Launching Diversity-Intelligent Strategies in Organizations

2022 ◽  
pp. 1663-1692
Author(s):  
Claretha Hughes
Keyword(s):  
Career Development ◽  
Training Programs ◽  
Diversity Training ◽  
Training And Development ◽  
Legal Issues ◽  
Career Goals ◽  
Effective Change ◽  
Ethical And Legal Issues ◽  
Positive Experiences ◽  
Hrd Professionals

The purpose of this chapter is to provide diversity intelligent strategies that can be used by leaders to eliminate ineffective diversity efforts, enhance effective diversity efforts, and provide new diversity intelligent strategies in organizations. Integrating DQ alongside emotional, cultural, and intellectual intelligences in the workplace can strengthen the effectiveness of leaders' people management efforts. Most employees enter organizations with the expectation of having positive experiences with their leaders and achieving success towards their career goals. Yet, many are marginalized or limited in their opportunities for advancement for reasons of which they have no control. The eradication of ineffective training and development of diversity must occur for effective change to occur. Credible DQ, ethical and legal issues, and workforce inter-personnel diversity training programs must be launched by HRD professionals and organization leaders so that leaders are developed to provide employees with fair and just treatment and successful career development will ensue.

Launching Diversity-Intelligent Strategies in Organizations

2021 ◽  
pp. 1-38
Author(s):  
Claretha Hughes
Keyword(s):  
Career Development ◽  
Training Programs ◽  
Diversity Training ◽  
Training And Development ◽  
Legal Issues ◽  
Career Goals ◽  
Effective Change ◽  
Ethical And Legal Issues ◽  
Positive Experiences ◽  
Hrd Professionals

The purpose of this chapter is to provide diversity intelligent strategies that can be used by leaders to eliminate ineffective diversity efforts, enhance effective diversity efforts, and provide new diversity intelligent strategies in organizations. Integrating DQ alongside emotional, cultural, and intellectual intelligences in the workplace can strengthen the effectiveness of leaders' people management efforts. Most employees enter organizations with the expectation of having positive experiences with their leaders and achieving success towards their career goals. Yet, many are marginalized or limited in their opportunities for advancement for reasons of which they have no control. The eradication of ineffective training and development of diversity must occur for effective change to occur. Credible DQ, ethical and legal issues, and workforce inter-personnel diversity training programs must be launched by HRD professionals and organization leaders so that leaders are developed to provide employees with fair and just treatment and successful career development will ensue.

scholarly journals Emerging Career Realities during the Pandemic: What Does it Mean for Women’s Career Development?

2021 ◽  
pp. 152342232110178
Author(s):  
Bhagyashree Barhate ◽  
Malar Hirudayaraj
Keyword(s):  
Career Development ◽  
Gender Stereotypes ◽  
Positive Impact ◽  
Work And Family ◽  
Organizational Leaders ◽  
Remote Work ◽  
Border Theory ◽  
Positive Experiences ◽  
Work Family ◽  
Hrd Professionals

The Problem Women must often overcome inequitable workplace policies and unsupportive family for career development. Although remote work allows women the freedom to manage both work and family domains, stigma rooted in gender-stereotypes dissuades women from utilizing remote work policies and working flexibly. The Solution Working from home during the pandemic, has led to some erosion of the stigma attached to remote work. Through the work/family border theory, we explore the new realities for employees working remotely and its positive impact on women’s career development. We argue, organizations can promote women’s careers by capitalizing on employee’s positive experiences with remote work during the pandemic, and support women’s career development even after the pandemic. The Stakeholders Stakeholders for this article include colleagues, supervisors, partners, and spouses, who have the power to influence women’s career development, as well as HRD professionals and organizational leaders who implement policies and practices supporting women’s career development.

The Function of Performance Appraisal in Career Development

1998 ◽  
Vol 7 (3) ◽  
pp. 16-21 ◽  
Author(s):  
Jennifer Baldwin
Keyword(s):  
Career Development ◽  
Performance Appraisal ◽  
Training And Development ◽  
Career Goals ◽  
Appraisal System ◽  
Tertiary Institutions ◽  
Strategic Value ◽  
Performance Appraisal System ◽  
Effective Development ◽  
A Performance

The design of a performance appraisal system may be considered an unusual topic in the field of career development. However, it is considered most relevant in the current employment climate for graduates given the repeated emphasis on career development at various stages of the employment process. There has been a growing emphasis since the mid-1970s on employees' needs rather than just organisational needs, and a recognition of the strategic value of employees being developed to their best potential. Organisations have become increasingly aware that the effective development of their employees' skills and knowledge has benefits for the whole organisation. Career development (or employee or professional development) is a thread that runs through each stage of this discussion of the design of a performance appraisal system. This issue of career development may also be observed in promotional brochures and information sessions given by recruiters of graduates of tertiary institutions. Much is made of training and development opportunities as organisations seek to attract the brightest and best graduates to their graduate management trainee programs. Performance appraisal can be a crucial factor in the setting of career goals and the perception of job satisfaction leading to increased motivation and productivity.

Using SJTs to Evaluate Equal Opportunity and Diversity Training Programs

2006 ◽  
Author(s):  
Neil M. A. Hauenstein ◽  
Patrice L. Esson ◽  
Rolanda Findlay ◽  
Julie Kalanick
Keyword(s):  
Equal Opportunity ◽  
Training Programs ◽  
Diversity Training

Lovotics

2017 ◽  
Author(s):  
Adrian David Cheok ◽  
Kasun Karunanayaka ◽  
Emma Yann Zhang
Keyword(s):  
Science Fiction ◽  
Intimate Relationships ◽  
Intelligent Systems ◽  
Humanoid Robots ◽  
Legal Issues ◽  
Sex Communication ◽  
Ethical And Legal Issues ◽  
Recent Activity ◽  
Academic Area ◽  
Robot Companions

Intimate relationships, such as love and sex, between human and machines, especially robots, has been one of the themes of science fiction. However, this topic has never been treated in the academic area until recently. It was first raised and discussed by David Levy in his book Love and Sex with Robotics (2007). Since then, researchers have come up with many implementations of robot companions, like sex robots, emotional robots, humanoid robots, and artificial intelligent systems that can simulate human emotions. This chapter presents a summary of significant recent activity in this field, predicts how the field is likely to develop, and discusses ethical and legal issues. We also discuss our research in physical devices for human–robot love and sex communication.

scholarly journals The patient advisor, an organizational resource as a lever for an enhanced oncology patient experience (PAROLE-onco): a longitudinal multiple case study protocol

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
M. P. Pomey ◽  
M. de Guise ◽  
M. Desforges ◽  
K. Bouchard ◽  
C. Vialaron ◽  
...  
Keyword(s):  
Cancer Patients ◽  
Clinical Oncology ◽  
Patient Experience ◽  
Emotional Support ◽  
Social Care ◽  
Legal Issues ◽  
Care Services ◽  
Health And Social Care ◽  
Ethical And Legal Issues ◽  
The Impact

Abstract Background Quebec is one of the Canadian provinces with the highest rates of cancer incidence and prevalence. A study by the Rossy Cancer Network (RCN) of McGill university assessed six aspects of the patient experience among cancer patients and found that emotional support is the aspect most lacking. To improve this support, trained patient advisors (PAs) can be included as full-fledged members of the healthcare team, given that PA can rely on their knowledge with experiencing the disease and from using health and social care services to accompany cancer patients, they could help to round out the health and social care services offer in oncology. However, the feasibility of integrating PAs in clinical oncology teams has not been studied. In this multisite study, we will explore how to integrate PAs in clinical oncology teams and, under what conditions this can be successfully done. We aim to better understand effects of this PA intervention on patients, on the PAs themselves, the health and social care team, the administrators, and on the organization of services and to identify associated ethical and legal issues. Methods/design We will conduct six mixed methods longitudinal case studies. Qualitative data will be used to study the integration of the PAs into clinical oncology teams and to identify the factors that are facilitators and inhibitors of the process, the associated ethical and legal issues, and the challenges that the PAs experience. Quantitative data will be used to assess effects on patients, PAs and team members, if any, of the PA intervention. The results will be used to support oncology programs in the integration of PAs into their healthcare teams and to design a future randomized pragmatic trial to evaluate the impact of PAs as full-fledged members of clinical oncology teams on cancer patients’ experience of emotional support throughout their care trajectory. Discussion This study will be the first to integrate PAs as full-fledged members of the clinical oncology team and to assess possible clinical and organizational level effects. Given the unique role of PAs, this study will complement the body of research on peer support and patient navigation. An additional innovative aspect of this study will be consideration of the ethical and legal issues at stake and how to address them in the health care organizations.

Perception of the general public towards the ethical and legal issues surrounding DNA paternity testing in Lebanon

2021 ◽  
Vol 17 ◽  
pp. 100640
Author(s):  
M. Azoury ◽  
F.A. Mrad ◽  
I. Mansour ◽  
J.-N. Ibrahim ◽  
Z.A. Rjeily ◽  
...  
Keyword(s):  
General Public ◽  
Legal Issues ◽  
Paternity Testing ◽  
Ethical And Legal Issues
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