Short Q&A Directions:
Each question must be answered in 3rd person with atleast a 5 sentence paragraph and include the reference after each response andin-text citation. The references should be from the list of reading materialsincluded below.
All sourced information must be accompanied by at least 3-4lines of student-written, original text, explaining each line of quotedcontent. Quoted, summarized, or paraphrased material, derived from a sourcemust always be cited/referenced. Properly credit the author per APA citationguidelines both in-text and as a reference at the end of the response.
When a firm has become a transnational corporation, whatmust human resources management do to move individuals from diverse backgroundsaway from their national and parochial views?
Briefly describe how Equal Employment Opportunity (EEO) ismanaged from an international perspective. Include a reference to exceptionsthat are allowed.
What was the purpose of the Immigration Reform and ControlAct of 1986, and what requirement does the Act place upon employers?
Identify five common characteristics of firms thateffectively manage diversity.
Asian Americans are a rapidly growing ethnic group in theU.S. workforce, currently comprising roughly 6 percent of the total workforce. Whatwould knowing this information mean to a corporate manager? Consider SiliconValley in your brief response.
What management practices ensure that a company providesequal employment opportunities?
What three drivers make it critical for organizations toaddress intergenerational dynamics?
Briefly describe “affirmative action.”
What are four benefits of a multigenerational work team?
Describe the characteristics of diversity, both thoseconsidered biological and those that are chosen.
Define “culture shock” and explain how cultureshock can affect individuals from diverse cultures who enter the Americanworkforce. In your response provide an example of culture shock.
Briefly describe what the recruitment process entails. Whatsources does a manager have for recruiting in a multigenerational workforce?
READING MATERIALS to be used & referenced
Attracting a Diverse Workforce
International HRM Challenge from Gomez-Mejia, L. R., Balkin, D.B., & Cardy, R. L. (2016). Managing human resources (8th ed., pp. 529560).Upper Saddle River, NJ: Pearson Education.
Read pages 529560 for an overview of the challenges whenassembling and managing a diverse, multicultural workforce.
Managing Diversity from Gomez-Mejia, L. R., Balkin, D. B., &Cardy, R. L. (2016). Managing human resources (8th ed., pp. 118143). Boston:Pearson Education.
Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2016).Managing human resources (8th ed., p. 176). Upper Saddle River, NJ: PearsonEducation.
Read pages 118 through 143 to learn about managing diversity inthe workplace through various human resource approaches.
Age from Caas, K. A., & Sondak, H. (2014). Opportunitiesand challenges of workplace diversity (3rd ed., pp. 167195). Upper SaddleRiver, NJ: Pearson.
Read pages 167195 for an overview of the different traits invarious generations of workforce employees.
Schullery, N. M. (2013). Workplace engagement and generationaldifferences in values. Business and Professional Communication Quarterly,76(2), 252265.
Read pages 252265 of this article on workplace engagement andthe values of the Millennials in the workforce.
EEO is the Law/Equal Employment Opportunity
Channel 1 Creative Media (Producer), (2013). Equal EmploymentOpportunity. Melbourne, Victoria: Channel 1 Creative Media. [Streaming Video].Retrieved from video.alexanderstreet.com/watch/equal-employment-opportunitydatabase
EEO-Equal Employment Opportunity [Website]
Urick, M., Hollensbe, E., Masterson, S., & Lyons, S. (2016).Understanding and managing intergenerational conflict: An examination ofinfluences and strategies. Work, Aging and Retirement. 120.
Read this article to ascertain different strategies used tomanage a multigenerational workforce.
A Toolkit for Recruiting and Hiring a More Diverse Workforce PDFUploaded
Best Practices for Employers and Human Resources PDF Uploaded
Three Diversity Recruiting Strategies PDF Uploaded
Lu, A., & Gursoy, D. (2016). Impact of job satisfaction andturnover intention: Do generational differences matter? Journal of Hospitality& Tourism Research, 40(2), 210235.
Read pages 210235 to explore the impact of generationaldifferences on employee satisfaction and turnover rates.
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