The Five Person Group Into Sub Teams

To ensure that the training is truly taught for its intended purpose requires conducting training needs analysis. BusinessDictionary.com defines a training needs analysis as an “assessment of the training requirements of a target group in terms of (1) number of trainees, (2) their educational and professional background, (3) their present level of competence, and (4) the desired behavior or skill level acquired at the completion of training” (Training needs analysis, 2014).

* Watch the video titled “Diversity’s real power” (2 min 6 s) from Management Tips with Todd Dewett, located at http://www.lynda.com/Business-Business-Skills-tutorials/Diversitys-real-power/126132/174433-4.html?org=strayer.edu. Investigate two to three (2-3) reasons why diversity is important to an organization’s

The next step would be to investigate each individual 's personality, learning style, skill set, attitudes and other key factors that would be diverse in relation to the team. Hubbard uses the term “behavioral diversity as encompassing work styles, thinking styles, learning styles, communication styles, aspirations,beliefs/value systems as well as changes in the attitudes and expectation on the part of employees. (2014, p. 27)” This explanation of behavioral diversity (Hubbard, 2004) expounds and gives additional insight in regards to deep-level diversity.

1) When you think about working professionally with members of this group, are there traits, characteristics, or other issues about the group that you would be curious about, concerned about, or intimidated by? Why would understanding diversity issues be important to you as a human services worker?

Discuss the six diversity components and associated diversity initiatives that make up the systematic approach to diversity management. Why are these components important in managing diversity?

3. Evaluate the effectiveness of the organization’s HR policies and processes that are designed to promote a diverse workforce. Next, outline one (1) strategy for the organization that recognizes affirmative action. Include a plan to mitigate both the glass ceiling effect and reverse discrimination within your organization. Support your response with at least two (2) examples that illustrate the major benefits of the plan to the organization.

One of the objectives that the team discussed was diversity in the workplace. Major corporations have encountered issues concerning diversity in the work place. Our team can directly relate to this subject in the workplace since all of us are diverse minorities in our individual work place. It was discussed in the group that diversity in the workplace is the manager’s responsibility to insure that the workplace is a diverse environment. Managers in most companies are required to hire a diverse staff. Managers have the ability to use race, religion, and tenure as qualities to inspire success and

A frequently used way of opening up discussion is to use a quiz of some sort to allow employees to test their knowledge of diversity issues. There is an almost unlimited range of information suitable to use in a quiz. People seem to like quizzes. Consider the popularity of quiz programs on television and radio. Quizzes can be fun and a non-threatening activity for learners, and create a climate of safety, provided they are not dressed up as a test and employees do not feel humiliated if they do not know the answers.

In the essays, “Committees, Juries, and Teams: The Columbia Disaster and How Small Groups Can Be Made to Work,” and “The Hive” shows the ways to properly run a small group and how to get the correct and best results. The two essays also say what to avoid when working in a small group; for example how to avoid group polarization and why that is detrimental to small groups. The essay by James Surowiecki also explains to avoid a type of dictator in the small group, someone who is the main mouthpiece to the group and why that is a negative aspect to have in a small group. The two essays show the pros and cons of working in small groups, both authors show that if the people with in the group do not work properly together the outcome the

In the 1980s, diversity training mainly consisted of training people to be aware of differences in gender and race in the workplace, and by the 1990s, diversity training was at the forefront of innovative training for business managers, addressing such issues as "age, sexual orientation, ethnic background, and religion" (Koonce, 2001, para 45).

Many employers are unaware of the benefits of and ways to achieve workplace diversity. This Diversity and inclusion training plan provides this information. This plan is designed to be presented by an individual who is knowledgeable in diversity and business strategies and who is familiar with the company’s strategic business plan. By the end of this training the employee should be able to provide a clear understanding of what diversity is and what it is not, to raise a greater awareness and sensitivity to diversity issues that go well beyond

The company I work for is a telecommunications company called Sprint-Nextel, and we work on countless team projects throughout the year. One example I remember in particular is when a brand new store was set up in our area. This new store set-up included roughly 10 team members whose sole purpose was to plan, create, and design a store that fits the mold of all existing corporate stores. This is a very important aspect due to the fact that each new corporate store in the United States must be identical to the others. The reason for this being, that we must all relay the same message in order not to confuse our large customer base.

When one speak of the word diversity, odds are the first thing that comes to mind is either race or gender, when in fact it is a whole lot more that can be considered and not just race alone. It can be diverse ideas, diverse training, diverse cultural, diverse academic abilities, and diverse skills. Diversity Management is the practice of recognizing and supporting multiple lifestyles and personal characteristics within a group of people. In today’s workplace diversity is not a norm but also an encouraged workplace makeup from employees, shareholders, government, and employers. Diversity

Before any training begins, it is absolutely necessary that the problems are identified so as to create a plan that specifically addresses these needs. Blindly training people on random tasks does nothing to accomplish any mission. Only when focus and precise training is applied in the correct area, will the organization begin to grow into something stronger. Brown (2002) wrote " to identify specific problem areas in the organization, HR and management must know what the problems are so that the most appropriate training will be directed to those organizational problems, " (p.569.).

Implemented a “Solutions” program that included an ombudsman and a hotline to resolve employees disputes.