Search results “Managing a diverse organization” for the 2016
Diversity Management
Mergers and Acquisitions are costly, and difficult. This is how we improve the rate of success, employing change management and an understanding of cultural diversity.
Views: 23119 Petanque NXT
The Surprising Solution to Workplace Diversity | Arwa Mahdawi | TEDxHamburg
Arwa Mahdawi on "The Surprising Solution to Workplace Diversity" at TEDxHamburg (http://www.tedxhamburg.de) Arwa Mahdawi is the founder and Chief Minority Officer of rentaminority.com, a revolutionary new service offering diversity on demand. The site has gained worldwide attention and been covered by the likes of the BBC, Le Monde, the Huffington Post, NPR, and the Atlantic. Arwa is also a partner at cummins&partners, an independent creative agency with offices in Australia and New York. She is a regular speaker at advertising/tech/media conferences, so if you need a minority last minute, give her a call. Arwa is also a freelance writer and writes regularly for the Guardian on issues including marketing, technology, cryptocurrency, and lesbians. Frequent comments on her articles include “Was someone really paid to write this?” and “This comment was removed by a moderator.” This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 143989 TEDx Talks
Managing and Leading in a Diverse Public Organization: Dr. Richard Bachoo
Dr. Richard Bachoo speaking at CCSU's 2nd Annual Diversity Conference on November 17, 2016. Visit www.ccsu.edu/ConEd for more information and to view upcoming Diversity & Inclusion training and events. Contact Christa Sterling at [email protected] or 860-832-2277 for questions regarding training or workshops.
How Hiring Diverse Talent Helps Build a Global Organization
Women's Forum 2016 Rising Talents honoree Audra Renyi, Executive Director of the World Wide Hearing Foundation, discusses how she seeks out diverse talent to build a global organization designed for social impact.
Views: 102 Egon Zehnder
What is diversity?
Views: 42360 Julie Roberts
Top 10 HRD Ideas - Managing Diversity
Managing diversity is essential to modern workplaces and to new ways of working, such as global and networked organisations. Workplace diversity considers the contribution of people with a disability, different life experience, different cultural backgrounds, different life experiences. These various backgrounds and other factors such as age and gender can bring a variety of important perspectives to the workplace. Different perspectives can improve problem solving and create innovation. Human Resources is the broad area under which Managing Diversity is often considered, along with the implications of different languages for Workplace Training, Workplace Learning, HR Advice and so on. Recognition of diversity as an asset has changed the way people consider Human Resources Development and the management of workplaces in general. Gender Diversity, Cultural Diversity, Workplace Diversity are all important components of an Organisation, Workplace or Organization.
Managing a Multigenerational and Diverse Workforce | IEEEx on edX | Course About Video
Based on cutting-edge research, the first edX course to provide practical tactics for managing a multigenerational and diverse workforce. Take this course free on edX: https://www.edx.org/course/managing-multigenerational-diverse-ieeex-mgtmdw-0#! ABOUT THIS COURSE To succeed in an ever-changing and competitive marketplace, organizations must effectively manage all of their human capital. The challenge is how to engage a workforce that is highly diverse, global, and multigenerational. This course will review the “new normal” demographic and global trends shaping labor markets. You will also learn about challenges you may face when managing workers from different cultures, and others who have different values and preferences. Lastly, you will learn how to create a toolkit for motivating and engaging all workers to help organizations achieve their strategic outcomes. This course is offered as a collaboration by IEEE and the Rutgers School of Management and Labor Relations. WHAT YOU'LL LEARN - How new demographic and social trends are shaping the 21st century workforce - How to overcome the challenges of managing highly diverse and multigenerational talent - How to develop a toolkit for managing and engaging all workers
Views: 954 edX
Why HR professionals are important for an organization?
Do you want to know Why HR professionals are important for an organization? Explore accredited online HR Courses at Brentwood Open Learning College: http://www.bolc.co.uk The main responsibilities of the human resource department include: • Hiring • Evaluating • Training and; • Compensation of employees When a business has valuable, rare, and/or unique human resources it will always have a competitive advantage over other similar organizations. Many high-functioning organizations now know that their success depends on the knowledge and skills of their employees, or, their human capital. Human capital is aligned with the economic value of employees with the right knowledge, skills, and abilities. Managing human capital properly is imperative for any organization wanting to maintain a competitive advantage. HRM focuses on bringing in (recruiting) new employees with new talents for the company and managing employees. Another function is to guide and help said employees by providing direction when necessary. It helps with increasing the morale of workers by working on relations between employees and their employers and constantly striving to make them better. The human resources department deals with any issues facing the staff in their working capacity within an organization. The HRM function extends to assessing the productivity and/or success of every department in an organization or business. Diploma in human resource management level 4 is a highly regarded course designed according to requirements of contemporary world to develop and enhance human resource management skills in students. This is a comprehensive course, which uncovers every topic gradually to enable students learn all the important parts of course. Diploma in human resource management level 4 comprises eleven intensive modules: Introduction to HRM, Recruitment and Selection, Employee Relations, Appraising Employees, Staff Training and Development, Managing Performance , Rewarding Employees, Equal Opportunity and Diversity, Health, Safety and Welfare, Managing Absence and Attendance, Employee Grievance, Discipline and Dismissal. Students learn to manage diverse workforce efficiently by learning his course. Certificate in human resource management level 3 is another invaluable online course, which delivers key topics and their implementations at workplace. Certificate in human resource management level 3 consists six in brief units Introduction to HRM, Recruitment and Selection, Performance Management, Training & Development, Rewarding Employees, Equal Opportunity and Diversity. Certificate in human resource management level 2 course introduces the key fundamentals and topics. This course comprises seven units The Basics of HR Management, Staffing the Organization, Interviewing Techniques, Training and Development, Performance Management, Managing Attendance and Rewards, Managing Disciplinary Issues. Certificate in human resource management level 1 course delivers the basic concepts of human resource management to students. This course consists three in-depth modules: The Basics of HR Management, Training and Development, Managing Performance. Facebook: https://facebook.com/bolconline Twitter: https://twitter.com/bolcuk Google+: https://plus.google.com/+BrentwoodOpenLearningCollege
How Smart Managers Make Diversity Work, Prof. David A. Harrison, April 1, 2016
“What team in professional football has consistently been the highest performing team over the last 10 years?” asks McCombs School of Business Professor David Harrison. “The New England Patriots.” “What professional basketball team has been the most effective, consistently highest performing over the last 10 years? The Spurs.” Now guess which teams are the most ethnically diverse? “Just let that sit for a while,” he suggests. In management, “diversity” is often heralded as the key to building a successful team. But Harrison points out that the real question should be: Does the team have variety, separation, or disparity? All three can make a team appear diverse, but only one leads to creativity and innovation. “Variety,” he says, “is the hero of diversity. We want more variety in most of our teams. It’s hard to think of a team where you want everybody to think exactly the same way or have exactly the same information at their disposal. Because if they did, why would we need to have a team?” Variety, he explains, leads to what researchers call higher information processing capacity. In others words, when a team has more variety, it has a greater range of talent, experiences, and perspectives. Those members “see more alternatives, they vet those alternatives more often, and they’re more flexible.” Which is why, he adds, that for most of the tasks a team performs, it’s better to have more variety among employees. But what happens when, instead, a team has a high degree of separation or disparity? On the surface, it can look like that team is diverse — but in actuality, it is lopsided in terms of power, wages, or influence. Under those circumstances, Harrison says, no one wants to share information, which is critical to a group’s success. People often feel resentful, work ethic and output decline, and the team can implode. Separation and disparity, he adds, are the villains of diversity, and it’s up to managers to ensure they’re not creating teams that are destined to fail. But how should managers design teams in the first place to ensure variety? What happens if a manager inherits a dysfunctional team with separation or disparity? To learn more, click below to watch the entire video from David Harrison’s presentation as part of the Texas Enterprise Speaker Series on April 1, 2016.
Does having diversity quotas create a more diverse organisation?
Resource Solutions' Head of People, Indy Lachhar talks to author, CEO and Executive Coach, Leigh Bowman-Perks about gender diversity hiring quotas, inspirational leadership and to create a mind-set change in an organisation.
Diversity/Inclusion at PAREXEL: Everyone Valued, Respected and Supported
At PAREXEL, we believe that successful companies draw on the strengths of our differences. By acknowledging diversity and encouraging an inclusive culture, an organization can better serve its employees and customers and achieve maximum results. Watch this video to learn more about PAREXEL’s commitment to Diversity and Inclusion.
Views: 2080 PAREXEL International
Managing Unconscious Bias at Facebook
Diversity is central to Facebook’s mission of creating a more open and connected world. To reflect the diversity of the 1.4 billion people using our products, we need to have people with different backgrounds, races, genders and points of view working at Facebook. Diverse teams have better results, so this is not only the right thing to do – it’s also good for our business. One of the most important things we can do to promote diversity in the workplace is to correct for the unconscious bias that all of us have. Studies show that job applicants with “black sounding names” are less likely to get callbacks than those with “white sounding names” – and applicants called Jennifer are likely to be offered a lower salary than applicants called John. And organizations which consider themselves highly meritocratic can actually show more bias. Managing bias can help us build stronger, more diverse and inclusive companies — and drive better business results. At Facebook, we’ve worked with leading researchers to develop a training course that helps people recognize how bias can affect them, and gives them tools to interrupt and correct for bias when they see it in the workplace. The course consists of case studies, workshop sessions and presentations. Many people have asked if we’d be willing to share our training outside of Facebook, so today we’re making the presentation part of the course available to anyone. Whether you want to customize the training for your organization, or simply understand your own biases, you can now watch it here: http://managingbias.fb.com. Managing bias is an essential part of building diverse and high-performing organizations. We know we still have a long way to go, but by helping people recognize and correct for bias, we can take a step towards equality – at work, at home and in everyday life.
HR Conference 2016 - Leading and Managing a Diverse and Intergenerational Workforce
Paul Choi, Executive Director, Human Capital Management, Goldman Sachs Prof. Julian Groves, Associate Professor of Social Science Education, HKUST Division of Social Sciences Wijnand van Hoeven, Head of Talent Development - RHO Human Resources, Prudential Corporation Asia Ada Lee, HR Business Partner, Global Business Organization – HK, Google Mac Ling, Executive Coach & Managing Partner, Coaching Collective (Moderator)
Views: 226 AmChamHK
Working at Tourism Australia
Tourism Australia is a diverse, global organisation with a workforce of approximately 220 people located in 13 countries.
Views: 1596 Tourism Australia
Managing Diverse Communication Styles
DANIELS COMMUNICATIONS is a cutting-edge global learning and development company with expertise in customization of supervisor, manager and executive leadership development programs Visit us at: http://www.dcleadershiptraining.com/
Management | Organizational Behaviour | Groups and Teams Part 1 - Introduction to Groups
Management Course - BBA, MBA Organisational Behavior: Group | Features of a Group | Factors Affecting Group Behaviour: Definition 00:00:42 - 00:01:32 Two or more interacting individuals who share a common identity Features of a Group 00:01:33 - 00:02:59 *Two or more persons *Collective Identity *Interactions *Shared Goal Interest Factors Affecting Group Behaviour 00:03:00 - 00:03:46 *Group Member Resources *Group Structure *Group Processes Group Size 00:03:47 - 00:04:20 The size of group is limited by the possibilites of mutual interaction and mutual awareness Group Member Roles 00:04:21 - 00:05:55 -Role overload -Role conflict -Role ambiguity Norms 00:05:56 - 00:06:57 *Norms are more encompassing than roles *Ostracism: Rejection by other group members How norms are developed? 00:06:58 - 00:08:45 *Explicit statements by supervisors or co-workers *Critical events *Primacy *Carryover behaviours from past situations Why norms are enforced? 00:08:46 - 00:09:43 *Help the group or organization survive *Clarify behavioral expectations *Help individuals avoid embarrassing situations *Clarify the groups central values Group Cohesiveness 00:09:44 - 00:10:51 *Cohesiveness refers to the bonding of group members or unity, feelings of attraction for each other and desire to remain part of the group Groupthink 00:10:52 - 00:11:16 *Occurs when members of a group exert pressure on each other to come to a consensus in decision making Group Processes *Decision making by a group is superior *It generates more information and knowledge *It generates diverse alternatives *Increase acceptance of a solution and increases legitimacy Video by Edupedia World (www.edupediaworld.com), Free Online Education; Click here https://www.youtube.com/playlist?list=PLJumA3phskPF9s1-9h8f4puNQcLCc_6GO for more videos on Organisational Behavior; All Rights Reserved.
Views: 15756 Edupedia World
Strategies to Support a Diverse Workforce
Many workplaces are becoming increasingly diverse – not only in areas of gender, race, religion, age and ethnicity, but also relative to work habits, education, and flexibility. Researchers tell us that more diverse workplaces often lead to increased productivity. While “managing” diversity is often delegated to the human resources department, diversity can present challenges throughout the organization in areas such as communication and teamwork. This webinar will explore the topic of diversity at work, and will identify strategies that employers, human resource professionals and managers can use to support diversity in the workplace at all levels, not just by HR.
Diversity Series: Creating Inclusion Strategies
See3 has been working every day to embrace diversity and inclusion within our company, and that started with us having a serious conversation about race and racism. From our organizational makeup to the projects we work on, our team is employing strategies that help us bring about lasting change. It’s not an easy lift, but we want to open ourselves up to the process that we’re undergoing, and we invite you to take part in it by joining our diversity series webinars. In this first webinar of our series, we are joined by Desiree Adaway of The Adaway Group to discuss creating inclusion strategies.
Views: 658 See3 Communications
6 Steps to Volunteer Management Success
The nature of volunteering is changing. People who are looking to volunteer are wanting more diverse roles that match their interests and make use of their skills. How do we, as a volunteering sector, respond and adapt appropriately to the changing needs of volunteers? This webinar explores how to build and manage effective volunteer teams which both value the work of organisations and the contributions volunteers make. By watching this webinar you will discover the importance of: - Building inclusive volunteer communities where volunteers are truly valued and supported; - Giving your volunteers a voice and involving them in all aspects of the organisation; Planning for success and having structured frameworks that support your volunteering activities. Find out more about us: http://leep.ngo/
Views: 7267 Leep NGO
5 ways to lead in an era of constant change | Jim Hemerling
Who says change needs to be hard? Organizational change expert Jim Hemerling thinks adapting your business in today's constantly-evolving world can be invigorating instead of exhausting. He outlines five imperatives, centered around putting people first, for turning company reorganization into an empowering, energizing task for all. TEDTalks is a daily video podcast of the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes (or less). Look for talks on Technology, Entertainment and Design -- plus science, business, global issues, the arts and much more. Find closed captions and translated subtitles in many languages at http://www.ted.com/translate Follow TED news on Twitter: http://www.twitter.com/tednews Like TED on Facebook: https://www.facebook.com/TED Subscribe to our channel: http://www.youtube.com/user/TEDtalksDirector
Views: 146958 TED
5 Ways to Promote Diversity of Thought in Your Organization
Harness your own diversity of thought to be the agile leader today’s world demands. http://benwechsler.com/request-a-consultation
Views: 284 Benjamin Wechsler
Public talk at Garage. Managing Culture: Marketing and Audience Development Strategies
Public talk at Garage. Managing Culture: Marketing and Audience Development Strategies. Expertly organized audience engagement plays a significant role in the development of contemporary art institutions. As culture changes, it in turn changes its audience; society today chooses active involvement in creative processes instead of passive observation of completed forms. Because of this, the main ways of attracting new audiences have become open dialogue and access to projects in the making. During the talk, Morris Hargreaves McIntyre consultant Jackie Hay spoke about the history of cultural marketing, concentrating on the evolution it has gone through over the past 40 years. Using a range of case studies, including the UK’s major cultural organizations, she demonstrate how institutions can come up with a precise idea of their audiences and effectively communicate with them. A coach at Morris Hargreaves McIntyre, Jackie Hay is New Zealand’s pioneering researcher in the field of audience development and engagement. Jackie has worked at many major cultural events, including the New Zealand Festival, New Zealand International Film Festival, and Wellington Fringe Festival, building new relations between artists and audiences with the help of digital and social media. She was the head of NZLive.com—New Zealand’s official event-finder website—at the Ministry for Culture and Heritage, and has worked as assistant director at the REAL New Zealand Festival, the country’s biggest cultural event. Her work at Creative New Zealand included design and implementation of the Arts Council’s National Audience Development Program. At Morris Hargreaves McIntyre, Jackie focuses on strategic audience development and research. Morris Hargreaves McIntyre (MHM) is an award-winning cultural strategy and research agency, a leading expert and knowledge platform for cultural institutions around the world. The 50 MHM employees based in the UK, Australia and New Zealand are the world’s top specialists in audience development and visitor research. The company’s projects range from research, segmentation, marketing, audience development and evaluation to strategy, branding, capital projects, market appraisals and organizational change. MHM’s clients are the world’s top museums, galleries, theaters, festivals and art centers, as well as heritage and charity organizations, including the British Museum, Tate galleries, V&A Museum, National Gallery, Science Museum, Barbican Centre, National Theatre London, London Symphony Orchestra, Sydney Opera House, Qatar Museums Authority, and the Art Institute of Chicago. The British Council is the UK’s leading international educational and cultural organization, with over a hundred offices around the world. The organization creates exchange opportunities for people of the UK and other countries. In Russia, the British Council focuses on providing common ground for trust and mutual understanding between Russia and the United Kingdom and promotes the UK as an attractive partner for local cultural institutions. All British Council projects in the fields of English language, education, and arts are aimed at supporting the development of a strong, creative and prosperous Russia and further deepen the cultural connections between the two countries.
Views: 731 GARAGEMCA
Implementing Diversity Management within Organisations
http://www.csbgroup.com - Understanding diversity and the importance of a diversity management approach in contemporary organisations. It is often the case that organisations, consciously or unconsciously, have policies and procedures in place that can be deemed as discriminatory towards certain groups of workers. This could range from the lack of flexible working hours that may cause difficulties for individuals such as women with children, to untrained selection panels that adopt stereotypical approaches during recruitment interviews. In an age where diversity is much emphasised and employees’ demand for flexibility in carrying out their work is increasing, businesses need to start responding to this demand by adopting a diverse management style. Dates: Wednesday 15th and Friday 17th June, 2016 Duration: 6 hours (08:30am until 11:30am) Venue: AIM Professional Academy, Tower Business Centre, Tower Street, Swatar Cost: €175 incl. VAT
Views: 195 CSB Group
The XYZ Strategies for Succeeding in a Multi-Generational World | Fancy Mills | TEDxTAMU
According to Fancy Mills, the modern workplace is comprised of thee different generations, along with three different communication styles. She explores the ways in which we communicate and how we can communicate effectively across generations. Fancy Mills has 20 years of experience specializing in training, consulting, recruiting, and workforce management focused in corporate technical support. As a Master Certified Instructor, she has assisted companies all over the world in developing best practices and standard operating procedures to help improve their organizations. As a Master Certified Instructor since 2000 she has certified thousands of support professionals, managers, directors, and corporate trainers in virtual and classroom environments. In addition to training, she has developed and facilitated customized curriculum for Fortune 500 companies such as Dell Computer Corporation in the areas of presentation, communication, and time management skills. Fancy has also served as a session speaker for various industry conferences and events such as HDI and ATD. She's currently pursuing her Masters in Human Resource Development with a specialization in Adult Education from Texas A&M University. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 8640 TEDx Talks
Project Management (GPM)
Project management will Diverse business group meetinghelp your organization to manage projects from start to finish, and allow employees at different levels to have an input into the process.
Views: 13 Elvy Ee
Control Center
This process management system enables an organization to manage its daily processes and incidents, thus limiting any damage (to its company image). This solution gives your organization the capability to assign the right tasks to the right people, so that tasks are completed within an established deadline. By creating control over your process, this solution provides the most efficient process completion. This process management system can support diverse organizations. For complete control, SmartRespond and Control Center are integrated together, so that you can inform qualified staff and assign tasks to others via a notification. The complete overview visualizes the progress of each incident or a problem that is under review.
Views: 240 RespondBVvideo
Structuring the Chief Information Security Officer Organization
Chief Information Security Officers (CISOs) are increasingly finding that the tried-and-true, traditional information security strategies and functions are no longer adequate when dealing with today’s increasingly expanding and dynamic cyber risk environment. Many opinions and publications express a wide range of functions that a CISO organization should be responsible for governing, managing, and performing. How does a CISO make sense of these functions and select the ones that are most applicable for their business mission, vision, and objectives? This webinar describes a CISO organizational structure and functions for a typical large, diverse organization using input from CISOs, policies, frameworks, maturity models, standards, codes of practice, and lessons learned from major cybersecurity incidents.
Who Takes AMP? IESE Advanced Management Program
For more information about the IESE AMP: http://www.iese.edu/amp Join a group of world-class business leaders from diverse, international organizations. Each individual brings their own unique experience, culture and leadership style. Each group is united by a shared desire lead their business to greater success. Our Advanced Management Program for senior management exposes you to the latest trends, ideas and concepts shaping global business.
Views: 1005 IESE Business School
Harvard Business School’s Linda Hill: Why diversity and conflict are key to leading innovation
Organizations thrive on ‘creative abrasion’, argues Harvard Business School’s Linda Hill, with different ideas and perspectives battling constructively for success. For the full article: http://www.i-cio.com/big-thinkers/linda-hill/item/why-diversity-and-conflict-are-key-to-leading-innovation More Big Thinker interviews: http://www.i-cio.com/big-thinkers About: Linda Hill Professor of business administration at Harvard Business School and the co-author of ‘Collective Genius,’ Linda Hill is an authority on leadership and innovation. That focus sees her working with numerous global figures, from the president of Pixar to the Prime Minister of Japan.
Views: 4641 Editor I – CIO
Diversity Pays Off: The Importance of Diversity Management For Companies
In the era of globalization diversity is a fundamental business strategy. Diversity management is the key to boost company’s competitiveness. The active role of Indonesian women in science and technology is a valuable asset to Indonesia’s economic development. Let’s step up our support for Indonesian women to advance their career in science and technology for the sake of Indonesia’s progress! The film production is a joint cooperation between the Directorate of Technical and Vocational Education, Ministry of Education and Culture and the SED-TVET Programme. The Programme “Sustainable Economic Development through Technical and Vocational Education and Training” (SED-TVET), implemented by GIZ, underscores the importance of gender equality in education and labour market. SED-TVET encourages active participation of women in science and technology in Indonesia. More information on SED-TVET can be found here: https://www.giz.de/en/worldwide/16755.html
Views: 581 GIZ Indonesia
Video: NMHC Leaders Discuss Diversity and Organizational Success
As part of NMHC’s long-term commitment to promoting diversity and inclusion in the multifamily housing industry, we produced a video featuring industry leaders discussing the importance of diversity to innovation and organizational success.
Views: 327 NMHCApartments
diversity and inclusion sept 22 16 FINAL
Our workplaces are becoming more diverse. Actually, they have been for some time, but it is only recently that organizations are beginning to notice that diversity and inclusion in the workplace, and how it is managed, may be having a significant impact on engagement. Join Norm Baillie-David for this webinar which will describe how diversity and inclusion are related to employee engagement, and more importantly, how major organizations are increasing employee engagement through better management and policies around this touchy subject area.
Views: 66 TalentMap
Managing Diversity and Inclusion
Join us for this one-hour complimentary webinar exploring the essential role of Diversity and Inclusion in Corporate Social Responsibility (CSR) and Business. Speakers, Cathy Gallagher-Louisy, Director of Community Partnerships and Knowledge Services at the Canadian Institute of Diversity and Inclusion (CIDI) and Cyndy Allen, Team Lead Consulting, Respectful Workplace and Diversity at Bell Aliant will discuss how managing Diversity and Inclusion will positively impact your bottom line, as well as its applications in GRI sustainability reporting. Hear about the background of CIDI as an organization, and their research on measuring the Return on Investment of Diversity and Inclusion.
Views: 346 CBSR
Diversity Made Simple - Workplace Diversity Training Course
To buy or get more information on this workplace diversity course go to https://www.trainingabc.com/diversity-made-simple-training-course/ Diversity and inclusion training has never been easier. This course uses the themes of respect, inclusion and finding common ground to illustrate the importance of diversity in the workplace and how to achieve it. When organizations seek, accept and embrace co-workers from different cultures, races, religions, national origins and life experiences they are more innovative and are quicker to react to new trends. Their customers are served better and their organizations are more successful. This diversity training course breaks down the reasons diversity and inclusion are so important and how to achieve it and embrace it. While barriers aren't broken down in a day, your employees will leave the training with a great understanding of diversity and will be inspired to seek it in their workplace. The course includes an 11 minute video and a 10 question quiz and can be completed in only 15 minutes. This diversity course is available on DVD, USB flash drive, MP4, SCORM 1.2 e-learning, On Demand streaming or as an online training course.
Views: 11406 TrainingABC
Chronic Disease Self-Management in Diverse Communities
Older Americans are disproportionately affected by chronic diseases, and self-management education can improve their health and well-being. Join us for a webinar about Wisdom Warriors, a chronic disease self-management program adapted for tribal communities by the Northwest Regional Council. The webinar will cover strategies for implementing and sustaining evidence-based chronic disease self-management programs for Native American populations. It will offer valuable information for organizations that are just getting started, looking for ways to expand their programs’ reach, or wanting to learn more about sustaining their programs. We accept comments in the spirit of our comment policy: http://newmedia.hhs.gov/standards/comment_policy.html As well, please view the HHS Privacy Policy: http://www.hhs.gov/Privacy.html
Views: 381 CMSHHSgov
Do Organizations Offer What Women Want?
Create a workplace culture that attracts, engages and retains a gender-diverse workforce. Find a workshop near you: http://courses.gallup.com/courses/women-work-and-life-well-lived-workshop.html. Download the report: http://www.gallup.com/reports/195359/women-america-work-life-lived-insights-business-leaders.aspx?g_source=WOMEN_AND_THE_WORKPLACE&g_medium=topic&g_campaign=tiles.
Views: 625 Gallup
Professor Katherine Phillips on the Benefits of Diversity
Katherine Phillips, Paul Calello Professor of Leadership and Ethics, explains how organizations, and nations, can benefit from diversity.
Bridging the Cultural Divide Between Teachers and Students
While the student population in America's public schools becomes increasingly diverse, the nation's teaching force remains predominantly white. The divide is especially prevalent in urban districts like Chicago, where nearly 90 percent of public school students are black or Hispanic and fewer than half the teachers are. Research suggests that these differences can impact student performance as personal biases and cultural misunderstandings get in the way of learning. The Chicago Teacher Education Pipeline at Illinois State University takes a step beyond conventional cultural competency training by immersing their teacher candidates in Chicago's highest-need communities - part of a month-long intensive fellowship called STEP-UP. Education Week Correspondent Lisa Stark followed some of these aspiring teachers through the program. Can STEP-UP truly bridge the cultural divide? This video aired on PBS NewsHour on August 30, 2016. More on this topic is available here http://www.edweek.org/ew/articles/2016/02/17/for-preservice-teachers-lessons-on-cultural-sensitivity.html ____________________ Want more stories about schools across the nation, including the latest news and unique perspectives on education issues? Visit www.edweek.org. About Education Week: Education Week is America’s most trusted source of independent K-12 education news, analysis, and opinion. Our work serves to raise the level of understanding and discourse about education among school and district leaders, policymakers, researchers, teachers, and the public. Published by the nonprofit organization Editorial Projects in Education, Education Week has been providing award-winning coverage of the field for over 35 years. Follow Education Week: - Subscribe to our Channel: http://www.youtube.com/subscription_center?add_user=educationweek - On Facebook at https://www.facebook.com/edweek/ - On Twitter at https://twitter.com/educationweek/ - On LinkedIn at https://www.linkedin.com/company/education-week To license video footage from Editorial Projects in Education please contact the Education Week Library at [email protected]
Views: 10220 Education Week
Creating a More Diverse Organization | 2016 P&G Diversity & Inclusion Awards
Two years ago, the workforce of P&G Israel was entirely secular Jewish. This did not reflect Israel’s population, which includes Orthodox Jewish and Arab Israeli communities. To better mirror the population, Keren Kohl, Israel HR Manager, and Naama Giladi, Israel Corporate Communications, implemented a diversity program that focuses on recruiting, culture and retention. Today, P&G Israel is a more diverse organization because of this work. More from the 2016 P&G Global Diversity & Inclusion Awards: https://www.youtube.com/watch?v=e_5c4dus_ZU&list=PLoYEFZnRs4E-JB50F1C3XdEtY3gdZDhQC&index=1 Subscribe to P&G's YouTube channel: https://www.youtube.com/channel/UCDzq6J0KoGCbps96JQuXWRg?sub_confirmation=1 2016 P&G Global Diversity & Inclusion Awards: This year, more than 200 nominations were submitted for the Company’s annual Diversity & Inclusion Awards. Nine winners were selected in four areas: Innovation, Productivity, Inclusion, and Inspirational Leadership. Discover how these award-winning individuals and teams tapped into our diversity to turn consumer insights into action, to unleash the power of teams, to mirror the consumers we serve, to increase awareness and acceptance of LGBT employees, and to ensure a diverse pipeline of recruits from around the world. Building a Culture of Inclusion at P&G: • Passions, points of view, experiences, working styles, disabilities and abilities - they're what makes each of us unique. • We welcome the differences. Inclusion is a collaborative place where each team member can fully contribute. Visit P&G Online: Website: https://pg.com/ Twitter: https://twitter.com/proctergamble Facebook: https://www.facebook.com/proctergamble Instagram: https://www.instagram.com/proctergamble/ This video from the 2016 P&G Global Diversity & Inclusion Awards is about building a culture of inclusion at P&G.
Stanford Seminar:  Expert Crowdsourcing with Flash Teams and Organizations
Human-Computer Interaction Seminar Expert Crowdsourcing with Flash Teams and Organizations Daniela Retelny, Stanford University Online crowdsourcing marketplaces provide access to millions of individuals with a range of expertise and experiences. To date, however, most research has focused on microtask platforms, such as Amazon Mechanical Turk. While microtask platforms have enabled non-expert workers to complete goals like text shortening and image labeling, highly complex and interdependent goals, such as web development and design, remain out of reach. Goals of this nature require deep knowledge of the subject matter and cannot be decomposed into independent microtasks for anyone to complete. In this talk, I will present my dissertation research, which shifts away from paid microtask work and introduces diverse expert crowds as a core component of crowdsourcing systems. Specifically, I introduce and evaluate two generalizable approaches for crowdsourcing complex work with experts. The first approach, flash teams, is a framework for dynamically assembling and computationally managing crowdsourced expert teams. The second approach, flash organizations, is a framework for creating rapidly assembled and reconfigurable organizations composed of large groups of expert crowd workers. Both of these approaches for interdependent expert crowd work are manifested in Foundry, which is a computational platform we have built for authoring and managing teams of expert crowd workers. Presenter: Daniela Retelny is a PhD Candidate at Stanford University in the Department of Management Science and Engineering. She is advised by Michael Bernstein and Melissa Valentine and is a member of the Center for Work, Technology and Organization and the Stanford HCI Group. Daniela's research focuses on the design and appropriation of coordination approaches and collaboration technologies for interdependent expert crowd work and globally distributed teams and organizations. Daniela holds a B.S. with honors in Information Science from Cornell University. In the past, Daniela has interned at Facebook, IBM and SONY BMG and has worked as a Product Manager at Wellcoin, a health and wellness startup.
Views: 758 stanfordonline
What Is Supply Chain Management?
Do you want to know what is a supply chain Management? Study supply chain management courses online at Brentwood Open Learning College: http://www.bolc.co.uk. Supply Chain Management is the process of planning and maintaining the movement of materials and products among a number of companies to supply goods and services to final consumers.People use diverse names for these chains of activities and organizations. When they highlight the operations, they call it a process When they focus on marketing, they call it a logistics channel When they emphasize the value added, they call it a value chain When they observe how shopper demands are fulfilled, they call it a demand chain All this makes a supply chain Each product has its own exclusive supply chain and these supply chains can be extended and difficult. The supply chain represents the entire journey of materials as they flow ‘from dirt to dirt’. During the trip, materials might flow through • Raw materials suppliers • Finishing operations • Manufacturers • Logistics centers • Third party operators • Warehouses • Transport companies • Wholesalers • Retailers And an entire range of other operations. Sometimes, the supply chain moves beyond the end customer to add re-use and recycling of materials. Certificate in supply chain management level 2 is designed to deliver the knowledge about the practices of supply chain management. Certificate in supply chain management level 2 consists four in depth units: Introduction to Supply Chain, Supply Chain Drivers, Managing Supply Chain Risk, Supply Chain Best Practices. Certificate in supply chain management level 3 is another valuable course to appeal the new students and experienced professionals in the field. Certificate in supply chain management level 3 comprises 6 units: Introduction to Supply Chain and Logistics, Planning & Sourcing Operations, Managing Procurement, Managing Manufacturing Operations, Inventory Management, Transport Management. Diploma in logistics and supply chain management level 4 covers contemporary important aspects of the supply chain management and equips students with techniques to overcome any problem in supply chain. Diploma in logistics and supply chain management level 4 is delivered through thirteen deep units: Introduction to Supply Chain Management, Logistics in Supply Chain Management, Logistics Strategy & Operations, Planning & Sourcing Operations, Procurement Operations, Manufacturing & Delivery Operations, Market Distribution in the Supply Chain, Inventory Management, Transport Management, Warehousing & Material Handling, Using Information Technology in Supply Chain, Supply Chain Systems Design, Supply Chain Performance Measurement. Certificate in Inventory management level 3 provides an overview to management of inventory (products, materials and parts etc.). Certificate in Inventory management level 3 comprises four in depth units: What is Inventory?, Types of Inventory, Setting Up the Warehouse, What Makes a Good Inventory Management System?. Facebook: https://facebook.com/bolconline Twitter: https://twitter.com/bolcuk Google+: https://plus.google.com/+BrentwoodOpenLearningCollege
Joint CEU - UNDP workshop on "Innovations in Disaster Risk Reduction", July 2016
Disaster risk reduction professionals from all over the world gathered at Central European University (CEU) in Budapest in July 2016 for a joint CEU and UNDP "Innovations in Disaster Risk Reduction" workshop. Based on both UNDP and other DRR expert's experience, this workshop highlighted recent innovative advances in information and communication technologies (ICTs) and how they are empowering both decision-makers and citizens in managing disaster risks and providing more effective disaster response. Diverse organizations have come together to share their relevant experience and practices, including United Nations Office for Outer Space Affairs, German Aerospace Center (DLR), World Meteorological Organization, International Federation of Red Cross and Red Crescent Societies, DG Joint Research Center (European Commission), Motorola Solutions (Germany), among others. For further information on the workshop, please visit http://isepei.org/workshops. CEU and UNDP are running a similar event in July 2017. Learn more: http://summeruniversity.ceu.edu/disaster-2017 http://isepei.org
China's Energy Future: How Clean, How Fast? - Professor Valerie Karplus, MIT
China’s energy system is changing rapidly on many fronts. Slower economic growth is calling into question the need for sustained expansion of the energy supply. At the same time, the structure of the economy is shifting away from energy-intensive, export-led growth in favor of domestic consumption. Severe local air pollution and its public health consequences are creating pressure to reduce reliance on coal, especially in the populous eastern coastal provinces. China has also pledged to mitigate global climate change by reaching peak CO2 emissions by 2030, by reducing CO2 intensity by 60-65% by 2030, relative to 2005, and raising the contribution of non-fossil energy to 20% of the nation’s primary energy mix by the same year. What do these developments mean for China’s energy system over the next 15 years? Prof. Karplus will discuss what it will take to reach peak CO2 emissions in China by 2030—and why there is a good chance that this peak will arrive early. The presentation will begin with an overview of China’s energy system and the policies and institutions that will influence the nature and pace of a clean energy transition. She will then discuss analysis by the MIT-Tsinghua China Energy and Climate Project on what China’s climate pledge, economic growth and structure transition, and ongoing energy system reforms will mean for the pace and difficulty of achieving a transition to cleaner forms of energy. She will also elaborate on what climate policies focused on CO2 will mean for air pollution and efforts to meet near-term air quality improvement goals. The presentation will conclude with a discussion of why a clean energy transition will not be quick or easy. Using examples from China’s experience in recent years, she will discuss the on-the-ground implementation challenges that advocates of transition face, including monitoring, reporting, and verification of CO2 emissions data, conflicting incentives, and the need for greater policy coordination. A discussion of the main uncertainties involved will complete this tour de force of China’s energy future. Valerie Karplus is an Assistant Professor of Global Economics and Management at the MIT Sloan School of Management. She studies resource and environmental management in firms operating in diverse national and industry contexts, with a focus on the role of institutions and management practices in explaining performance. She is an expert on China’s energy system, including technology and business model innovation, energy system governance, and the management of air pollution and climate change. From 2011 to 2015, she directed the MIT-Tsinghua China Energy and Climate Project, a five-year research effort focused on analyzing the design of energy and climate change policy in China, and its domestic and global impacts. Through continuing collaboration with Tsinghua University, she studies the technological and organizational challenges of managing energy and its environmental impacts in China. She is a faculty affiliate of the MIT Joint Program on the Science and Policy of Global Change and the MIT Energy Initiative. She teaches Entrepreneurship without Borders, New Models for Global Business, and is currently developing a new course on Global Energy Markets and Policy. She holds a BS in biochemistry and political science from Yale University and a PhD in engineering systems from MIT.
Understanding the structure of a supply chain Management
Understanding the structure of supply chain management is essential if you are working in logistics and supply chain management. Explore accredited online Supply Chain Management Courses at Brentwood Open Learning College: http://www.bolc.co.uk. The simplest way a supply chain works is when a single product passes through a chain of organizations, which, one way or other, adds value to the manufactured goods. Taking one organization’s perception, activities in front of it – flowing materials inwards – are called upstream Those after the organization – flowing materials outwards – are called downstream. The upstream activities are separated into tiers of suppliers. In practice, most of the organizations obtain materials from many suppliers, and sell products to a lot of diverse customers. The supply chain converges as raw materials flow in through the tiers of suppliers, and diverges as products flow out through tiers of customers. Certificate in supply chain management level 1 is designed to introduce the basics of supply chain management and it’s aspects. Certificate in supply chain management level 1 comprises 3 modules: Introduction to Supply Chain Management, Planning for Supply Chain Operations, Manufacturing & Delivery Operations in S.C. Certificate in supply chain management level 2 is designed to deliver the knowledge about the practices of supply chain management. Certificate in supply chain management level 2 consists four in depth units: Introduction to Supply Chain, Supply Chain Drivers, Managing Supply Chain Risk, Supply Chain Best Practices. Certificate in supply chain management level 3 is another valuable course to appeal the new students and experienced professionals in the field. Certificate in supply chain management level 3 comprises 6 units: Introduction to Supply Chain and Logistics, Planning & Sourcing Operations, Managing Procurement, Managing Manufacturing Operations, Inventory Management, Transport Management. Diploma in logistics and supply chain management level 4 covers contemporary important aspects of the supply chain management and equips students with techniques to overcome any problem in supply chain. Diploma in logistics and supply chain management level 4 is delivered through thirteen deep units: Introduction to Supply Chain Management, Logistics in Supply Chain Management, Logistics Strategy & Operations, Planning & Sourcing Operations, Procurement Operations, Manufacturing & Delivery Operations, Market Distribution in the Supply Chain, Inventory Management, Transport Management, Warehousing & Material Handling, Using Information Technology in Supply Chain, Supply Chain Systems Design, Supply Chain Performance Measurement. Certificate in Inventory management level 3 provides an overview to management of inventory (products, materials and parts etc.). Certificate in Inventory management level 3 comprises four in depth units: What is Inventory?, Types of Inventory, Setting Up the Warehouse, What Makes a Good Inventory Management System?. Facebook: https://facebook.com/bolconline Twitter: https://twitter.com/bolcuk Google+: https://plus.google.com/+BrentwoodOpenLearningCollege
YOUR Survival Guide To Working With 5 Generations
To learn more, go to: http://learning.ly/products/your-survival-guide-to-working-with-5-generations By 2020, there will be five generations in the workplace! Spanning decades of conflicting morals and ethics, different levels of technology fluency and the battle for career progression, organisations will be faced with the task of generational management. Managers will need to develop new, innovative techniques to cope with conflicting personalities and skills without sacrificing business objectives. Employees of all ages must understand the value differences, attitudes, mindset and preferences of the diverse generations, and organisations should work to foster better communication between the generations to avoid potential conflict. Learn how understanding and communication can help minimise perceived generational gaps and how to direct the focus of employees onto shared values and expectations. This course can help you proactively address the different generations by reaping the benefits and recognising the generational influences that play a part deepening your effectiveness as a leader. After taking this course, you will be able to: Discuss the key elements of generational management; strategy, communication, fairness and creativity. Understand the values, motivators and mindset of the five generations in the workplace. Assess the differences among generations. Identify conflict and risks to the organization and develop effective responses. Develop multi-generational communication techniques to inform, persuade and build consensus. Discuss how the key elements of managing 5 generations, impact the organization and the management. This course is for professionals within the following business functions: All students are welcome in this course, it is aimed at those that wish to increase their cross-generational knowledge to gain a competitive advantage in their career. There are no prerequisites for this course. All you need is a drive to acquire new knowledge and skills that you can immediately apply.
Views: 7254 Learningly TV
12 Ways to Build a More Diverse Sales Team with Lori Richardson
Why is it that most diversity initiatives fail, when every leader agrees that it is incredibly important? Despite being proven to lead to better results, diversity continues to stump organizations. In this panel, three top Sales VPs share how they have gained superstar status by diversifying their teams.
Views: 36 Quotable

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