Essay on Cultural and Relationship Values Analysis

Ai) To update my staff handbook, so that it reflects the current employment law, I can utilise the following sources to enable me to do this:

This paper analyzes my development in the context of Relational-Cultural Theory (RCT). Being older, I felt it appropriate to break my analysis up into three distinct phases: pre-adult (1-17 years of age), early-adult (18-30), and middle-adult (31 and on). In the pre-adult phase, I demonstrate a number of developmental deficiencies in RCT terms that handicapped my entry into adulthood. I then show the explosion of development that took place in my early-adult years that allowed me to begin operating as a much more mature person. In the last section, I show how growth in my early-adult years allowed me to experience several highly productive decades characterized by increasingly more mature relationships. In the conclusion, I note some ways

The writer should consider the language, audience, and tone when trying to convey a message in writing (Language, Tone, and Audience 1). Knowing the audience for an employee manual is simple to determine because an employer must simply consider the employees she or he already has, any future employees, and the type of business the manual is being written for. However when assuming an audience for a document that will be dispersed to many different people it is best to address a general audience so as not to offend anyone, and to save the company from any legal issues (Language, Tone, and Audience 3). Once an audience has been determined the language that will be used in the manual should be determined. Language consists of the words used to convey a certain idea. It should be free of bias, slang, grammatical errors, and ambiguity unless the document calls for it, but in the case of employee manuals this is not likely to happen. “Avoid using restrictive language such as ‘will’, ‘must’, or ‘in all cases’. These words may bind you to actions you don’t want to be forced to take” (Workplace-Dynamics). Considering the language of the document is an important step even more important than what information has to be included by federal law. Because an employee manual can be seen as a legal document, it must use language that reflects this purpose. Moreover, clarity and simplicity are important aspects to consider before drafting a

Ai: Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law. Identify three different sources of information you could use to enable you to do this.

Ai: Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law. Identify three different sources of information you could use to enable you to do this.

For the most part, I find the employer’s Employee Handbook to be in accordance with NLRA regulations. The only section which I would say violated the Act and may be susceptible to potential unfair labor practice charges would be the courtesy rule. The courtesy ruled is defined as such

However, I believe that there were more policies that could have been added to the handbook that affects many people, and a few policies could have been explained in further detail. The policies that stood out to me were the “Open door policy”, “Proprietary Information Policy”, “Anti discrimination policy”, “Sexual Harassment”, and the Policy on the use of Personal use of computers. There are a few pros and cons for each policy, if you were to take my opinions that I will be providing in the summary below into consideration, your organization may be able to combat issues that may arise in the future, and answer service member questions and ease concerns.

Ai) Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law.

Workplace policies and procedures should be up-to-date and consistent, that may be a primary objective for several HR audits. Annual reviews of employee handbooks, customary in operation procedures and work postings guarantee employers’ rules are per labor and employment laws. This additionally provides employers a chance to see whether or not all workers are tuned in to policies that have an effect on the employment relationship.

This handbook was designed to answer questions that may come up during your employment with us. This handbook will go over each of our policies and procedures, and additional information. Please do not hesitate to ask if you have any additional questions regarding any information in our handbook or need more clarification as we want your experience with us to be a good one.

I hereby verify the receipt of the SkyProject Employee Handbook. I understand that it is my responsibility to read and fully comprehend its content. I also understand that this handbook is not an employment contract. I understand that I have to follow the policies and procedures set forth by this team and that failing to do so will result in an appropriate penalty.

After making the necessary revisions, I sent the revised handbook to the executive director for review and presentation to the WAYS Board of Directors. On June 27, 2014, the Employee Handbook was presented at a public meeting of the Board of Directors. The board members held a brief discussion, and asked a few questions regarding the handbook. The revised WAYS Employee Handbook was approved unanimously.

As said by Jonathan H. Turner cross cultural conflicts are "differences in cultural values and beliefs that place people at odds with one another". Generally cultural conflicts have been used to describe crime and violence but that is a pretty narrow definition. The objective of this article is to elaborate upon the conflicts varying across cultures, not only criminal but also cover various other aspects of it such as identity conflicts, conflicts in ethnic and culture, etc. Globalisation has brought us closer together. In the 21st century, we live for the first time in one global community. But it is a community composed of many strands which must be carefully woven together into a whole. The article shows pluralism as cross cultural conflict and goes deeper into the roots.

Every country has norms and values that separate them from other countries. This dimension can exist on several different levels, whether the differences are influenced by cultural or societal values based on a city, and state, national, or international level. This paper will focus on certain aspects of the Chinese culture. It will examine what the norms reveal about the Chinese workforce and will differentiate those finding against the American workforce and culture.

From the perspective of the company, the main purpose of the business manual is to give future and current employees a