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Please read and respond to the attachment.

Note: Only up to 20% of the content in the written response can be quotes from third parties.  

see attached 

Riverbend City: Human Services Policy Outcome

You have viewed and considered the social change controversy in the Riverbend City: Human Services Policy Outcome multimedia presentation. Discuss your proposal for an acceptable policy outcome from a human services professional’s perspective. Your perspective may be different from the Riverbend City community members, but take into account who defined the problem, how the policy was developed, and which entity was or should be charged with implementing the agreed-upon policy. What would be the possible consequences, from a human services professional’s point of view, if no policy was developed? Who would be the winners and losers if the policy is implemented?

• Discussion: Budgeting Time and Valuing Risk Management
  • You have been assigned to analyze the project plan of a payroll system that is behind schedule and over budget. The project was supposed to be completed in one (1) year, but now, it is running about three (3) months behind schedule and 25% over budget. It is expected that the project may continue to fall further behind schedule and over budget. Your superior wants to know if the project can be saved. Recommend a series of actions to save the project and identify the risks in taking such an approach.

Since this is the final course in your journey through the PPA program, it is worth reflecting on what you are learning and how it connects with work you have done up to this point. In this module, we are examining accountability and how to measure reforms. Consider your prior coursework. How has your prior learning shaped your experience in, or provided a foundation for, your perspective on this topic?

Submission: Submit this as a Word document. This entry should be at least 200 words in length

Theresa and Mike fully support creating a code of conduct for the merged organization. They have asked you to recommend how they should approach the development of the code of conduct, especially given the need to merge the companies into one team with a shared mission, vision, and values. They are interested in knowing how the code of conduct will help establish the new organizational culture.

Review the scenario for this course, and prepare a 500–700-word executive report that includes the following:

• What set of steps should be used to create the code of conduct?
• What should be included in the code of conduct?
• What impact does a code of conduct have on an organization’s culture?

Why is process improvement important in an organization’s logistics network?

During a Crisis

Natural disasters such as avalanches, earthquakes, floods, hurricanes, tornadoes, monsoons, tsunamis, volcanoes, and wildfires have impacted various parts of the world throughout history. One of the most powerful natural disasters to impact the United States was Hurricane Katrina. Because of the scope of the disaster, every aspect of daily life along the northern Gulf Coast was affected. Thousands of lives were lost along with thousands of homes, cities’ infrastructures, schools, and jobs. Special mental health needs were seen in the region well after the initial disaster, and these issues typically had related physical manifestations. A region experiencing a disaster of this magnitude will be in the process of recovery for many years.

Researchers and crisis responding organizations learned a great deal about disaster preparation from mistakes made during and after Hurricane Katrina. For example, Mississippi developed a four-month planning list of recommendations involving over 500 stakeholders; you might find this document useful as you develop your own plan for disaster response.

To prepare for this Discussion:

• Review the article, “Assessment for Crisis Intervention.” Consider how the triage assessment system (TAS) offers a framework within which clinicians may assess the severity of crisis reactions.
• Review Chapter 2 in your course text, Crisis Intervention Strategies, and think about the diversity of the population affected by natural disasters in general and Hurricane Katrina specifically.
• Review Chapter 17 in your course text, Crisis Intervention Strategies, focusing on ecosystems.
• Review the article, “Crisis in Context Theory: An Ecological Model,” and think about how the impact of crisis on individuals can be analyzed from an ecological perspective.
• Review Chapter 1 in your course text, Crisis Management in the New Strategy Landscape, focusing on pp. 1–13. Then review Chapters 7, 8, and the Appendix, and think about elements involved in taking action during a natural disaster such as Hurricane Katrina.
• Review the assigned pages from the article, “After Katrina: Building Back Better Than Ever,” and think about strengths and limitations in the human services and NGO sections of the report.
• Then consider what you think was left out of the plan and how you might correct the problem.

With these thoughts in mind:

Post by Day 4, using Hurricane Katrina as your natural disaster example, a description of at least one strength and one limitation of the crisis plan developed by the state of Mississippi. Explain what you would do to improve the limitation you described. Be specific.

Note: Please include the strength and limitation you chose in the first line of your post. You will be asked to respond to a colleague who chose a different strength or limitation than you did.

• Article: Myer, R. A., & Conte, C. (2006). Assessment for crisis intervention. Journal of Clinical Psychology, 62(8), 959-970.
  Retrieved from the Walden Library databases.
• Article: Myer, R. A., & Moore, H. B., (2006). Crisis in context theory: An ecological model. Journal of Counseling & Development, 84(2), 139-147.
  Retrieved from the Walden Library databases.
• Article: North, C. S., & Hong, B. A. (2000). Project CREST: A new model for mental health intervention after a community disaster. American Journal of Public Health, 90(7), 1057-1058.
  Retrieved from the Walden Library databases.
• Article: Shah, A. (2005). Hurricane Katrina. Retrieved from http://www.globalissues.org/article/564/hurricane-katrina
• Article: Thomas, J. C., & Lietner, L. M. (2005). Styles of suicide intervention: Professionals’ responses and clients’ preferences. Humanistic Psychologist, 33(2), 145-165.
  Retrieved from the Walden Library databases.

HR 410 unit 3 Discussion

Assignment Details

You have just begun a new stage in your career—you have been hired to be the Human Resources (HR) Manager for Berkley Innovative Technologies. Upon meeting the CEO, she described how the company’s workforce demographics have changed substantially over the past two decades. Previous HR managers, along with many supervisors, have mostly been Caucasian males ranging in age between 50s and early 60s, and typically from a Judeo-Christian background. The CEO also indicated that workplace strife has been steadily increasing, and her team is concerned that it may be related to the changing demographics in the workforce.

The CEO has tasked you with creating an educational manual to be utilized in training the existing front-line supervisors. This will be followed with sensitivity training to help all employees understand the complexities of the changing workforce and what it means for the future.

Diversity Training Manual: Part I (2–3 pages)

Part I of the training manual should address the following:

• Title page
• Table of contents
• Part I is to be titled: Introduction to Diversity and Demographics in the Workforce
• Begin your manual with a brief explanation of each form of discrimination (religion, race, gender, age, and immigrant vs. native-born) as it relates to the workplace.
• Part 1 will conclude with information on the sections below regarding the demographics of the U.S. population:
  • Sections:
    • Current statistics
    • Recent trends
    • Forecasted trends
  • Information for this question can be located using some or all of the Web sites listed below. You are not limited to the resources provided and may use additional outside materials for this section if needed. Be sure to properly cite all work.
    • Web site 1
    • Web site 2
    • Web site 3
    • Web site 4
• Then, address the following information as it relates to diversity in the workforce:
  • The customs and values of 2 of the largest minority races or religions in the workforce (e.g., the dramatic increase in the Hispanic and Muslim percentage of the workforce)
  • The need for sensitivity to their differing values and customs
  • Legislation affecting supervisor regulations relating to these groups

Diversity Training Manual: Part II (1–2 pages)

As the new HR Manager, you are now ready to complete the next section of the diversity training manual that is targeted at making your workforce supervisors more aware of current racial diversity issues, explaining how the supervisors should address them. The goal of this section is to supply information to reduce potential tensions in the workplace among a racially diverse body of employees.

Part II is to be titled: Historical Issues of Different Races in the Workplace and How to Handle Them

• This section should discuss the following:
  • Racial diversity in the workforce now and how it will look in the future, based on the U.S. population’s racial demographic changes
  • Specific issues that create tensions in the workplace between different groups
  • How leaders and supervisors need to address these potential issues
    • Potential areas of focus for this part could include, but are not limited to, the following:
      • Adopting a more diverse definition of diversity
      • Using technology such as AI to avoid unconscious bias
      • Sourcing candidates with nontraditional credentials
      • Testing diversity initiatives with data
      • Standardizing the interview process to reduce bias

Diversity Training Manual: Part III (2–3 pages)

The CEO indicated that gender issues are also of great concern for her in moving the company forward. With an overwhelming amount of men at the company, she wants to avoid any potential gender issues when writing job requirements, hiring employees, and interactions in the workplace. For this section, specifically address these 3 gender issues, and provide suggestions as to how to raise the sensitivity of all supervisors regarding these issues. Be certain to address concerns such as: Can the supervisor hand out work assignments that he or she feels are better suited to different genders? Can he or she write a job requirement that only one gender can meet, such as a strength requirement?

Part III is to be titled: Overcoming Gender Issues in the Workforce

• This section of the manual must, at a minimum, address the following information:
  • A few general facts about the U.S. population’s gender mix and the gender mix found in notable segments of the workforce
    • Make sure to include all sources of information.
  • Address the 3 gender issues raised by the CEO, and provide suggestions on how to raise the sensitivity of all supervisors regarding these issues.
  • The essence and applicability of the landmark Griggs v. Duke Power case dealing with stated job requirements should be addressed
    • Click here to read the Griggs v. Duke Power case.
  • Describe state minimum job requirements when requesting new employees to be hired into the department
  • Explain how the supervisor might communicate to his or her department (of all male employees) when a female is about to become part of the work team

References

FindLaw. (2019). Griggs v. Duke Power Co., 401 U.S. 424 (1971). Retrieved from http://caselaw.lp.findlaw.com/scripts/getcase.pl?court=US&vol=401&invol=424

Frey, W. H. (2018, March 14). The US will become ‘minority white’ in 2045, Census projects: Youthful minorities are the engine of future growth. Retrieved from https://www.brookings.edu/blog/the-avenue/2018/03/14/the-us-will-become-minority-white-in-2045-census-projects/

Passel, J. S., & Cohn, D. (2008, February 11). U.S. population projections: 2005-2050. Pew Research Center Hispanic Trends. Retrieved from http://www.pewhispanic.org/2008/02/11/us-population-projections-2005-2050/[rightSelectionMarker_Yx72CfKm4a]

Pew Research Center Religion & Public Life. (2015, May 12). America’s changing religious landscape. Retrieved from http://www.pewforum.org/2015/05/12/americas-changing-religious-landscape/

U.S. Department of Labor, Bureau of Labor Statistics. (2019, January 18). Demographics. Retrieved from https://www.bls.gov/cps/demographics.htm