Training And Education Of The Workforce And The Management

In this particular case, Mr. Maalick received very clear and convincing racial and religious discrimination from both his supervisor and from his co-workers. The employees of Treton blatantly violated the Civil Rights Act and the Equal. Employment. Opportunity Commission. These acts do not allow, under any circumstances, discrimination based on the idea of race, color, sex, religion or age (The Civil Rights Act of 1964 and the Equal Employment Opportunity Commission | National Archives, n.d.).

Alternative dispute resolution is a highly effective instrument in resolving conflict and attaining justice for individuals in relation to resource efficiency and timeliness through utilising mediation, conciliation and arbitration. Mediation is an exceptionally efficacious informal process of dispute resolution, usually confidential and conducted with the assistance of an

Discrimination in the work, purposely or accidentally, not just harms the workers’ work knowledge, but it exposes the company to a lawsuit for violating the laws that defend races and groups. Discrimination against the smaller groups, based on color, race, ethnicity or other groupings,

Racial discrimination continues to be a prominent problem in today’s society. It has been prohibited federally since the Civil Rights Act of 1964 (title VII). Despite being a law for over 50 years, major companies continue to have issues with racial discrimination. In fact, the most common type of discrimination employees report to the Equal Employment Opportunity Commission (EEOC) is racial discrimination. The U.S. EEOC enforces all of these laws. EEOC also provides oversight and coordination of all federal equal employment opportunity regulations, practices, and policies. Racial discrimination practices that are prohibited include hiring/firing, compensations, classifications, promotions, layoffs, recruitment, training/apprenticeship programs, and leave decided based on race. Federal Laws Prohibiting Job Discrimination (EEOC).

The Civil Rights Act of 1964 empowered minorities in many different ways, most notably in prohibiting discrimination in the workplace. Title VII of the Civil Rights Act expressly prohibits discrimination in hiring, firing, promotion, pay, benefits and other aspects of employment based on race, color, religion, sex, or national origin (U.S. Department of Labor, 2012). This law was seen as a major boon to minorities and women in the workforce who had, for years, been subjected to unfair hiring and remuneration practices. But, in order to ensure that there was broad fairness and that employers were abiding by the new law, some steps needed to be taken. One way to monitor employers was to force them to have a certain number of minorities and women on their workforces at all times, greatly increasing the number of minority employees. These affirmative action laws, while still controversial today, have made a huge difference in the composition of our nation's workforce and in the lives of those who have been affected.

While it is difficult for the younger generation to identify the idea of discrimination, the turmoil and the effect that the country endured continues to exist. Although the Civil Rights Act of 1964 took effect nearly 50-years ago, the racial discrimination continues to be an important point because of its representation which affected every gender and ethnicity. The purpose for writing Title VII was to ban the employment discrimination based on race, color, religion and national origin, it was also to prohibit discrimination in employment with 15 or more employees, employment agencies, labor unions, state and government agencies and federal government employment (BUSI LAW, 2017). Nonetheless, prior to Title VII, many employers have the right

The best way to respond to the issue is with AAA intervention that will help resolve this dispute through alternative in mediation. Alternative dispute resolution can help the company manage risk and resolve disputes in short period of time, with minimum expenses, and less negative publicity.

Through knowledge of force development programs and education and training initiatives from working in the Force Development Division, I have provided many employees of different grade levels with pertinent information on how to develop a personal plan for career growth within the DoD AF and take advantage of resources available to them. As a lifelong proponent of education and learning who tutored K5 – HS age for fourteen years, I have a strong appreciation for good education, motivating and mentoring. This includes not only providing instruction when needed but enabling others to succeed in their personal and professional goals by providing resources and introductions to friends who are part of my network for visibility and other resources

Discrimination is still a serious problem in the workforce today. Title VII of the Civil Rights Act of 1964 is a federal law that prohibits employers from discriminating against an employee’s sex, race, color, national origin, and religion (Bernardin, 2007). The Civil Rights Act was really passed to hold employers accountable for discrimination against African Americas when racism was out of control, and whites refused to see any other race as equal. Today, the law is used by all races that have experienced discrimination.

In this paper, we will be discussing some recommendations that employers should provide in terms of training for anger management problems that employees may have in the workplace. The recommendations that we will be discussing are: Cognitive Behavioural Therapy, Cognitive Restructuring, Communication Assertiveness, and Employee Assistance Programs. We will be discussing the positives and negatives of anger management training in the workplace, and we will also discuss whether or not employee skills improved after receiving training in the workplace. In order for organization to be as successful as possible, employees and management need to know how to properly manage anger in the workplace in a healthy manner with each individual and the

According to some existing research on Broadmeadows, there are evident data and reports indicating that the unemployment rate and youth unemployment rate of Broadmeadows are significantly higher in comparison with the data of other Greater Melbourne suburbs. The labour force participation of Broadmeadows is lower either compared with Greater Melbourne or Victoria. In addition, the average of their educational attainment is comparatively low which means they have a relatively poor employment competitiveness in labour market.

Human resources are the most valuable assets of any organization, with the machines, materials and even the money; nothing gets done without man-power. In today’s business climate, businesses are faced with stiff internal and external competition. There are various human resource functions that give an organization a competitive edge, but most scholars argue that human resource functions becomes only operational when training has run through them all. This places training and development as an essential function in the survival of any organization. Increasingly, high performance organizations today are recognizing the need to use best training and development practices to enhance their competitive advantage.

I am currently studying at the University of South Australia completing my Masters in Business Administration (MBA). I am hoping to complete the MBA within three and half years. I am completing the MBA in order to make me a better manager. I am currently the Residential Manager for an aged care facility where I manage over 100 staff and 50 volunteers. This role can be rather challenging at times. One of the hardest issues I face is dealing with difficult staff and problematic family members. By completing this course, I will take out what I have learnt and place it into my role as a Residential Manager the Facility. Because the aged care industry is a growing in Australia, I hope to move on to more challenging roles in three and half years’ time. I am hoping to become a Chief Executive Officer (CEO) within the aged care industry.

As the risk manager, Susan Post, collaborated with Amy Green, the quality assurance director, and it was discovered from chart reviews over the past three months prior to the incident occurrence that short staffing and nurses working overtime may have played a crucial role in the incident. In addition, float nurses were frequently used due to low staffing. Preceding to the incident, Michael Parks, the clinical nurse specialist, consulted with both Susan Post and Amy Green regarding importance of staff training and education.

Every organization needs a concrete Human Resources Management plan to strategically guide them in achieving defined business goals. The plan must provide vision and framework to all functional areas within an organization in order to remain competitive and relevant in their given industry. “It is within this framework that human resources must develop a strategic plan” (Brunot, 2017). Implementing such a plan will capitalize on interplay between “capabilities (strengths and weaknesses) with the demands of its environment (its competitors, customers, and suppliers)” (Dessler, 2017, p. 69). It is also through a well-developed plan that policies and procedures can be altered or created to bring about the desired changes.