Week 4 Brainstorming Discussions

Must post first.

Topic: Stress as a component of workplace efficiency.

The CEO of VMI is a confessed workaholic. In a recent HR interview with Chinn, he lays out his personal conflict of demanding employees to work long hours as he does. He also is conflicted with the need to be open for business all the time due to its international markets. He is aware that his own Chinese cultural heritage influences his work practices. In China, the issue of personal time is not a concern. Workers do what is expected of them. Chinn knows this is not true in many western companies and especially in the southern states of America. As the newest set of management employees, Chinn wants you to examine this issue and make recommendations on how to deal with conflicting cultural expectations. What demands should VMI place upon its employees?

Stress at the workplace is a constant problem especially since technology has placed the worker in a 24/7 work environment. Use the articles listed below and your required learning materials from our week 4-course content to address this specifically for the circumstances of VMI.

Why Work stress is Bad for Your Relationships

Whither the Ping-pong Table? Which Perks Matter Most to Employees

What is the future of office spaces? 

Directions: 

1. By FRIDAY, complete the following:

Preparation: It is necessary to read the articles listed above as well as those in your classroom materials. This assignment cannot be completed without required learning materials, in particular the articles on cultural values and Geert Hofstede’s website.

Orientation/perspective: Continuing on with our scenario, you are a newly-hired manager not yet placed into a permanent assignment. Since week 1, you and Chinn have been talking about your vision for VMI’s future as given in last week’s assignments. Ultimately, you are convinced that the future VMI needs to be cognizant of the changing workplace while embarking upon VMI’s further international expansion, all under the umbrella of developing a learning organization culture to support this.

Deliverable: Once prepared, you will create a 2-page single-spaced report for President Chinn on the topic of the new modern workplace. In this report, include the following:

• Chinn has a sense of cultural differences between his own heritage and that of VMI. Explain to him your understanding of these differences and how these may be underlying his observations.
• Share with him your knowledge of workplace stress: its effects upon the employee, the idea of work and family life balance, differing cultural and generational views on this, and ways that organizations address it.
• Enlighten him as to the difference of an engaged vs. ‘happy’ employee, with that difference expressed in effects upon specific types of performance and commitment. (As we have had readings explaining engagement every week, you need to express your own understanding of this and not paraphrase an article).
• Your explanations should indicate that you understand typical pitfalls, misunderstandings, and misperceptions in cross-cultural communications and age-cohort attitudes.
• With an understanding of the above, include specific and clear recommendations of addressing this within VMI.

The above are not distinct questions to be answered. Rather, you are to formulate your own report (2 pages, single-spaced), structuring your own points in a conversation with your reader (Chinn) that convinces him of its importance. Your report should incorporate key concerns and knowledge that has been expressed in our readings this week while also tying in your knowledge gained from past weeks (all cited). In order to accomplish this, your report must be focused on VMI’s situation, the type of work they perform, and how to carry forward their excellence and familial culture. Do not pitch ideas from sources that do not apply to VMI’s circumstances.

You must use course material to support your initial and final reports as well as APA in-text citations with a reference list

 

Letting People Go

You have identified an individual in your department who falls into the bottom 10%. Using Jack’s advice on no surprises and no humiliation, how would you approach the conversation with the individual? Specifically outline how you would prepare for the meeting. Where and when would you have the conversation? What documentation or other resources will you want to have with you at the meeting?

Post your initial response by Wednesday, midnight of your time zone, and reply with suggestions for improvement to at least 2 of your classmates’ initial posts by Sunday, midnight of your time zone.​​

1st class to respond to

 Tiara Collins RE: Week 6 DiscussionCOLLAPSE

Hello Professor and Class,

 You have identified an individual in your department who falls into the bottom 10%. Using Jack’s advice on no surprises and no humiliation, how would you approach the conversation with the individual?

My goal of the meeting and approach would be to find out why are they falling in the 10% (1). I want to understand and have empathy with the subordinate. I would want to make sure it is in private because the chance that others could over hear the conversation is not a good thing. I would make sure I could have it over maybe the morning coffee with them in the conference room to make them feel more comfortable (2). I would ensure I am actively listening.  

Specifically outline how you would prepare for the meeting.

I would make sure I set the time aside to show the person that they are important. I also would make sure I am using facts to show them that this wasn’t the same level they were performing at. I would show them the level I wanted to encourage to get them to that level.

Where and when would you have the conversation?

In a conference room or in their office. I would make sure I sit next to them so it shows we are on the same side of this improvement. I would want them to feel comfortable to understand I am trying to work with them and we are on the same team. I would have the meeting mid-morning.

What documentation or other resources will you want to have with you at the meeting?

I would have any training items that I could suggest for them to get out of the 10 percent. I also would have the documents that show the difference in the levels. I also would have a calendar to try to put a timeline together if we were brainstorming to make the subordinate better. I also would have a not book and pen to take notes. I also will have the questions I want answered written down.

Tiara Collins

1. https://www.forbes.com/sites/forbescoachescouncil/2017/07/17/14-ways-to-approach-conflict-and-difficult-conversations-at-work/?sh=1d44d7ee3cfd
2. https://www.bustle.com/articles/181666-11-tips-for-making-people-feel-comfortable-around-you

2nd response to classmate

 Laryssa Wilson RE: Week 6 DiscussionCOLLAPSE

Good Afternoon Professor and Class,

I have first hand experience with this.  The way I approached, my non-performing staff  was with continued communication.  I set precedence when I took over for the last manager and did my due diligence.  I reviewed the previous year’s performance appraisals, and observations. I had a good idea of who the weakest links were. 

When I started, I gave everyone a clean slate with the new objectives that they were to meet. I advised that we would touch base at the end of each week. Out of the gate they knew  to expect me to be very communicative. It was up to me to be consistent with the communication because my manager held me accountable for that.

The meetings were weekly in my office. It was the norm so no one felt they were being singled out or was in trouble. The conversations were not a surprise when and if  I had to deliver A hard message.  If they were not meeting the objectives, at the regular “base touch” I brought it  up. I  would let them know  I am noticing a negative pattern and would show them the reasons why, eg.. drawer out of balance, sales goals/efforts not attempted or at meets standards.  I’d always ask  if they are struggling personally with any thing  or needed my help with anything. If necessary we, the employee and I would  set up an action plan for improvement.  Documenting  areas of improvement and expectations and me documenting the interaction as well. The meetings continued  weekly, as they normally would. I had two employees that actually resigned, because they knew they were not improving or lost the desire to. They knew I would be “managing them out”.  With these two recognizing that, instead of me terminating them, it made the transition easier because there was a notice to resign, not a no call/no show but an understanding even had a goodbye potluck. 

Experts of Practice Videos week 5

Winning,  Jack Welch

Charlie Tharp-Managing People Out 

Jack Welch -Performance Appraisals are Continuous

Step I. As a global citizen, reflect on your ideas of how to promote quality journalism. Specifically, describe your role as a consumer of journalism.  You may also include your vision of how journalism is produced, distributed, and received. In your response, identify \’sources\’ of world news that are credible that you will rely on to inform your understanding of world events.

Step II. Broadly reflect on the some of the topics we have covered this semester and identify what YOU are particularly drawn to? I’ll list a summary here, but you may want to explore yourself since this is an abbreviated list.

Drill down to one topic of interest and be as specific as possible within the  topic. List your chosen topic: Modern Day Slavery; Trafficking_________________________________________

• Social/Economic Development – A “Developed” Word
• Modernization/Dependency Theory
• Globalization/Interdependence
• Universalism
• Indigenization
• Post-Colonial Theory
• Human Rights
• The “Veil of Ignorance”
• Secret State of North Korea
• Convention on the Rights of the Child
• Global Issues for Children

Poverty/Health

• Child Soldiers
• Child Labor
• Street Children
• Child Abuse/Neglect

 

• Modern Day Slavery; Trafficking
• Immigration/Refugees/IDPs
• Trauma
• The Physical Environment
• Global Issues for Women

Women’s Health

• Education
• Legal Rights
• “Missing” Girls
• Intimate Partner Violence
• Dowry Disputes
• Honor Killings
• Female Genital Cutting

 

 

• Genocide
• Cultural Encapsulation, Competence, Efficacy; Cultural Conflicts
• Interdependent and Independent Self
• Role of United Nations

Step IIi.

Next, respond to the following questions reflecting on your role as a global citizen going forward.

Delve into your chosen area of interest:

• Begin by identifying at least two organizations working in your area of interest. For example, if your topic is \’refugees\’ the International Rescue Committee is an active organization with a variety of information, service programs, etc. that you might want to be familiar with. If your topic is homelessness, the U.S. Department of Housing and Urban Development might be a good resource. For this question you want to research and identify where you can go for quality information and ways to get involved in your particular area of interest. You can certainly reference your textbook as a starting point if needed – relevant organizations are listed at the end of each topical chapter.
• After exploring the organizations you identified and some of their current efforts, describe at least one way you can be actively involved – now!

 

Explore how YOUR own strengths and interests contribute to social/ human/ community wellbeing, as you define it.

• Describe your current career interests?
• Identify and describe at least 2 existing creative projects/campaigns that intersect social welfare with your own career interests! See examples below:

e.g., If you are interested in the field of architecture or design, these are two interesting examples of community-engagement that architects have undertaken (in other words, architects using their strengths to meet the world’s needs)

Auburn University’s Rural Studio: httpLinks to an external site.://Links to an external site.edu/architecture/special-programs/rural-studioLinks to an external site.

Ikea’s Refugee Tent: httpsLinks to an external site.://www.designboom.com/architecture/ikea-refugee-shelter-award-winning-construction-01-31-2017/Links to an external site.

Step IV

Conclude by brainstorming at least one idea of your own for how your future profession can intersect with the social welfare topic you are interested in – meaningfully and creatively!

The two links above are examples of what others have done…what’s YOUR IDEA! This is THE question of focus for your citizenship log. Offer depth of detail and consideration.

At least 3 pages

As a nurse-leader, how would you evaluate the chosen program?  What outcomes would you consider?  Project the sustainability of the program over the next 5 years.  Use population-based data such as health insurance records, Centers for Medicaid and Medicare, and CDC to analyze the prevalence of one health disparity targeted by the chosen program over a 5 year period using the latest data available.

In your initial discussion board posting for this week, please answer the following questions:

1. Describe the program and the community served in NYC and the health disparity that it addresses (usually better to stay with programs that have relatively narrow focus).

2. Looking at the 5-year trends for the population with health disparities being served by the identified program, are there any changes needed?

3. How accessible and complete was the data that you needed to evaluate the program?

4. How would you present feedback to the healthcare providers in the identified program about the incidence of the health disparity during the most recent reporting period?

5. How will you lead change as described in the the Future of Nursing 2020-2030 report to shape how you develop and sustain quality programs addressing health disparities?

 

Service providers can deal with rude or inconsiderate customers by making sure that they remain professional. Just because the customer is rude does not mean that the service provider should also be rude. Service providers should avoid retaliation when dealing with rude customers.

• How can you effectively deal with rude or inconsiderate customers?