment for long-time employees. Title VII of the Civil Rights Act of 1964 permits bona fide seniority, merit, or incentives systems ?provided that such differences are not the result of an intention to discriminate,? so again I caution you to think carefully before making any assumptions.

The last area I would like to touch upon is workplace diversity. As you know, we have a diverse work environment at InterClean and as we become a global company we will become even more diversified than ever. Globalization is the dominant driving force in the world economy, reshaping societies and politics as it changes lives and we have to know how to skillfully manage a diverse workplace. As InterClean moves toward capturing a worldwide market we as managers must go from a local perspective to a cosmopolitan perspective which is sensitive to cultural differences, respects the distinctive practices of others, and makes allowances for such factors when communicating with representatives of different cultural groups. We need to understand that culture and behavior are relative and are more tentative and less absolute in their interactions with others. I have schedule some diversity training classes for our sales team within the next thirty days so that we can get a leg-up in this area as the company moves forward.

I recognize that diversity training isn?t nearly enough to effectively manage a diversified work environment. There are some best practices for working in such an environment. One such practice is to focus on bringing in the best talent and not just meeting numerical goals. Therefore, the goal is not just to have a set number of minorities on staff but to bring in the best talent no matter what their ethnicity may be. Another practice is to establish mentoring programs among employees of same and different races. We can accomplish this by strategically pairing up our sales team members with the intent to of mentorship. Also, managers should be held accountable for meeting diversity goals. Once benchmarks are set, managers will be expected to reach those goals. And finally, develop career plans for employees as part of performance reviews. We can help develop career plans for our sales team members to accomplish this goal. These are just a few best practices that we can implement within our sales department.

I realize this is a very lengthy memo however, we have a lot of work ahead of us in the days, weeks, and months ahead and we need to be prepared to do whatever it takes to accomplish the goals of this company. I am sure you are aware of my open door policy. I welcome any comments, concerns, and/or feedback. I appreciate all of your hard work and look forward to working toward a brighter future.

References
Cascio, W. F. (2006). Managing human resources: Productivity, quality of work life, profits (7th
ed.). New York, NY: McGraw-Hill.
McNeese-Smith, Donna. (1993). Leadership behavior and employee effectiveness. Nursing
Management, 24(5), 38. Retrieved November 23, 2009, from ABI/INFORM Global.
(Document ID: 1236078).
University of Phoenix. (2005). InterClean - EnviroTech merger scenario. Retrieved from
University of Phoenix, HRM532 website.

I am needing a two page paper on asian women and individualism/collectivism and how it is a barrier to them in the diverse workplace for advancement. Also, I request that possible resolutions be included to overcome this barrier.

I''ve already done the interview, it is 8 pages long and it included below. I only need a 2 page conclusion to equal 10 pages in total and the teacher''s task for the cinclusion is also included below, above my paper.
-------------------------------------------------------------
q) Summarize YOUR interview content and what YOU learned about the way in which the organization will be affected by this upcoming decade.
THIS IS THE MOST IMPORTANT PART OF YOUR PAPER AND WILL LARGELY DETERMINE ITS GRADE. YOU SHOULD PINPOINT ONE MAJOR ISSUE FACING THE INTERVIEWEE?S COMPANY AT THIS TIME AND EXPLAIN HOW IT RELATES TO OUR PRESENT COURSE IN THE PRINCIPLES OF MANAGEMENT. THIS EXPLANATION MUST DRAW SOME COMPARISONS WITH THE COURSE MATERIAL AS WELL AS SOME CONCLUSIONS/ RECOMMENDATIONS ON YOUR PART.
-------------------------------------------------------------
Background.
The person I chose to speak with is Jonathan Nus, a Certified Public Accountant that works for Deloitte & Touche, one of the Big Five Accounting Firms, where he manages two of the firm''s leading engagements in the Japanese Services Group. Deloitte and Touche, is a professional service firm, which provides assurance and advisory, tax, and management consulting services. They consist of about 36,000 people in more than 100 U.S. cities, and more than 90,000 people in over 130 countries. In addition, Deloitte & Touche has been recognized as one of the ?100 Best Companies to Work For? in America by Fortune? magazine for four consecutive years.
Jonathan, who is currently 26 years old, immigrated to the United States from the former Soviet Union, when he was only five years old. After graduating Brooklyn College summa cum laude, he accepted his offer from Deloitte and Touche. Being that Deloitte and Touche is a very competitive firm, he was the only one from his graduating class to receive an offer from them, or from any of the other ?Big 5? accounting firms. He has been with Deloitte and Touche for the last four and a half years.
Here is a list of some of the Mr. Nus?s credentials:
? Passed CPA exam from the first time

? Recipient of Deloitte & Touche Service Award

? Managed two global "Office of the Chairman" engagements: Sumitomo Corporation of
America and Toshiba America, Inc., involving up to 6 staff members of various levels and the coordination of over 32 participating firm offices and 5 countries as a senior level-one accountant

? Currently, top rated senior accountant in group

? Consistently ranked in the top 3 amongst accountants of same level in group, beginning from assistant level. Currently top of class

? Selected by Deloitte & Touche senior partners to participate in Deloitte & Touche "Management Advisory Committee", whereby new creative ideas and solutions will be contemplated and implemented

? Instructed experienced hires at higher levels of Deloitte & Touche on various technical matters, including overall firm approach and "real world" experiences

? Instructed seniors, semi-seniors, and assistants at lower levels of Deloitte & Touche on various technical matters, including overall firm approach, research, guidance, and "real world" experiences

? Continuous involvement in Deloitte & Touche''s recruitment process, both on-campus activities, as well as various other scheduled events through recruitment office

? Active Involvement (team leader) in Deloitte & Touche''s mentoring program for both active employees, firm interns, and potential candidates still attending college

? Active Participant on Deloitte & Touche recruiting panel for candidates who received offers from several competing Big 5 accounting firms and other non-public firms. Panel member of "Day in the Life" at Deloitte & Touche

? Participant in various firm sponsored charity events, including United Way of America

? Selected by Deloitte & Touche engagement partners to lead new initiative for client''s expectation''s and enhance internal knowledge of selected client''s strategies, business objectives, and operations.

? Wrote in direct collaboration with parent company management, a thorough accounting manual and procedures guide for subsidiary company

? Performed consultative engagements with Deloitte & Touche Consulting Group, outside of normal assurance and attestation functions

? Graduated Summa Cum Laude

? Member American Institute of Certified Public Accountants and New York State Society of Certified Public Accountants




Interview.
Mr. Nus, I know your time is valuable, so I won?t take up to much of it. If you may, can you please tell me a little bit about your firm, and your job here as a manager. Here is a list of some of the particular topics that are of interest. I will record your answers and then transcribe them later to paper.
A professional services firm is inseparable from the people who deliver its services. Our clients value our intellectual capital and our ability to deliver it effectively. Our challenge is to continue to provide an exciting and diverse workplace that offers its people opportunities for development, variety and professional fulfillment.
Our vision ? in the United States and around the World ? is to be recognized as the best professional services firm. Our strategy is to win the war for talent and be the employer of choice. We seek to attract, develop and retain the best people in the world. Our organization is centered on aligning ourselves in a manner that would allow us to make smart choice ? around markets, services and initiatives. We have an opportunity to be the best, execute fearlessly and become dominant in priority market segments in our economy.
We seek to attract a diverse culture that reflects the diversity of our client workforces and the market place in general. The typical background of our entry level people are four-year college graduates in Accounting or Business, who have the necessary requirements to meet the qualifications to sit for the Certified Public Accountancy examination. Since most candidates for entry-level positions are just out of college, they are approximately 21-22 years old. We do not seek any specific pre-requisite requirements, but candidates with previous part-time accounting or professional services experience are preferable.
As we need to develop future leaders of our firm and to hire quality individuals to grow and carry on the legacy of our firm, there are certain characteristics that we look for in individuals. We have certain pillars that we use as a benchmark in our profession in order to judge the performance of our people.
The first is Serving Clients. Since we are a professional service firm, we need to ensure that our people place clients first. That means that not only do they need to demonstrate an understanding of the client business, but they also need to make an effort to build, broaden and strengthen existing client relationships that we have already. We also seek people that can demonstrate creativity in looking for ways to simplify and improve preexisting processes of an organization and ones that can identify issues, offer solutions, and work to resolve issues on a timely basis. In essence, we value individuals that operate in a proactive rather than a reactive mentality.
The second is technical skills, learning and adapting. It is important that individuals in our organization have the ability to continually develop and expand on their technical skills. We value individuals that can demonstrate that they not only can adapt to the current technology and software that we use on a daily basis in our business, but also they can listen effectively to superiors and seek and accept advice and feedback.
Third, leading people. Key to our business is to have individuals that out poised and self-confident since much of our work is directly in front of our harshest critics ? our clients. It is imperative that individuals build trust and credibility not only with our clients but also with the rest of the people that they are working in collaborations with from our organization. Individuals are also encouraged to train and guide others and to delegate appropriately. This is an important trait that we look for since a key strategic theme of our firm is to create an environment that encourages our people to work in teams, mentor others, innovate, embrace diversity and continuously improve.
Last, but not least, we seek individuals who have the ability to manage the practice. We seek individuals who have the ability to present ideas and facts persuasively and confidently through verbal and written communication. We also seek individuals that demonstrate a willingness to take on new challenges and responsibilities.
Overall, the candidate that I value most are the ones who exude confidence and assertiveness, but in a subtle manner. More specifically I want to see that the individual is hard-working, independent, and doesn?t need to be led by the hand.
During the interview process, since we realize that people are only starting out their careers and that their real life experience is only limited at best, we try to assess their how well they will ?fit? within the structure and strategic themes of our firm. We usually start off asking questions that are fairly easy to answer, as a way to put the candidates at ease. These questions are also meant for us to get to know the candidates on a personal scale. Subsequently, the questions, become more behavioral in nature, and we will usually provide the candidate certain situations that they have encountered in their academic or professional career that is meant to elicit a response that denotes the candidate?s personality and work style.
What I like is someone who will answer my question. What I mean by that is that they will give me an answer that is right on point to the question that I asked. Likewise, I don?t like people who don?t answer my question directly. This is because every question that I ask is meant to elicit a candid response, which I then use to judge the competency of the candidate.
I also like people that act professionally, and appear that way as well. They should know when business is business, rather than think we are casually hanging out like buddies having a beer and a casual conversation.
In addition, I like people who smile, because the simplicity of a smile tells you a lot more about an individual than words alone can. It is also important that the person is personable and can hold a conversation. I like to feel comfortable knowing that if this person will end up working in my group, I will enjoy working with them, especially during the busy season when we work 14-hours a day. Likewise, I don?t like people that are egotistical and like to show off. This behavior shows me that they would not be able to work effectively in a team environment.
The first questions that I will ask will have to do with something that interests me on their resume, such as their hobbies and activities, something about them that sticks out.
A more unusual question would have to do with current events, such as the current economic climate in Asia, since I work in the Japanese Service Group.
Candidates that can exhibit certain qualities that we seek in our pillars discussed above are ones that we invite for second and third interviews. We believe these individuals have a career in our firm and our investment in them will eventually help us be the best professional services firm in the United States and the World.
My career at Deloitte & Touche has been very prosperous. During the relatively short period of time that I have been working here, my career has been filled with a great deal of growth and development, in an environment that is both challenging and intellectually stimulating. Having never worked in an accounting position prior to the start of my career, I was very fortunate to have the opportunity to prove myself in this firm. In September of 1996, I started along a path that has brought me here today. I walked through the front door with the only tools I had, a constructive attitude and a passion to learn and succeed. Deloitte & Touche has since provided me with a foundation, with the tools and knowledge that have helped shape the person that I have become today. Four and a half years later, I feel privileged and fortunate to have the opportunity to share and address some of my most significant accomplishments and areas where I have demonstrated the greatest amount of professional growth.
Deloitte & Touche had, to my advantage, assigned me two Office of the Chairman clients, Sumitomo Corporation of America and Toshiba America, Inc. as my first two clients at the firm. During the course of my career at this firm, I have demonstrated my competency, reliability, and my willingness to make personal sacrifices in order to please the clients. When I was a first year senior, I operated as a lead senior, on both of these engagements. An opportunity, such as this, hasn''t been granted to anyone in the last 19 years, not since the lead client service partner himself had the opportunity. These global engagements involve the supervision of up to twelve people and the coordination of over 22 participating offices in five countries around the world. It is with great pride that I lead these engagements during a period of strenuous deadlines and arduous demands in order to meet the needs of these clients. During this time, I have learned to balance the demands of our clients with my own demands for personal growth. I managed to do this through creative solutions and my ability to motivate the team in order to increase productivity. This has given me the opportunity to dedicate some of my time to other areas of firm, where my services are needed. I am actively participating in various firm sponsored programs, which I have been selected for by senior partners, including a newly formed "Management Advisory Committee" and another program called "Business Outlook Process." I have shared some of my knowledge, obtained through my experience at the firm, by teaching technical and non-technical training courses, to both experienced D&T staff and staff newly hired by the firm. I get a great deal of pleasure and satisfaction in engaging in activities where I could teach or mold the younger generation in our profession. I am actively involved with the firm-recruiting department and various firm sponsored events. This past summer I served as a team leader for the firm''s summer mentorship program, which proved to be a tremendous success. I recently gave a presentation, called "A day in the life at Deloitte & Touche" to over 150 students who had outstanding offers from Deloitte & Touche, as well as from other top firms in the industry. By the enthusiasm shown to me by the students after the presentation I knew that my message, informing them of the potential for significant accomplishment and growth that I have obtained from Deloitte & Touche, was relayed successfully.
My overall commitment and personal sacrifice to the firm has not gone unnoticed. I have been fortunate and privileged to be consistently ranked in the top three amongst people of my level in my group.

Choose any electronic journal (relating the any subject below) online. Select an article of interest that has been published within the last 7 years. Review the article with regard to its purpose, methodology, theoretical backround, and conlclusions. ATTACH THE ACTUAL ARTICLE COPY. (please use a simple language, basically you will be writing about what you interpret from the actual article)

article of interest can be any one of the followings:
Cultural differences in managment style, Gender differences in managment style, Customer service, Globalization, Menthoring Programs, Business ethics, communication in a diverse workplace, emotional intelligence, Charismatic leadership, The female manager, Employee empowerment programs etc.
Please e-mail me if you have any questions. REMEMBER:I have to have a copy of the actual article.
THANKS.

Research Topic: Do managers and employees understand the importance and value of diversity in the workplace?

The research paper will be 9 double-spaced pages in length, not including Appendices and References. This paper will be written according to APA Paper style and be carefully referenced with 9 academic references.

Paper should consist the following:
Abstract (1 page)
Body: Introduction, research analysis, conclusion (8 pages)
Appendices and References

Note: that this is a research paper where you are being asked to avoid all first -person pronouns and personal opinion. Your abstract will be included in your page count.

The purpose of this paper is to take the human resource management topic (mentioned above) and do an in-depth review of the current literature on this topic. This is a library research paper and you must use at least 9 different credible sources.

Before your conclusion, you must have a section entitled either ?Recommendations for Managers? or ?Implications for Managers? where you explain the significance of what you have found for practicing managers.

Be sure to use credible published sources- and only reliable Internet web sites. Reference your paper very carefully and tightly. Some examples of appropriate source journals include (among others) HR Magazine, Academy of Management Perspectives, Personnel Journal, Fortune, SAM, Advanced Management Journal, Journal of Management, HR Focus, Human Resource Development Quarterly, The Journal of Applied Management and Entrepreneurship, The Journal of Leadership, Studies, and Organizational Dynamics.

Appearance, punctuation, grammar, neatness, and spelling count. This paper should have an introduction, body, conclusion, and reference section. This paper should also have appropriate headings and sub-headings in the body of the paper. Be sure to use a title page.

Write transition sentences between sections so that the reader knows where you are going and why.

Academic integrity is of the utmost importance in this paper, PLEASE DO NOT plagiarise, intentional or unintentional, be sure to cite appropriately.

Research and write a paper describing five organizations
(corporate, non-profit, and/or governmental) that foster democratic
workplaces. Research materials should include: newspaper sources,
journal articles (the Holtzhausen article on workplace democracy will be
extremely helpful - I will be faxing or emailing it), corporate reports,
P.R. materials, and first-person research (i.e. interviews, phone calls).
The paper should seek to describe what workplace democracy is and how
organizations effectively foster a climate of workplace democracy (i.e.
what they do SPECIFICALLY). The Organiziations i wish to be studied are... Google, Jet Blue, Nike, Starbucks (i read a recent Wired Magazine artical on them which may be useful). and eBay. I can be flexible with some details of the paper (Research materials and organizations) but i'd like to be contacted before any such changes.

There are faxes for this order.

This is a research proposal for a Ph.D thesis in Cultural/Medical Anthropology. I am asking for help mainly because my mother tongue is not english. I have already accomplished a serious part of the work and maybe I should have asked just for an editing service, but as it is the first time I am involved in such an endeavour I prefer let myself be guided by the qualified professionals.
A first draft of the research proposal -4 pages long- will be e-mailed to you immediately after submitting my order [under the name of Giovanni, [email protected]].
As for the details: there must be at minimum 8 quotations -other than these concerning the authors already mentioned in my first draft-. Parenthetical citations would be welcome. Footnotes are not necessary.
You should read my first draft to become familiar with the subject. Summarizing, I could say that it is about a research on the cultural conflicts at the workplace -in a multinational corporation setting- and the [mental] health problems emerging from them. Hierarchical ranking between individuals and ethnic groups, "deviant" sexual behavior, aggressiveness between young male collegues and conflicts as products of differencies in verbal and non-verbal communicational codes are some of the main issues of the study.
The person who will undertake the writing of this research proposal should be familiar with Medical Anthropology concepts AND managerial approaches in business ['Management of Human Resources'].
I am ready to answer any question about more details.
Thank you.

There are faxes for this order.

I want an essay about Professional Demeanor and Interaction in the workplace being your best skills. While Communication (Communicate business information) and Leadership your worst? What do you intend to do improve your skills in the areas in which you are weak? Please give personal examples.

Managing Diversity Paper
Write a 1,400-1,750-word, paper exploring the aspects of managing diversity in the workplace.
Examine the value of cultural differences and how these disparities may strengthen or weaken the future workforce.
Analyze what value your specific organizational culture represents in your business and how management and human resources currently address the issues.

NAME OF CLASS:
Diversity in the Workplace (Ph.D level at accredited university)

INITIAL PROMPT:
Identify a diverse population to research for your Final Project. Share the reason for your population selection. What type of managerial experience do you have with this diverse population?

INITIAL RESPONSE TO PROMPT:
Within corporate America today, there seems to be a prevalent notion that "those with gray shouldn't stay." My Final Project will review management of older workers (as a diverse population) -- both communicating their value and ensuring their survival. Too many Quarter Century Club [25 years of service] IBMers have vanished from our research campus...and with that departure is a grave loss of both company pride and technological expertise. Having seen first-hand as a manager the unparalled commitment that older workers bring to their job, it is a travesty to make the poor business decision to eliminate headcount through effectively firing your most dedicated employees. The Project doubtless will explore the societal tendancy, perception and workplace issue to discount the value of older workers, as well as the up-hill battle of these workers to keep and excel in their positions.

APPROVAL BY INSTRUCTOR
Stan, You've done a good job identifying a topic and your opening statement is all too often true. "Within corporate America today, there seems to be a prevalent notion that "those with gray shouldn't stay." Please begin your literature search.

I noticed that you complimented another learner on their plan to include interviews in their Final Project. If possible, I would encourage you to do the same.

++++++++++++++++++++++++++++++++++++++++++++++

BACKGROUND CRITERIA:
"Your final project will account for 50% of your grade. The final project will be evaluated and points awarded based upon the following criterion:

1. Final paper is a minimum length of 20 ? 25 pages (excluding cover and reference pages).

2. Writing is clear, concise and free of grammatical errors. APA 5th Edition format is required.

3. Writing demonstrates sensitivity to ethnic/racial, gender, socio-economic status and other cultural variables.

4. Final paper is submitted according to posted deadline.

5. Information is presented in a comprehensive fashion and uses appropriate evidence to support conclusions drawn.

6. Final paper demonstrates critical thinking, conceptual ability, communication skills, knowledge of the subject and the ability to apply concepts."

++++++++++++++++++++++++++++++++

Please prepare a research paper about how technology affects the workplace. The technologies that need to be addressed are Computers, Internet, Telecommunication, Video Conferecing, and E-mail.

Topic is Workplace Stress

This is for a class Management and Supervision is in College of Business and Management of some university.

Part of Syllabus:

Texts and Supporting Resources (three items and needed at the first meeting of this course)

Management: Skills and Application (12th Ed.), Rue & Byars (I will provide part scanned pages of the book that talk about the workplace stress)

Type Talk at Work. New York: Dell Publishing, Kroeger, O., Thuesen, J.M. & Rutledge, H. (used as a reference supplement, edition may not be stated on text, that's okay)

Myers BriggsType Indicator (MBTI) Self-Scorable Form M (looks like a 81/2 X 11 pamphlet)



Course Goals and Expected Student Learning Outcomes

The student will be able to:

* Identify the roles and responsibilities of managers in today's changing and complex organizations
* Be able to identify managerial functional areas and describe how they support business strategy
* Analyze their managerial styles and be able to discuss how to adapt these styles to a multicultural, diverse workforce
* Describe current business practices that impact their managerial roles (e.g. restructuring, right-sizing, the impact of technology, gender issues)



Major topics:

* Management Roles and Functions
* Difference between a Manager and a Leader
* Manager as Decision Maker
* How to Motivate Employees
* Creating a High Performance Work Environment
* Global Management
* Assessment of Managerial Skills

Assignment:

This is to be Critical Reflection Paper. Students will research one of the topics covered in the class in greater detail and submit an at least 7 page paper (single spaced 14 pages double spaced) using at least 4 properly APA cited journal articles (retrievable by the online library databases). The goal is to explain your topic and relate it to your work place experiences. You will briefly present this paper at the last class meeting.

Topic is the Workplace Stress and it should be written from the perspective of manager (types, studies, how to avoid it and what to do in the organization to avoid it, preventions techniques etc.). This is to be single spaced (I figured this equals to about 14 double spaced pages = 4200 words)
Writer should tie in management perspective to it, how leader would handle this problem, you can also blend in workplace experience (Security supervisor managing 20 employees who are contractors in the office environment but this tie in to the workplace can be more general and show basic office business practices. We do have EAP program in place).

I need at least 4 properly cited journal articles APA style

Part of the book (Management: Skills and Application (12th Ed.), Rue & Byars ) covering this topic can be downloaded here as a PDF file. Please use this a starting point and definitely touch on and provide more research on each aspect mentioned there. Also definitely add other research that is available.
Workplace Stress from the textbook (copy and paste it in your browser)
https://secure.logmein.com/f?GEAUZGNAYHBhmHbTBCQOXDhRQY3VjCfBbwYN-ltyU7Q
If you cannot download this file please contact me so we can find another way of delivery. Writer must be aware of what is written in this text.


Please also take a look at the structure of the paper my professor would like to see. Here is the link to the sample report. I need a nice headings and equal lengths of paragraphs. This is just a reference of how visually this paper should look like. Pages 9 and 11 in this PDF (or page 5 and 7 of the sample report) should be mirrored as much as possible. I will personally take care of the header, cover page and table of content pages unless they are free. Reference page is a must and I believe it is free.
Formal Report sample (copy and paste it in your browser):
https://secure.logmein.com/f?Hl.-89OlHfDezq-gJWADGBMuBAPNCxpHAN7qZs.iTpx


This critical reflection paper should fully cover this topic and should show the best writing possible (undergraduate university level) from the managers perspective.

I can be reached at [email protected] for any clarifications.

Thank you,
Andy

I need a paper that blends business and psychology researching safety in the workplace. I would like the paper to discuss the importance of a well written and discussed safety program. Of course this must take into account the cultural differences amoung employees. The steps to get to a well established program and the process to keep it that way. Maybe bring in some examples of those few who choose not to follow the safety rules such as not wearing thier hard hat or PPE gear and what is the best way to handle these type situations so to get these employees to work safe.

Discuss the best practices to foster a healthy working enviornment. When there are near misses reported, how to turn this into a training for all employees and no one be punished. I guess it would be the follow-up training that would come out of it. I would also like some discussion on how important it is to perform safety audits and what should come out of the audit.

SOme other ideas, and these are only ideas would be maybe discussing the average cost to a company of an accident versus the cost of providing a great safety program that starts from top management down to the employees.

Section 1

2. Review ways of developing flexibility within the workplace:

?review and explain a model of flexibility and show how this might be applied in practice

?describe the need for flexibility and the types of flexibility which may be developed by an organisation and give examples of how they can be implemented

?evaluate the advantages and disadvantages of flexible working practices from both the employee and the employer perspective

Section 2

2. Determine the need for equal opportunities within the workplace:

?describe the forms of discrimination that take place

?review how the legislative framework and any proposed changes relating to discrimination in the workplace can be applied by an organisation

?explain a range of current initiatives and practices which focus on equal opportunities in employment

?compare and contrast equal opportunities and managing diversity

Section 3

3 Explore topical human resource practices and issues:

?explain performance management in practice

?critically evaluate different human resource practices in the workplace

?evaluate the impact of globalisation on issues such as human resource planning

?review the impact of different national cultures and practices human resource professionals can employ to manage a culturally diverse workforce.

A 5 page research paper on Workplace monitoring such as email, internet usages, video, phones, computer keystrokes. It could be the ethics of does employers have the right or employee don't think they have the right to monitor

This is a Security Management Curriculum and the course is titled Behavioral Issues. The course text is Criminal Behavior A Psychosocial Approach 6th Edition by Curt R. Bartol.

Topic: Workplace Violence

This paper must 1) identify a criminal behavior concern (workplace violence) within the field of security management; 2) focus on behavioral theory(ies) concerning workplace violence and behavioral concerns; and 3) explain how the theory(ies) or principle(s) could be applied in the prevention, control, or treatment/rehabilitation of that criminal behavior. For example, a paper might answer the question of how a security manager might benefit from an understanding of reintegrative shaming as a strategy to punish and rehabilitate white-collar criminals in a corporate environment.

This Research paper must be a 12 page, typewritten, original research paper. The research paper must consist of a title page, abstract, table of contents, and at least 12 pages of double-spaced manuscript, and a reference page. A footnote page and appendices are optional. The paper must cite no fewer than 13 diverse and relevant sources (books, professional journals, government documents/reports, professional magazines, and internet). Cannot cite from the text! Research paper has to be completed in accordance with the format found in the APA Style Manual.

Please send the paper in a Microsoft Word file attachment.