The Americans with Disabilities Act (ADA) of 1990 is also a historic piece of legislation. The ADA was created "to address the major areas of discrimination faced day-to-day by people with disabilities" (Mizra 2001, 12)
and, lawyers cite the detrimental effects to equality. The workplace, according to both parties, should be asexual (Schultz 2003, 2061)
Evidence of Best Practices General and long-term research on organizational development and performance shows a clear and direct link between organizational learning -- a key component of human resources -- and long-term strategic success (Boonstra & Cummings, 2008). Encouraging and facilitating organizational learning depends largely on organizational structure, and ensuring that proper hierarchies and lateral relationships in place to allow for knowledge transfer encourages learning and through this overall development (Armstrong, 2009)
The following pages contain a review of current literature on the subject, providing a set of evidence-based best practices for human resources development that support overall strategies and providing a brief set of general recommendations in the area. Evidence of Best Practices General and long-term research on organizational development and performance shows a clear and direct link between organizational learning -- a key component of human resources -- and long-term strategic success (Boonstra & Cummings, 2008)
Clear yet flexible structure that are somewhat adaptable to human resource demands are needed in such situations. All of the research connecting human resources development and its relation to overall organizational strategy has led to the emergence of the field of strategic human resources management (SHRM), of which human resources development is a major constituent part (Lengnick-Hall et al
, 2010). Such flexibility is a cultural element as much as it is structural and strategic, and all of these areas will be improved by such an approach to human resources development (Ou, 2009)
A simple, general matrix that has been developed showing the relation of various organizational elements also provides some insight into the best practices of human resources development. Human performance, the enhancement of which is the outcome that human resource development has as its ultimate goal, is found in this matrix at the intersection of management, implying that it is through managerial attention to the actual tasks and processes performed by human resources -- the activities that constitute the business f the business, as it were -- that management can actually influence output (Rummler & Brache, 2012)
Direct personal analyses of employees and of human resource groups within an organization provides the type of managerial attention and task/process awareness that is most likely to produce beneficial outcomes, further research has shown (Werner & DeSimone, 2012). Not all findings presented in the literature agree that business strategy should have a direct and conscious influence on human resources development, with some researchers finding that corporate structure had more influence on human resource outcomes than business strategy (Stroh & Reilly, 1994)
Human performance, the enhancement of which is the outcome that human resource development has as its ultimate goal, is found in this matrix at the intersection of management, implying that it is through managerial attention to the actual tasks and processes performed by human resources -- the activities that constitute the business f the business, as it were -- that management can actually influence output (Rummler & Brache, 2012). Direct personal analyses of employees and of human resource groups within an organization provides the type of managerial attention and task/process awareness that is most likely to produce beneficial outcomes, further research has shown (Werner & DeSimone, 2012)
Any attempt to separate human resources development from larger strategic trends is fundamentally misguided, then, and the best practice for building a strategy is starting with human resources development, not vice-versa. In addition to being influenced by organizational structure and strategic perspective, human resources development is also impacted by (and a factor in) organizational culture, and adopting a culture of receptivity and managerial latitude and independence that allows for more flexible human resource approaches can be key in developing an open, knowledge-transferring and constantly developing human resource foundation (Zheng et al
The policy would not require any CIS to handle a suicidal caller, but would allow them the option to transfer the call to a supervisor or counseling-trained CIS. This is an important aspect, because many changes fail due to an organization's failure to "adequately and proactively [attend] to the emotional side of change" (Anderson & Anderson, 2010)
However, suicidal callers are a small portion of all callers, so those calls may not be monitored. Using interview or surveys are two ways to obtain diagnostic information (Cummings & Worley, 2009)
c) Teachings for the trainees In order to avoid the future recurrence of situations in which the Police Department is accused of insensitivity or inadequate behavior and treatment of the members of the community, but also to perform their jobs in a more efficient manner, the PD employees would be transmitted the following: Compassion and empathy towards any and all, regardless of gender, race, religion and other such criteria The objective behavior towards all categories of populations, with the complete elimination of personal bias or cultural, economic, religious or any other form of discrimination The identification of all and any unethical behavior and the commitment to eliminate it d) Traits of the trainees The training program should be developed and implemented in order to comprise all employees at the Police Department, regardless of age, gender or any other demographic characteristics. e) Customization of training programs Discrimination is more common among the Caucasian males, who have been a privileged category of people; women and other minorities are less inclined to discriminate against others (Oskamp, 2000)
Additionally, another issue that should be considered is that the diversity training would generate some change, and the older and more mature individuals are less opened to change. In other words, the younger employees would be more receptive to the training, whereas the older employees would be more reticent (Homan, 2010)
Total Quality Management The Role of Leadership in Total Quality Management Total quality management (TQM) refers to the procedure involved in the integration of the processes, people, and customers of an organization, with the aim of ensuring that customer needs and expectations are met (Sallis, 2004)
Human Resources Business Ethics The article What can psychology tell us about business ethics (Messick, 2009), was very interesting
5. Paladin Registry -- This registry provides a tremendous amount of educational material which can help one find the right financial advisor for their needs (Anspach, 2012)
"Their Job Characteristics Model (JCM) argued that, essentially, enriched or complex jobs are associated with increased job satisfaction, motivation, and work performance. More specifically, they assumed that five core job characteristics…influence three critical psychological states…which in turn affect work outcomes (Fried & Ferris, 1987)
This is because many of the behaviors that are linked to being a good employee are not based on personal characteristics as much as they are influenced by the external environment. "Sometimes…changing our behavior can be done most easily by just changing our daily environment" (Markman, 2009)
There are a number of different aspects about my own education and personality that are intrinsically related to success in this field. During the course of my studies thus far I have learned the benefits of active listening -- which is an integral component in communicating with others (Comer and Drollinger, 1999, p