Center for Speech and English Language Literacy Essay

Center for Speech and English Language Literacy - Essay Example 7. To apply as non taxable entity. III. Educators 1. The Center aims to garner the support of online educators and classroom teachers as volunteers to commence the program and hire them when funding resources are made and established. 2. The teachers for some of the modules can be outsource to other supporting non-government and private institutions abroad that will entirely create a computer based interactive speech training for the adult and children alike. Meanwhile, only one or two volunteers will be physically present to help navigate the system and mediate certain inadequacies and language adaptation during lecture. 3. The Center is open to all children who wish to take advantage of the program and so it will help to have an interpreter or software with Spanish language interpretations. 4. Hire one English speech instructor and one Spanish interpreter to ensure smooth operations at the Center. IV. Tools and Equipment Use 1. Computers for the online articulation games complete with headset and printers. 2. Art materials for their exercises. 3. An air conditioned classroom that is comfortable located in an area of the building not easily accessible by passers and onlookers. 4. Tables and chairs that will be used for their computer online education and their manual classroom methods. V. Transportation 1. A minimum of one vehicle shall be purchased by the Center that will serve like a school bus for the participants to be used after classes in their travel towards home. 2. Provision to purchase more units of transportation as the budget allows. VI. Language and Culture Barriers of Participants 1. To gain access and help from the governments multicultural agencies to bridge the gap of language and culture barriers so as to... 2. The teachers for some of the modules can be outsource to other supporting non-government and private institutions abroad that will entirely create a computer based interactive speech training for the adult and children alike. Meanwhile, only one or two volunteers will be physically present to help navigate the system and mediate certain inadequacies and language adaptation during lecture. 1. To gain access and help from the governments multicultural agencies to bridge the gap of language and culture barriers so as to promote homogenous classroom methodology and uniformity in teaching methods. Even Spanish speaking children came from mix race that needs to be reached out.

HUMAN RESOURCE MANAGEMENT Essay Example | Topics and Well Written Essays - 1750 words - 1

HUMAN RESOURCE MANAGEMENT - Essay Example The recruitment process starts with the submission of resume regardless of the fact that the recruitment has started with walk in, employee referrals, advertising or others (Griffin & Moorhead, pp. 14-19, 2009). Shortlisted candidates get a chance to fill the application form, which then leads to a formal interview. Short listed applicants are called for a couple of more interviews (Fisher, Schoenfeldt & Shaw, pp. 301-305, 2005). The last interview, which is a group interview, then leads them to a management assessment centre. This is the point where the person has almost met all the requirements for passing the recruitment process. However, in order for finding out the right match in terms of job for the applicant, the individual has to go appear in several tests. They are Big Five personality tests, MBTI, IQ tests and others. Important here to note is that these are the requirements for new recruits, however, in case of recruitment for executive positions or rehiring, not all steps are followed (Mathis & Jackson, pp. 48-51, 2006). The legal requirements include the fact that the person should have a criminal history, must have the passport or identification of home country, work permit, proof of address, proof of date of birth, proof of educational achievement and certificates and others (Robbins & Judge, pp. 291-295, 2010). Programme for Training and Development Recruitment of the best available talent is never the guarantee of success. It was not only important to tell the employees what to do but at the same time, it is equally important to teach them how to do. Market leaders like Unilever spend more time in comparison to their competitors for training and developing their employees. Following is an example of professional training and development plan at Unilever (Fisher, Schoenfeldt & Shaw, pp. 301-305, 2005). Training and development at UniLever starts with needs assessment. Why training is important? What should be the contents of training? Who should be the target of training? What shall be the expectations in terms of benefits from the training? (Kleynhans, pp. 274-278, 2006) Questions similar to the above mentioned, remain the target of needs assessment. The second step is of instructional design where the focus remains on using the data gained in the first step and with the help of the same, complying, creating and deciding on the program content, exercises, activities, approaches and others (Cummings & Worley, pp. 68-69, 2008). Since this process requires a lot of investment in terms of time and energy, the third step is of validation where a small sample is tested. The fourth step is of the actual implementation of the program and at the fifth stage, the managers and heads of UniLever sit back to evaluate the success of the program (Bratton & Gold, pp. 510-512, 2001). Human Relations School and Motivation of Staff Experts such as ‘Hugo Munsterberg, Mary Parker Follet, Hawthorne Studies, Abraham Maslow, Douglas McGreg or’ (Hendry, pp. 84-86, 1995) and others remain as the founder of the human relations school of management. Most of these experts (Hendry, pp. 84-86, 1995) had disagreements with the ideas of Taylor and other advocates of

Diversity Management, a New Organizational Paradigm for Equality Essay - 2

Diversity Management, a New Organizational Paradigm for Equality Policy-Making - Essay Example The researcher states that the different diversity can be categorized into two, the social allied and the individual allied. In the social diversity, it is further subdivided into what is referred to as the six strands of diversity, which includes; ethnicity, disability, sexual orientation, gender, age, and religion. In the individual differences, they can be classified into the following castes; personality, lifestyle, appearance, work style and education. The equal opportunity tends to downplay the aspect of discrimination based on the diversity factor. It is hinged on the emphasis of equal treatment of the individuals regardless of their social groups. The equal opportunity aspect is anti-discrimination program intended to provide relative social justice in the process of individual selection. Most of the human resource managers in the organization today appreciates the need to embrace diversity in the human resource and they have realized that if taken positively, the diversity a spect can make an organization realize its goals in the most efficient and predictable way. The tolerance for counterparts in the workplace is highly encouraged and any discrimination unfairly advanced to anybody be it on a social or individual level is taken seriously sometimes to the legal redress. The realization of the dangers of discrimination based on diversity led to the consideration of what is referred to as Equal Opportunity. In the equal opportunity aspect, politics have gotten into it and there are several schools of thoughts, other arguing that it is like a basket of fruits -this it to mean that even though there are equal treatment and opportunity for all, individual differences can still be recognized and be used in their reference. The other school of thought is that equal opportunity is like a melting pot, it assumes that under equal opportunity there is no recognizable difference among those to be considered.

Discussion board #14 Coursework Example | Topics and Well Written Essays - 500 words

Discussion board #14 - Coursework Example It has struck some parts of the world more than others have. For instance, it has been reported in Fallon Nevada that lies within Carson desert. With a population of about 8000 people, stretching 16 Km from Reno, it reported cases of Dustin Gross in 1996. The illness attacked children between the age of 4-9 and they died after three months. The cancer spread in the town within a span of a few weeks. Cancer has been a threat in Fallon for a long time. Recently, 17 children were diagnosed from cancer with many parents reporting similar cases of leukemia (Williams, 2008). CHN has various options at its disposal to help curb this epidemic once there is an outbreak. Basing on ‘IPREPARE’ model whose initials stand for some of the sources of cancer, NHC has established various techniques to help it curb the situation. This essay examines the roles and activities of CHN from a three dimensional perspective that can help protect the people from contracting cancer. According to Sheppard, Speakman, Ridenour, & Witten (2008), many people are ignorant of the causes of cancer. Therefore, educating the mass on the causes of the disease, risk reduction, and follow-up activities would be the best action (2007). This can increase awareness on the symptoms of cancer. Secondly, it may help provide immunization against future infections among healthy children. Thirdly, primary cancer prevention can help in warning residents of hazardous places. Primary cancer prevention can also help CHN carry out investigations on some of the theories explaining the phenomenon of the causative agents of cancer in Fallon Nevada. This will help identify the various causes of the cancer. For instance, it may help investigate whether the environmental conditions and genetics lead to development of cancer. CHN may also recommend the American military base in the town to compensate affected groups who have fallen victims of cancer because of their

How to deal with the prostitution Essay Example | Topics and Well Written Essays - 500 words

How to deal with the prostitution - Essay Example One reason states pass laws is to prevent and/or punish activities that are harmful. Decriminalizing prostitution would, in essence, be saying that it does not cause harm, and so is a private matter and not one the state can or should intervene in. Prostitution does cause harm, though, to the prostitute and to society as a whole. Prostitutes are at risk for assault, rape and other violent crimes (reference), sexually transmitted diseases (including HIV and Hepatitis C) and posttraumatic stress. (Destiny's End). Societal costs are difficult to measure, but include the spread of disease and effects on families. Prostitution is also linked to sex trafficking, and a recent State Department brief said that prostitution, "fuel(s) the growth of modern-day slavery by providing a faade behind which traffickers for sexual exploitation operate." Regulating prostitution does not prevent the harm it causes. Proponents of regulation say that regulation will prevent the spread of disease, make for safer working conditions and reduce sex trafficking and child prostitution. (Raymond). Criminalizing prostitution does have a negative effect on prostitutes because prostitutes, not the pimps or the johns, are the ones who suffer.

Final BA420 paper Essay Example | Topics and Well Written Essays - 1250 words

Final BA420 paper - Essay Example Due to this integral quality level 5 leadership is ranked at the highest level in the hierarchy of executive capabilities. The ranking of level 5 leadership above the all four levels of leadership indicates that a level 5 leader embody all the qualities of below 4 level. It means a level 5 leader would definitely be a highly capable individual focused towards contributing to the team resulting in him being a competent manager and an effective leader. However, besides all these qualities, he would possess the qualities of ferocious professional will, personal humility, and these two qualities are the core ingredient that makes an individual a level 5 leader. So much so that level 5 leadership is indicated through a formula as Humility + Will = Level 5 Leadership. These core ingredients of Level 5 Leadership are what make its different from all other leadership styles. All other leadership styles focus on the leader developing strong will to achieve the goals and on developing the abil ities to work along with the team while leading them but no other leadership style place its focus on humility of the leader like level 5 leadership do. ... n the next generation, comfortable with the idea that most people won’t even know the roots of that success traces back to their efforts.† This broad vision of a level 5 leader that is far beyond his personal gains and achievement is what makes this leadership style different and special. In addition, a leader of such vision is necessary and important for a company if it wishes to achieve a transaction from good to great because without such a leader a company will only be able to exhibit a consistent performance pattern instead of a growing one (Colllins,2001, pp.22). It can be summarized that a level 5 leader is an individual who is humble and modest in his dealing but with an unwavering resolve to make the company great with the confidence to share credit for success and accept blame for mistake. These individuals are disciplined and take responsibilities of their actions and concentrate on finding the right people to work with them so that they can setup a capable su ccessor for the organization. Section Two Jim Collins describes Colman Mockler, the CEO of Gillette from 1975-1991, as an example of level 5 leaders in his book â€Å"Good to Great†. Mockler served 17 years in financial administration of Gillette before being appointed as CEO and COO in 1976 by his predecessor Zielger. Although Mockler was very acumen in financial information and treasury of the company, he had not much experience to lead the company. That is why he had to â€Å"undergo a crash-training program on how to run the company and prove his leadership skills before Ziegler retired† (Mckibben, 2000, p 73-75). Mockler choose Stephens J Griffin, president of international division, as president to work along with him indicating his intend to continue with the geographical expansion started in

Performance Management at Lincoln Electric Company and Southwest Case Study

Performance Management at Lincoln Electric Company and Southwest - Case Study Example A common denominator that has been linked to their success is their concern for employees that trumps their concern for their shareholders (Schuler, 2012, p.572). These companies assert that if employees are well taken care of, they will do their jobs better, and doing so benefits customers and shareholders. Lincoln Electric is the top company that designs, develops, and makes arc-welding products, robotic arc-welding equipments, and plasma and oxyfuel cutting tools. It also leads in the brazing and soldering alloys industries. Lincoln owns 40% of the U.S. market share. Moreover, it provides its employees with a well-known Lincoln Incentive Management Plan, which results to above-industry-average productivity (Schuler, 2012, p.559). In 1995, the company attained $1 billion revenues, while at present, sales reached $2 billion (Schuler, 2012, p.559). Employee morale and productivity are good; while turnover is almost zero (Schuler, 2012, p.559). A similar company with strong employee f ocus is Southwest Airlines. It has led the low-cost airline industry by focusing on being the cheapest and most efficient operator in domestic regional markets (Jackson, Schuler, & Werner, 2012, p.578). Despite being a low-cost airliner, Southwest is known for on-time travels, excellent customer service, and safety (Jackson et al., 2012, p.578). In 2012, the company bought AirTran Airways for $1.4 billion. The acquisition is believed to increase revenue and capacity by almost 25%, although its direct impact on Southwest’s success remains to be seen (Schuler, 2012, p.580). Like Lincoln Electric, employee morale and productivity are high in Southwest through the joint efforts of its employee-based committees. This paper compares, contrasts, and evaluates the human resource management practices of Lincoln Electric and Southwest. Recruiting and Selection Recruitment and selection are attuned to the organizational needs and cultures of Southwest and Lincoln Electric. Recruitment i s restricted to internal recruitment for most jobs in Lincoln Electric. Only entry-level positions are open to external recruitment (Schuler, 2012, p.561). Selection is performed by HR, which also happens in Southwest. In Southwest, however, selection is more refined due to specific employee attitudes that it looks for. This can be explained by the fact that Southwest operates in a service industry, while Lincoln Electric works in the manufacturing industry. Southwest has a stringent selection policy, where it spends more time, energy, and money in recruiting people who can fit the fun and collaborative culture of the company (Jackson et al., 2012, p.584). It has a People Department that performs the decisive function of recruiting and selecting personnel (Jackson et al., 2012, p.584). Personality tests and interviews support the rigorous selection process (Jackson et al., 2012, p.584). Hence, though both companies ensure that their employees fit company goals and culture through th eir recruitment and selection practices, Southwest shows extra dedication and uses more resources in recruiting people with the right attitudes. Performance Management Management Styles Both Lincoln Electric and Southwest have charismatic founders, whom employees find be empathic of their employees’ welfare, although Southwest has a â€Å"wackier† attitude to managing employees. In an employee interview, Trahan remarked that James Lincoln â€Å"