Human Relations in Schools and Communities
The relations between humans are an absolutely imperative concept, both historically and in present day. The subject of human relations in schools and communities is something to be explored more in depth, in an effort to find out what it is, how it works and ultimately, the value and impact that it has on the schools and communities where human relations are being cultivated and fostered.

Adam and Eve, arack Obama and the United States, Oprah and her television viewers, friends, family- relationships between individual, entities, communities and things are fundamentally what fuels and propels life forward. The relations between humans are an absolutely imperative concept, both historically and in present day. The subject of human relations in schools and communities is something to be explored more in depth, in an effort to find out what it is, how it works and ultimately, the value and…...

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Bibliography

Carpenter, Lori. (2011, May 11). Human relations. Retrieved from  http://www.fcps.edu/DHR/employees/oec/humanrelations/ 

City of Denver, . (2011). Human rights and community relations. Retrieved from  http://www.denvergov.org/Default.aspx?alias=www.denvergov.org/humanrights 

Wisconsin State Tribal Initiative, Initials. (2011). Wisconsion state tribal intiative: tribal intiative . Retrieved from http://witribes.wi.gov/section.asp?linkid=284&locid=57

Burnout manifests itself in a number of ways, including depleted physical energy, emotional exhaustion, lowered immunity to illness, less investment in interpersonal relationships and an increasingly pessimistic outlook (Ibid). Burnout can be alleviated, however, by eliminating many of its causes. In the workplace, burnout often derives from poor communication. For example, if job requirements are unclear or if mistakes are punished severely or if praise is lacking. Leadership at the company must ensure that its workers do not face these types of situations, or they risk having their employees burn out.
From the personal perspective, part of avoiding burnout is to recognize the factors that contribute to burnout, and to recognize some of the symptoms of the onset of burnout. hen these symptoms and causes are recognized, burnout can be avoided if they are dealt with. This is what is known as the Three R. Approach -- recognize, reverse, resilience…...

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Works Cited:

Reece, B. & Brandt, R. (2006). Effective human relations: Personal and organizational applications. Cengage Learning.

Smith, M.; Jaffe-Gill, E.; Segal, J. & Segal, R. (2008). Preventing Burnout. Helpguide.org. Retrieved January 23, 2010 from  http://www.helpguide.org/mental/burnout_signs_symptoms.htm 

Wagner, M. (no date). Elements of an effective apology. Columbia University. Retrieved January 22, 2010 from  http://web.mit.edu/ombud/self-help/apology.pdf 

Scott, E. (2006). Stress and burnout: Burnout symptoms and causes. About.com. Retrieved January 23, 2010 from  http://stress.about.com/od/burnout/a/stressn_burnout.htm

These actions are likely to be challenged by employee unions if they are in place, or they may prompt previously non-union employees to join a union.
Unions cannot prevent outsourcing, and they cannot one-sidedly require that companies neither increase costs for health insurance nor reduce the benefits gained for the same amount of money. However, a union can negotiate for a group of employees in the way that individual employees could not.

ut perhaps the best way to view whether or not unions are still relevant, that is, whether they bring anything useful or productive regarding their jobs to their members, one might look at whether publishers will spend money to print books about unions. Quorum ooks made that decision in 1998 with its book Managing Tomorrow's High-Performance Unions. This book specifically provides advice to union officials regarding ways to act effectively on the behalf of their members (Roberts, 1998).

In fact,…...

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Bibliography

Bonoir, David. 1997. "Unions in the Twenty-First Century." Challenge, Vol. 40.

Roberts, Markley. 1998. "Managing Tomorrow's High-Performance Unions." Monthly Labor Review, Vol. 122.

Human elations
According to Maslow's hierarchy, which basic needs did Shank's old boss fail to meet? Explain why the needs have not been met. What could be done to meet these missing needs?

There are five levels of basic needs set up by Maslow which are: physiological needs; safety needs; needs of love, affection and belongingness; needs for esteem; and needs for self-actualization (Goble, 1970; Simons, 1987). Among these needs Shank's old boss only met the first two needs in the hierarchy and failed to meet the rest. Shank's old boss did not get involved with the store and the feeling was that the owners did not care about the workers in the store. This made Shank feel that they were not loved and therefore lost the sense of belongingness, the third level in the Maslow's hierarchy is therefore not met. The third level is the needs for love, affection and belongingness…...

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References

Goble, F., (1970). The third force: The psychology of Abraham Maslow, Maurice Basset

Publishing: Richmond, Ca

Management Study Guide. (2011). Equity theory of motivation, retrieved on June

8, 2011 from  http://www.managementstudyguide.com/equity-theory-motivation.htm

e. expeiencing a nevous beakdown, beaking off a elationship, o even committing suicide). As with mateials, a peson will be able to adjust and adapt to inceasing stess as long as they ae within thei elastic ange. Howeve, if enough stesses ae piled on within a shot enough amount of time, all human beings eventually each a yield point, afte which continued subjection to the situation(s) will lead to some pemanent emotional scaing. Theeafte, if stess continues to escalate, the peson will each a place whee thei psyche simply cannot toleate any moe -- this is the cacking point, beaking point, o uptue point. Thee is no tuning back fom the uptue point -- pemanent and iepaable damage has occued. In human elationships, a yield point will also be eached when the amount of tauma, pain, betayal, o geneal disaccod becomes unbeaable. Some pemanent damage will occu at this stage,…...

Behavioral Management
Human elations

List and describe the characteristics of behavioral management

Behavioral management, which is at times referred to as 'behavior modification' has the main goal of guiding and motivating individuals towards modifying or rather changing their actions or relations with respect to particular settings. Behavioral management can be employed by a wide number of professionals, employers and even parents in order to initiate rules against certain habits or alter habits that are not desirable. This approach has been observed to work not only on human beings, also on animals. Generally behavioral management can be described as a process eliminating behavior of undesirable nature while encouraging behavior which is considered to be appropriate thereby promoting order in a particular setting and creating an environment that is healthy for the operations there in.

Characteristics of behavioral management

Behavioral management is applied through various techniques, which may be categorized as either positive or negative, and it…...

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References

Barkley, A. et al. (2008) Your defiant teen: 10 steps to resolve conflict and rebuild your relationship, The Guilford Press: New York.

Gardner, I. (1971) Children with learning and behavior problems: Aldine Publishing: Chicago

Peterson, S.K. & Tenenbaum, H.A. (1986) Behavior management: Strategies and techniques,

University Press of America: London.

KELLY Youth Services is a non-profit organization that operates group homes in Ohio. It was founded by a former NFL player, Joe Kelly, a first-round pick for the Cincinnati Bengals. The organization focuses on providing support and empowerment for youths and the community as a whole. The mission of the organization is “to educate, stimulate and motivate youth into becoming self sufficient, responsible and employable citizens in the community” (KELLY Youth Services, 2016). KELLY Youth Services is designed “to assist in the rehabilitation of its residents by providing a structured disciplined environment based upon basic behavioral principals, educational standards, counseling, treatment care and role modeling” with the goal being to “increase each resident’s likelihood of becoming successful independent productive adults” (KELLY Youth Services, 2016). Organizational Theories
Human Relations Theory and Social Exchange Theory can explain KELLY Youth Services by focusing on the motivation of employees (inspired by a social good, as identified…...

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References

Goubko, M. V. (2002). Structure of the optimal organization of a continuum of

executives.  Automation and Remote Control, 63(12), 116-130.

KELLY Youth Services. (2016). Welcome to KELLY Youth Services. Retrieved from

 

Kissack, H., Callahan, J. (2010). The reciprocal influence of organizational culture and

training and development programs: Building the case for a culture analysis within program planning. Journal of European Industrial Training, 34(4), 365 – 380.

Lambe, C., Wittmann, C., Spekman, R. (2001). Social exchange theory and research on

business-to-business relational exchange. Journal of Business-to-Business Marketing, 8(3), 1-36.http://www.kellyyouthservices.com/index.htm 

Cultural belief can shape and integrate "the expectations that pattern the relationships among a social structures constituent and statuses and roles" (Schooler, 1996:323).
Conclusions

Culture includes the attitudes, values and beliefs an individual or group adopt and consider normal in everyday society. Within and given society, differences in culture exist, and these differences impact human relations. Also within a society of different cultures, assimilation occurs, where ethnic groups adopt what are considered to be aspects of the cultural norm, but also retain aspects of their own culture of origin (Wortham, 2001) a process that creates even more diversity.

Cultural homogeneity on the other hand occurs when complete assimilation occurs, however cultural homogeneity is rarely seen because typically cultural differences lend themselves to diversity, and most people consider cultural diversity in a positive light (Wortham, 2001). Every aspect of human relations, including the manner in which people conduct business, interact, communicate and work…...

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References

Corley, K.B. (2004). "Defined by our strategy or our culture? Hierarchical differences in perceptions of organizational identity and change." Human Relations, 57(9): 1145-1177.

Henderson, G. (1996). Human relations issues in management. Westport: Quorum

Books.

Scarborough, J. (1998). The origins of cultural differences and their impact on management. Westport: Quorum Books.

At the antipode of the model earlier described, he mentioned individualist cultures that gave top priority to personal goals and duties and enjoyed a high degree of independence (Zhou, 2002).
Moreover, the theorist asserted that the cleavage between the two poles impacted ethical decision making and that the two extremes could coexist within the same race, nation, region etc. As an eloquent example, Triandis mentioned USA, a country which despite its individualistic fame encourages collaboration and teamwork especially in the corporate and art world (Husted, 2001).

However, even though they play a major part by challenging psychological theories, Individualism - Collectivism theories have their own limitations that derive from depicting cultural communities as displayers of stable and common perspectives. Consequently, little attention is paid to the discrepancies between the individuals belonging to the same group and to the common points shared across groups (Cooper, Denner, 1998).

To conclude with, culture is the…...

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Bibliography

Cooper, C.R., & Denner, J. (1998). Theories linking cultures and psychology: Universal and Community - Specific Processes. On the Internet at www.bridgingworlds.org/pdfs/1processes.pdf

Retrieved October 3, 2007.

Hofstede, G., & Hofstede, G.J. (2005). Cultures and Organizations. Software of the Mind. New York: McGraw-Hill.

Husted, B.W. (2001). The impact of individualism and collectivism on ethical decision making. On the Internet at: egade.itesm.mx/investigacion/documentos/documentos/4egade_husted.pdf Retrieved October 3, 2007.

Conflict Management in Business Communication
Building communication bridges in conflict

Communication barriers and conflict: Gender

Linguistic politeness

Speech styles

Interruption and topic control

Biological structure

Effective conflict resolution communication

Conflict Communication

Control

Options

One of the most important determinants of success in any organization is the relationship between the management and staff. Human relations in business is the process of building a strong workplace culture, training employees and resolving conflicts between different parties in the workplace (Buddhodev Sinha, 2011). Simply put, it is a process that involves taking actions or making decisions that can make employees as comfortable as possible. Understanding the different ways through which human relations can affect sustainability, profitability, competitiveness and revenue can help improve organizational performance. However, it is important to note that there will always be issues where many people are working together. It is how such issues are handled that will determine the success of a business. Furthermore, it has only been several decades since…...

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References

Aula, P. & Siira, K. (2010). Organizational Communication and Conflict Management Systems A Social Complexity Approach, Nordicom Review 31, 1, pp. 125-141

Buddhodev Sinha, A. (2011). Conflict management: making life easier, The IUP Journal of Soft Skills, 5 (4), pp. 31-43.

Finucane, M.L., Slovic, P., Mertz, C.K., Flynn, J. & Satterfield, T.A. (2000). Gender, race, and perceived risk: the 'white male' effect, Health, Risk & Society 2 (2).

Hener, G. (2010). Communication and conflict management in local public organizations, Transylvanian Review of Administrative Sciences, No 30E/2010, pp. 132-141.

A person's religion is in almost all employment contexts an entirely private issue and asking a job candidate about her religion suggests that that religious affiliation is one of the criteria on which she is being assessed. Again, even if this is in fact not the case, the manager has opened up the process to the suggestion of religious bias.
If, however, the person conducting the interview is the director of a religious school, then he does have the right to inquire about the candidate's religious affiliation and beliefs. A teacher at a religious school must be able -- arguably -- to be able to instruct students in religious tenets (even if her formal position is as a math teacher, for example) and to serve as a model for the religion's tenets. However, unless religious beliefs and practices are central to the carrying-out of a job, a job interviewer may…...

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References

Avoiding discrimination based on race and national origin. Retrieved from  http://www.nolo.com/legal-encyclopedia/avoid-race-discrimination-national-origin-29870.html .

Handling racial discrimination in the workplace. Retrieved from  http://www.blackcollegian.com/index.php?option=com_content&view=article&id=185:chaz-kyser&catid=48:workplace-issues&Itemid=124 

Jolls, C. & Prescott, J.J. (n.d.). Disaggregating Employment Protection: The Case of Disability Discrimination. Retrieved from  http://www.law.yale.edu/documents/pdf/Faculty/Jolls_and_Prescott_2_11_052.pdf .

Religious groups push for faith-based hiring. Retrieved from  http://www.opposingviews.com/p/bias-religious-groups-push-for-faith-based-job-hiring .

According to Blass, et al., writing in Human Resources Management, the best way to acquire political skills, is through the mentoring process. The inexperienced individual who has a desire to become a leader in the HR field must have a mentor who is "…armed with organizational experience" that is borne of "vicarious and firsthand experience" and is willing to share "insights and cues with proteges on what it takes to be successful in the organization" (Blass, et al., 2007, p. 6). Mentors must be able to have an "adaptive capacity" to teach the political skills necessary to lead, Blass continues.
Politically skilled individuals generally possess "greater adaptive capacity," Blass continues, which can result in "positive and strong leader reputation" (p. 6). Moreover, Blass argues that individuals with well-honed political skills gain "influence" because they are socially astute, have learned adaptability, and adjust behaviors "to meet situational demands" (p. 11).

A third…...

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Works Cited

Blass, Fred R. And Ferris, Gerald R. (2007). Leader Reputation: The Role of Mentoring, Political

Skill, Contextual Learning, and Adaptation. Human Resource Management, 46(1), 5-19.

Choo, Ho Geok. (2007). Leadership and the Workforce in Singapore: Evaluations by the Singapore Human Resources Institute. Research and Practice in Human Resource

Management, 15(2), 104-114.

The U.S. Supreme Court has given employers "little choice" in the matter, Boyd explains. If a company "can prove" they took "reasonable care" in order to prevent or to correct inappropriate behavior, under the law they have (in many cases) "safe harbor" from punitive damages (Boyd, p. 332). The author states that sexual harassment training "…has evolved to become an ornate administrative display which has the appearance of concern…" but which in fact is "expedient in that it mitigates employer liabilities in any future court cases" (p. 332).

Charles a. Pierce, Professor of Management at the University of Memphis, offers another approach for HR managers in his article published by Human Resources Management. He asserts that "nearly 10 million workplace romances develop annually" in the U.S. And "about 40% of employees" have had a workplace romance (Pierce, et al., 2009, p. 448). The reasonable and logical point of Pierce's article is…...

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Works Cited

Appelbaum, Steven H., Marinescu, Ana, Klenin, Julia, and Bytautas, Justin. (2007). Fatal

Attractions: The (Mis) Management of Workplace Romance. International Journal of Business Research, VII (4), 31-43.

Boyd, C. (2010). The Debate Over the Prohibition of Romance in the Workplace. Journal of Business Ethics, 97(2), 325-338.

Mathis, Robert L., and Jackson, John H. (2007). Human Resource Management. Florence, KY:

Human esources
International Human esource Management

International Business H: Vital and Pivotal

During the 20th century, the human resources (H) function has become quite skilled at managing human capital which is frequently defined as the skills, knowledge and experience of individual workers within a company. Human resources management has never been more vital to organizations than it is today as more and more businesses are going global. For globalizing companies, experienced, informed and effective Human esource people skills are becoming a strategic asset. In order to maximize the competitive potential of employees across global markets many multinational companies will need to revise their H policies and programs.

Table of Contents

Introduction

Background and Significance

Discussion and Implications

eferences

Introduction

During the 20th century, the human resources (H) function has become quite skilled at managing human capital which is frequently defined as the skills, knowledge and experience of individual workers within a company. But just as H was gaining competencies in…...

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References

Adeleye, Ifedapo. (2011). Theorizing the diffusion of International Human Resource

Practices:Towards an Integrated Conceptual Approach. International Journal of Business andManagement, 6(12), 254-269.

Baughn, C. Christopher, Neupert, Kent E., Anh, Phan Thi Thuc, and Hang, Ngo Thi

Minh.(2011). Social capital and human resource management in international joint ventures inVietnam: a perspective from a transitional economy. The International

Human Resources
As the global business environment continues to grow and flourish, the field of international human resources management is emerging as a vitally important area of study and competency. Managing the resources -- and hiring the best people -- that are available has become pivotal to success in the highly competitive world. Understanding the critical role that international human resource management (IHRM) dynamics can bring to an organization is the first step, and implementing that knowledge base is the second step. This paper reviews and critiques the literature on IHRM and presents the needs for changes in the field of IHRM.

IHRM -- Challenging Organizations to Grow in Global Sophistication

hat is the key to understanding the challenges that IHRM presents to organizations when they prepare to go international? In approaching this question, some of the terms and jargon need flushing out. "Expatriate" is a person that is working in a foreign…...

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Works Cited

Agarwal, Ajay. (1993). Learning Organization. Retrieved May 26, 2011, from  http://www.hrfolks.com .

Lavigna, Robert J. (2004). Recruitment and Selection of Public Workers: An International

Compendium of Modern Trends and Practices. Public Personnel Management.

The Multinational Context. Chapter 1.

1. Imagination: A Journey Through the Mind's Uncharted Territories: An exploration of the boundless realm of imagination, examining its mechanisms, its impact on human experience, and its role in shaping our perceptions and realities.

2. Imagination: The Catalyst for Human Creativity and Innovation: An investigation into the intricate relationship between imagination and creativity, exploring how imagination serves as a fertile ground for the genesis of groundbreaking ideas and transformative solutions.

3. The Power of Imagination: Unlocking the Secrets of Human Potential: A comprehensive analysis of the profound influence of imagination on human development, examining how it enhances problem-solving skills, fosters empathy, and....

1. Explain the concept of the Forms in Plato's philosophy and discuss its significance in his understanding of reality.

2. Compare and contrast Plato's views on education with contemporary educational practices.

3. Analyze Plato's theory of justice as articulated in his Republic and consider its implications for contemporary society.

4. Discuss the role of women in Plato's ideal society as outlined in The Republic and evaluate his views on gender equality.

5. Explore the concept of "philosopher-kings" in Plato's political philosophy and assess their suitability as rulers.

6. Examine Plato's belief in the immortality of the soul and consider its implications for his ethical and....

Outline for Essay on Jane Austen

I. Introduction

A. Jane Austen's life and background
B. Overview of her literary career
C. Thesis statement: Jane Austen's novels explore the complexities of human relationships and social norms in Regency England.

II. The Social Landscape of Austen's Novels

A. Marriage and societal expectations
1. The importance of financial security and propriety
2. The role of women in society
B. The rigidity of social class
1. The contrast between the landed gentry and the middle class
2. The challenges faced by those who defy social conventions

III. The Role of Love and Marriage in Austen's Works

A.....

In "My Daughter, My Wife, Our Robot and The Quest for Immortality," I explore the complexities of human relationships and the pursuit of eternal life through the lens of a family's interactions with a futuristic robot companion. To shape this into a clear argument, the thesis statement could be revised as follows: In "My Daughter, My Wife, Our Robot and The Quest for Immortality," the author uses the dynamics of a family's relationship with a robot to delve into the ethical implications of immortality-seeking technology and the complexities of human connections. Through the experiences of the characters, the novel raises profound....