Human Service Integrative Course
1st Class
Applying Diversity Training in the Workplace
Reply to two student assignment listed below:
Andrea -
U09 D1
I am currently employed at a group home that houses sex offenders and mentally ill consumers. As far as the staff, majority of them are African American women that work there and deal with these consumers. All of the consumers are white men that come from two parent homes from suburbia .These consumer, really don’t have to deal with diversity because they are only dealing with themselves and there is really no diversity in this population. As far as the staff we have all different population that we deal with. We just got on training on diversity, and that was during orientation. Because of this there are times when I’m not open minded to the needs of the consumer? This can be difficult at time because we are not focusing on the needs of the consumers, because we are looking at them like their all the same and their not. Harvey& Allard (2015) To understand where diversity management is today, it is necessary to examine where it has been. Management need to do better and needs to look out for the needs of the people. Diversity should come natural
Bottom of Form
Reference
Harvey, C., & Allard, M. (2015). What do organizations do to manage diversity? In Understanding and managing diversity: Readings, cases, and exercises 6th Ed.
Terri Hooper-u09d1
For generations, all around the world, men have benefited from women’s disadvantages. In most every society, men have held a hierarchy over women. Harvey and Allard (2015) stated how men in most societies have become known as doing what is considered as important or distinctive, which has led men into the center of who sets the courses. Men from these societies have molded themselves around the disadvantages of women and have set courses for women employment. For example, women employment in most societies include nursing, teaching, becoming a maid, and childcare. Lambert (2014) described in the sixteenth and seventeen centuries women held jobs as tailors, dyers, shoemakers, embroiderers, washwomen, bakers, food preparers, and domestic servants. Further, described how women in these centuries were mostly housewives and never became employees; but, supported the men in their employment choices, which was mainly farming.
Benefiting from Diversity Training
Hays-Thomas, Bowen, and Boudreaux (2012) explained how organizations benefit from diversity training because most customers come from a variety of socioeconomic and racio-ethnic groups and how co-workers vary in education, religion, age, disability status, languages, among other differences. Further, explained that when diversity training becomes implemented, organizations benefit because they can establish a level of awareness toward societal discrimination. Once the awareness becomes established the organization can better work with and understand customers and employees from varies backgrounds and become more sensitive towards their customers’ and employees’ races and cultures. Thereby, diversity training has benefits for organizations for conducting business with a variety of customers and with having a diverse workforce. In addition, when an organization establishes an awareness toward diversity, the organization can break down societal discrimination and hire, train, and promote employees based on their competencies and not their based on their sex, religion, age, origin, or any other cultural variable.
One company that could benefit from diversity training for the employees is Presbyterian Children Services. At Presbyterian Children Services, the employees do not receive training toward diversity, which the employees could benefit from. If Presbyterian Children Services provided diversity training the employees could become more equipped to work as a team to better understand each other’s needs and supporting those needs. Presbyterian Children Services hires women to look after and care for girls from ages twelve to eighteen, who have been removed from their homes because of abusive situations. The female workers become treated more like babysitters than human services professionals. The female workers work individually with little input on the girls’ background and how to care for them and help them reach their intended goals. Presbyterian Children Services do not appear to have any confidence in the skills of their youth workers to work as a team and work to better the clients’ needs in which the workers are supposed to be helping.
Management of the Company
The female caregivers working at Presbyterian Children Services become treated as mere babysitters, and not as working professionals to help the clients to reach their expected goals. The female caregivers are not included in the set treatments of the clients, nor are the female caregivers informed on the past abuses suffered by the clients. With so little knowledge and support provided to the caregivers, the caregivers cannot effectively perform to the best of their abilities, nor can they provide the necessary care the clients to best handle their past situations.
The ideological framework set at Presbyterian Children Services, suggests this company views women more as caregivers than professionals capable in assisting in the treatments of their clients. The way Presbyterian Children Services treats their female employees is not only sexist; but, also demeaning in how they do not provide any diversity training and education to form a team of well-versed employees; thereby, suggesting that they have no interest in supporting and contributing toward their female employees’ working abilities. Presbyterian Children’s Services could benefit from diversity training through providing training specific to skill sets needed to assist their client’s mental and physical needs, which could target change toward formulating group or team efforts in achieving their clients’ needs and supporting their clients’ goals.
References
Harvey, C. P., & Allard, M. J. (2015). Understanding and managing diversity (6th ed.). Hoboken, NJ: Pearson Education, Inc. ISBN: 139780133548198
Hays-Thomas, R., Bowen, A., & Boudreaux, M. (2012). Skills for diversity and inclusion in organizations: A review and preliminary investigation. Psychologist-Manager Journal (Taylor & Francis Ltd), 15(2), 128-141. doi:10.1080/10887156.2012.676861
Lambert, T. (2014). A history of women’s jobs. Retrieved from http://www.localhistories.org/womensjobs.html
U.S. Air Force Case study
Reply to two student assignment listed below:
Jasmine Smith
In this case regarding military training between the U.S. Air Force and U.S. Allies in Central American Countries. The Air Force was sent to train the Honduran Air Force there were a few issues that resulted in the efforts not being successful. There was a language barrier that was present between the two military groups that made it challenging for the training to be successful. The American soldiers were primarily English speaking individuals and the Honduran soldiers spoke minimal English, and had difficulty understand the English language. Diversity training would have been beneficial in this situation there could have been other ways to communicate for example signs, hands on communication instead of verbal communication, or a translator who could translate between the two military groups and insure there is a clear understanding for the training, and learning to be a success. The diversity training would allow the groups to communicate effectively. Also, if the diversity training was in place the military groups would have known their was a communication barrier and they could have taken the necessary steps to have things in order before even going to train the Honduran Air Force.
Tracy Clubb
In the Case of Air Force and the mobile training team sent to Honduras to train the Honduran allies against communist influences there was a lot of cultural misunderstanding that took place. The Captain assigned to the mission did not understand the Hispanic culture nor, the need for them to have a Spanish speaking training officer who could communicate with them in their native language. Captain Anderson was not at all culturally sensitive of the Honduran people nor of the beliefs, customs and perceptions. This lack of cultural sensitivity caused great distress to the trainees as their cultural beliefs kept them from complaining because they did not want to appear ungrateful to the US military nor could they afford to lose our support. Ultimately because Captain Anderson was unaware of cultural sensitivities of the Spanish culture it nearly cost him his life when he insulted the Honduran officer’s mother. This all could have gone much smoother and been more cost effective if the Air Force had thought to do research on the Honduran culture and trained those going on the training mission to be culturally sensitive and to build rapore with the officers so they could be more effective as well as, to bring Spanish speaking trainers, of course.
According to Wunderle, lessons learned from recent missions have shown the greater need of greater cultural knowledge and foreign language capability as it is needed to best be able to assist those whose foreign land you are in (2006).
As for the military culture and sexual assault and religious intolerance, the US military could benefit from cultural sensitivity training whether or not they are sent to a foreign land because, the US is full of diversity within itself because of all of the different races and nationalities with their different cultures and beliefs making the US their home.This is especially true of those military officers that are be assigned to assist in a foreign land. When someone speaks to me in a language I do not understand my first reaction is confusion; as I can not properly communicate with them but, I strive to try to communicate the best way I can and seek assistance from someone who can help so that they feel more comfortable. I in turn feel better about helping them to communicate. This type of attitude is beneficial in helping those visiting a foreign land or relocating to a place that is foreign to them. If the military officers have a better understanding of the foreign culture and religious beliefs the mission/training will go better as they will be less likely to offend those in the country they are visiting. It would also help reduce sexual assault as their would be less miscommunication if the officers were educated even in a conversational version of language that the majority of the country speaks. This being said it will not lilkely eliminate all sexualt assault that occurs but, that still happens on US soil to US citizens by our own people and we haven’t been able to eliminate it here either.
References
Wunderle, W. D. (2006, June 22). Through the lens of Cultural awareness. Retrieved from http://usacac.army.mil/cac2/cgsc/carl/download/csipubs/wunderle.pdf
2nd Class
Communication Skills
Reply to two student assignment listed below:
Respond to at least two of your peers, analyzing the best practice strategies they shared. For each peer, comment on how the points they presented compare to the information that you obtained. Provide two additional strategies each peer might consider.
Sammy-U09D1
Abstract
Engaging and communication is a skill that plays a central role for stakeholders in decision making policy. When decision making concerning values and valuable cooperation influenced by people who really analyze problems and situations is effective, it will yield positive outcomes and success.
Keypoints in articles
The first article concerns employer’s attitudes about hiring convicted felonies. Hear say is not accurate as according to Swanson, Langfitt-Resse, & Bond (2012). As we know employment is critical for participation in mainstream society and community integration. Ex-offenders with job commit fewer crimes than ex-offenders without jobs. Those with higher earnings tend to commit fewer crimes, than those with lower earnings. However, I can see the point in which the authors are conveying.The second article relates to how events or behavior changes can cause success or failure within an organization. Hunton, Hall, & Price (1998) used the instrumental model of procedural justice posits that voice increases fairness because it provides the possibility of producing favorable outcome. Also they used the relational model that said voice increases perceptions of fairness because participants feel as if they are being treated with dignity, politeness and respect for full group members. Furthermore, both frameworks deal with fairness, and this being a critical element associated with decision making and acceptance within a number of situations. This leads the learner to feel if these frameworks are put into place in organizations; the two models will be a useful tool for positive outcomes through using knowledge, values and skills in the best interest of what is good for the client. The research reported that voice based participation in earlier rather than later stages of decision making has a stronger, more positive impact on satisfaction and performance.
Differences
The first article is referring that most employees will allow an ex-offender employment due to their willingness to want to work. Many hiring decision were based upon that qualification to do the job, good interviewing skills, belief that the person had changed, length of time since last conviction, and belief that the applicant would be dependable. It is really favorable when an employer is not prejudiced and biases and willing to go the extra mile to hire someone with a past history. However, if an employer had the time to dig deeper, they could possibly find some negatives on the so call honest employees as well.The second article refers to influence of voice on the decision making. Higher levels of voice are expected to lead to more favorable outcomes and satisfaction. When there is a history of following rather than ignoring voice of affected parties, expectation of outcome satisfaction are generally higher. Participants tend to have greater positive outcome resulting from higher levels of voice because no one is listening.
Application
Hiring and voice based decision making would be very appropriate toward working with my client who is transitioning from prisons and job searching for employment. The study showed that voice magnitude increased interactive meaningful task through fairness and satisfaction. Voice influence suggest theoretical and practical usefulness in treating voice as a valued commodity to answer a variety of questions as to who should participate in decision making and who would be most effective in employment. Stakeholders are very important and influential in finding solutions in communicating and implementing successful initiatives. Participation by stakeholders in decision making process has been very vital to research. In conclusion, an implication for practice is employers hiring felons have provided a framework to help job seekers improve their prospects for favorable hiring decisions of applicants with felonies. Moreover, the learner is glad to know that second chances are granted with some employers toward allowing convicted felons to show that they have changed and been reformed in order to become a productive citizen in society again.
References
Hunton, J. E., Hall, T. W., & Price, K. H. (1998). The value of Voice in participative decision making. Journal of Applied Psychology, Vol. 83 (5), 788-797.
Swanson, S. J., Langfitt-Reese, S., & Bond, G. R. (2012). Employer attitudes about criminal histories. Psychiatric Rehabilitation, 35 (5), 385-390.
E. Jasmine Burgess
Abstract
Being able to communicate with others is definitely an important aspect to the Multidisciplinary approach. If one cannot communicate correctly it can lead to confusion within a group of individuals who are working together. It is important that professionals are aware of different styles of communication and use the best one that works for the group.
Researched Articles
Regidor,E., La Fuente, L., Guiterrez, De Mateo, S., Pascual, C., Sanchez-Paea, J., Ronda, E. (2007). The role of public health in communicating public health information. American Journal of Public Health, (97)1, 93-97.
In this article the authors discussed the importance which public health professionals have when it comes to conveying public health information to society. An important aspect when to giving out public health information is to rely the message in a way that different users will be able to understand. Furthermore, the authors discussed the role which public officials have when appearing in society discussing public health. The importance of discussing factual information to society was also mentioned in this article.
Huebner, H., Varey, R., & Wood, L (2008). The significance of communicating in enacting decisions. Journal of Communication Management, (12)3, 204-223.
The goal of this article was to ration different methods of communication to see how it affects decision making. Over a fifteen month period the authors collected data to see which method worked best within a company. The authors found three effective methods which worked best for the company when it comes to communication which were: giving decision voice, facilitating processes and involving everyone in communication.
Differences Between Articles
While both of the articles discussed different ways to communicate they were fairly different. Regidor et al, 2007, focused more on how public health professionals should communicate information about public health. This article would be a great resource for anyone who’s a public speaker working in the public health field. Huebner et al (2008) did a thorough research study to find the best forms of communication that can help a company. By investigating for fifteen months the authors found three forms of communication that worked best for the company.
Apply Key Points
After conducting research on practices for communication, the learner can now apply these new facts. One practice that can help with communication is clearly knowing who your audience is and presenting your message in a form which they can understand (Regidor et al., 2007). If one is not aware who their audience is how can they present the information in an effective way? For example, if the specific audience is a group of young teenage mothers who didn’t complete high school, speaking to them using big words which they do not understand will not help them understand the message given. It is important to know who your audience in order to be ready to speak in a proper manner.
Secondly, an aspect which the learner would like to apply is allowing everyone to participate in communication. Huebner et al. 2008 found that allowing everyone to participate in communication made a difference within the company. By allowing others to summarize what was just discussed as well as sharing their point of view, everyone can learn something and get the chance to communicate. When it comes to the case of Joseph, during the collaboration meeting the learner could express her thoughts and views then let the other group members summarize what was said then state their thoughts. This allows everyone to actively listen as well as speak.
Review the self-assessments of two of your peers, and respond to at least one in depth. In your response, address the following:
How did your self-assessment of your skills compare with those of your peer? What were the similarities and differences?
Provide two additional recommendations you would suggest to address the identified weaknesses.
Sammy,
Abstract
Communication is a key factor toward understanding and comprehending how to move a project forward. In order to work effectively in groups or organizations, the goal for the end results should yield positive results. There must be means and ways toward communication being a successful outcome and being aware of self.
Strengths
The learner discovered several strengths during the intervention. I was able to speak fluently, communicate effectively and give feedback. Also, the audience was captivated with the idea concerning transitioning and reentry of prisoners back into society, since several families in the audience had someone within their families who had been or currently is incarcerated.
Weaknesses
Due to so many agencies and business considering getting involved, it was difficult to distinguish between stakeholders and partners. Of course, I do realize that asking possible stakeholders important questions to see where their hearts and minds are within the implication process of development.
Recommendations
Afterward, the learner did realize that asking vital questions would be of great importance such as: what is the relationship, what are your expectations, what are your interests, and who is the point of contact.
Conclusion
In advocating for Mark Fitzpatrick and others who have been incarcerated, this is a reality. This intervention has inspired the learner to think how ex-prisoners within my community regain insight and experience upon release. Moreover, the learner feels that a transitioning plan should be put in place in every community to assist in enhancing reentry back into society. Bowman & Travis, Jr. (2012) stated that reentry and recidivism is unmistakably a challenge for all involved and examination of prisoner reentry is needed to better understand potential ingredients for reentry success.
Reference
Bowman, S. W., & Travis, Jr., R. (2012). Prison reentry and recidivism according to the formerly incarcerated and reentry service providers: A verbal behavior approach. The Behavior analyst Today, Vol. 13. (3&4), 9-19.
Presentation
Good afternoon to the mayor, city council leaders, city development leaders, school board and great citizens of this lovely community. The purpose of this meeting is to inform each of you how some partners in business and agencies have partnership through building better business, creating relationships, increasing employment, and providing a safe environment for the community as a whole. To give some background information, the Hunting Correctional facility has put in place an internal training and educational class educating prisoners toward transitioning and reentry back into society. Since, so many prisoners have been incarcerated, the system is failing them in probation, and work ethics, second chance programs, and successful reentrance back into community and society. I am here today to present to the community leaders and business some insights and experiences that will hopefully give some momentum for others to join in the quest to invest in assisting prisoners toward job placement and functioning well in society. Due to vast changes in society, a meaningful road map is needed to help prisoners navigate society. Our goal is help reweave the fabric of our society. However, this effort is in hope that stakeholders will take an integral part in cooperation through a willingness to help produce change in organizational structures that will benefit the community for years to come. When stakeholders invest and engage with organizations in a positive relationship, the success will yield satisfaction toward a meaningful engagement creating long-term relationships and improving community that will maintain and extend throughout effective and successful performance and attitudes.
So, I believe, together we can minimize negative and maximize positive environmental and social inputs. With you as the stakeholders, the engagement is one of core skills that will enable successful and effective ways of assisting to reintegrate ex-prisoners back into society through being responsible, knowledgeable, and accountable in helping ex-prisoners to feel a sense of belonging in their communities.
In conclusion, I hope this slideshow/ PowerPoint presentation has really been a useful tool toward enlightening many as to why we need the power of the people and shareholders to connect in this effort. Moreover, this shows when systems connect through individuals, groups and communities with assistance of professionals, problems, situations, and circumstances can bring about positive relationships and change for the betterment of community and society.
Shekita,
Abstract
For this discussion, this learner will provide her analysis of her strengths and weaknesses when it comes to communicating across various stakeholder groups. In addition, this learner will make additional recommendations on means to address the weaknesses in future professional endeavors.
Strengths: I would state my professional strength to be my experience with public speaking to groups of 5 – 80, also a few years’ experience of live televised local channel public speaking. This experience allows me to appear comfortable when verbally addressing a group of people. One thing I also contribute to a strength is the fact that when I am speaking publicly, regardless of how long I have been speaking I still get nervous, this nervousness reminds me that I am not of my own strength and I must prepare.
Weaknesses: I must find comfort when reading and preparing for a group/team communication, so often I spend so much time going over what I have to say that when the time comes to communicate, it is over fast and I never get out everything I wanted to say. I may over prepare.
Additional recommendations: It is mandatory in my professional view that every professional meeting be guided by an outline or agenda to ensure that every needed detail is communicated or addressed. I also encourage practicing active listening and negotiating, the professional must understand that they will not always be able to have their opinion heard or acknowledged. Lancaster (2015) references shared decision making and this is what this learner need to practice.
Reference
Lancaster, G., Kolakowsky-Hayner, S., Kovacich, J., & Greer-Williams, N. (2015). Interdisciplinary Communication and Collaboration Among Physicians, Nurses, and Unlicensed Assistive Personnel. Journal Of Nursing Scholarship, 47(3), 275-284. doi:10.1111/jnu.12130
