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Crisis situations are not discriminatory—they affect everyone associated with them regardless of gender, age, race, religion, or any number of cultural considerations. As a developing counselor educator and/or supervisor, your attributes as an effective crisis responder are key behaviors that you will model for others. These attributes include self-awareness, awareness of the cultures with which you will work, culturally appropriate intervention skills, and experience in crisis responding. Remember that the definition of crisis involves perception of an event. Perception of a client’s worldview is essential for crisis responders to recognize.

To prepare for this assignment:

• Review the sections of the Stafford Act noted in the Learning Resources for this week to understand the crisis response criterion set forth by the federal government.
• Review the article, “Legal and Ethical Implications of Refusing to Counsel Homosexual Clients” in order to understand the principles of nonmaleficence, justice, respect for autonomy, and beneficence as they apply to counselors’ ethical behavior.
• Review the article, “Preparing Racially and Ethnically Diverse Communities for Public Health Emergencies” to examine the gaps in emergency preparedness initiatives for racially and ethnically diverse communities and the considerations that should be taken in order to close these gaps.
• Review the article, “Counselors” Values Profile: Implications for Counseling Ethnic Minority Clients’ to examine the attribute of counselors’ self-awareness and its respect to working with ethnically diverse clients.
• Review Chapter 10 in your course text, Crisis Management in the New Strategy Landscape, and consider the legal issues and organizational ethics challenges that may arise during a crisis.
• Review the media presentation, “PTSD 101: General Cross-Cultural Considerations” to understand the considerations that counselors should take when working with culturally diverse clients.
• Review the article, “Critical Incident Analysis Based Training: An Approach for Developing Active Racial/Cultural Analysis,” and think about the role that CIABT has in assisting counselors and students in overcoming challenges in multicultural awareness.

The assignment: (3-5 pages)

• Provide an analysis of the ethical, legal, and multicultural challenges/barriers that are relevant in crisis management and response.
• Then explain methods by which counselors can help overcome these ethical, legal, and multicultural challenges/barriers when managing and responding to crises.

Support your Application Assignment with specific references to all resources used in its preparation. You are required to provide a reference list and to appropriately cite, APA style, all references used within your assignment.

Purpose of Assignment

The purpose of this assignment is to provide an opportunity for the student to integrate and apply the individual and organizational leadership learning from this course by developing a plan for organizational change. 

Assignment Steps 

Review course assignments for Weeks 1-5, including the results of the Mastering Leadership Self-Assessment taken in Week 1. 

Select an organizational change in your company or one you know. 

Develop a 1,050-word analysis designing the action plan for you, as a leader, to address the organizational change. 

Include the following, in any sequence you choose: 

• Identify the organizational change process steps you      would take and prioritize the order in which you would take them. 
• Include both individual and organizational leadership      actions.
• Scholarly citations must be given to support your      rationale and proposed actions. 

Format your assignment consistent with APA guidelines. 

Jot down your ideas and reactions to what you read. What you write should demonstrate critical thinking of what you know about HRM today as compared to future projections of HRM. Draw on the relevant issues in Lawler’s book.

Because the emphasis in this first module is to finish reading Reinventing Talent Management, you do not need to conduct library or Web research for your Case 1 Assignment.

Submit your 3- to 4-page assignment 

How important are excellent leaders to organizations? Well, the answer, in theory of course, would be very important. However, the answer as practiced by countless organizations might indicate otherwise. Only 38 percent of organizations have a formal frontline leadership development program in place. It’s important for organizations to commit to strong leadership development, and it’s particularly important for organizations to begin grooming their Gen Y employees to move into critical leadership positions. Why? Within 10 years (by 2025), these Millennials are set to comprise 75 percent of the global workforce. That’s why organizational leadership development programs are absolutely essential. Let’s look at what some companies are doing to prepare the next generation for leadership.

Excellent leaders have to be developed and cultivated.

3M’s leadership development program is so effective that it has been one of the “Top 20 Companies for Leadership” in six of the last seven years and ranks as one of the top 25 companies for grooming leadership talent according to consultant Hay Group. What is 3M’s leadership program all about? A few years ago, the company’s former CEO and his top team spent 18 months developing a leadership model for the company. After numerous brainstorming sessions and much heated debate, the group finally agreed on six “leadership attributes” that they believed were essential for managers to have in order for the company to become skilled at executing strategy and being accountable.  Those six attributes included the ability to: develop a plan and implement that plan; motivate and rouse others; be ethical and trustworthy and abide by the rules; achieve outcomes; strive for excellence; and be a capable and creative innovator. The company has continued to reinforce its pursuit of leadership excellence with these six attributes.

Other companies, such as Ernst & Young, start early in recruiting and investing in future leaders, often going after talented college freshmen who have leadership potential. They take the best talent and involve them in various leadership development programs both while in school and after graduation. Deloitte, another company rated high for its leadership development programs, is deeply committed to helping its Millennial employees learn and absorb the leadership skills they will need to lead the company in the future. It starts with a very specific recruiting strategy for hiring Millennials and continues with a yearlong “Welcome to Deloitte” program. This program is all about teaching this age group client-management skills and team-building skills, and offering professional development opportunities. And, not surprisingly, it’s done largely through social media using interactive experiences such as role-plays, simulations, games, and a tool to help these employees track their first-year tasks.

At Facebook, the first Millennial-run organization to become a Fortune 500 company, leadership development is designed around the needs of a fast-moving, fast-growing company. The head of leadership development at Facebook says that the only way leadership development works there is by making it consistent with the types of engineering tech types that comprise the company. Engineers are concerned only with “what works.” And it’s the same for any type of leadership development to be successful here; the focus has to be on what works. Also, since Facebook is an extremely flat organization with few levels of management, employees find out early on that in order to get anything done, they’re going to have to be able to influence and inspire people. That’s why leaders at Facebook don’t have to be convinced of the need for people skills. They won’t survive long without them.

Prepare a 2-page paper answering the following questions.  Remember, use 10-12 pt font and APA format!  Feel free to bring in outside data/sources, but please provide citations and a list of references.

1. Why do you think that there’s a huge gap in theory (what we know we should do) and practice (what we’re actually doing) of leadership development?
2. What are some reasons that companies might not be addressing Gen Y leadership development programs?
3. Three different types of organizations are described here: 3M is primarily a manufacturing organization. Ernst & Young and Deloitte are professional services organizations. Facebook is a tech company. Compare and contrast their differing approaches to Gen Y leadership development.

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 The purpose of the Final Paper is for you to culminate the learning achieved in the course by describing your understanding and application of knowledge in the field of employee training through the analysis of a scenario related to the creation of a training course.

Focus of the Final Paper

In the course, you have examined several areas of employee training. For this paper, you will be applying this knowledge by examining the creation of a cultural diversity training course.

Imagine that you are in training and development for a global organization. You have been tasked with the creation of a cultural diversity training course that all employees will be required to take. Before designing the course, you must consider the ethical and cultural issues of the task.

In an eight- to ten-page paper (excluding the title and reference pages), you must address the following:

1. Examine any legal implications in creating a training course that discusses culture. Identify what laws and regulations should be considered.
2. Explain how the demographic diversity of your employees affects discussions of cultural diversity.
3. Examine which ethical implications should be considered.
4. Examine if training can be standardized for all locations in a global organization. Analyze what media is best suited for training in a global setting.
5. Provide recommendations for implementing the training course.

Due Date: 13th September 11:00 AM PST(California time)

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 Topic for PowerPoint Presentation:

Explain :

–>what an employee retention plan is, 

–>what it should include,

–> and why organizations should have one.

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Requirements:

–> Prepare a PowerPoint presentation consisting of 5 slides not including the cover slide and the reference slide. (Seven slides total.)  

***** Each of the five content slides must include 100 words in the Notes section. ****

–> You must use at least one reference, in addition to your book. You need to use in-text citations and the in-text citations and your reference (on your reference slide) must be in APA format. 

–> Your in-text citation and your reference (on your reference slide) must be in APA format. 

Assess the Draft Training Proposal and peer feedback you received in  Week Two, and finalize the topic and objectives for your training  program. In a 20- to 25-slide PowerPoint presentation, not including the  title and references slides:

1. Conduct a needs assessment for your proposed training program. This should include both a person and a task analysis.
2. Develop SMART (Specific, Measurable, Attainable, Realistic, and  Timely) training objectives based on the needs assessment and any  assumptions you may need to make.
3. Create an original, detailed training proposal. This should include:
    
   • A title and description of the program.
   • A discussion of training methods to be used, and a rationale (justification) for using them, based on training theory.
   • Proposed instructors and the reason for using them.
   • A tentative training outline.
   • A tentative list and description of training materials needed.
4. Develop a plan for evaluation of training effectiveness including both short-term and long-term evaluation where appropriate.

Your presentation must be formatted according to APA style

CIO

What advantages does a CIO bring to a business?

What might be two disadvantages of having a CIO? 

What are the trade-offs between cost, quality, and time when designing a project plan?

What criteria would managers use to manage this trade-off? 

 How do social analytics aid an organization?

 Choose an organisation which you currently work in, or have worked in, or have access to in-depth knowledge.

Should meet 3000 words

No plagiarism

APA format

Which party (union or management) would likely be in a stronger position to bargain for its preferred wage outcome under the following conditions, and why? 

• high profits, an expanding market share, a healthy economy, and the cost of living rising less than two percent per year 
• low profits, stagnant sales growth, uncertain economic conditions, and a projected four percent annual rise in cost of living 

Your response to these questions should be a minimum of 1 page in length. Use APA format to cite and reference all quoted and paraphrased material, including your textbook. Please be sure to include your reference list on a separate page.