Describe the associated chart/interactive map for the goal

The patient health record is the primary source of information and data from the health record is used in secondary data sources such as registries and databases. For your assigned registry, include the following information in your initial post:

  • Describe the purpose of the designated registry.
  • Specify a minimum of ten data elements collected, excluding the patient’s name, address and date of birth.
  • If there is central depository for any portion of the information collected, identify the agency and/or organization and include if this central depository is voluntary or required by law (Include the law citation).
    • Articulate state required data elements
    • Articulate state required submission time frames

**** MY REGISTRY IS TRANSPLANT REGRISTRY

 

address the following information for assigned Millennium Development Goal:

  • Describe the  assigned Millennium Development Goal
  • Summarize three key measures of the goal
  • Summarize the goal  trends
  • Describe the associated chart/interactive map for the goal
  • For your home state, summarize any state or local efforts for your assigned goal
  • What standards can you identify for the exchange of health information

**** my MDG IS MDG 6 AIDS/HIV

address the following information for assigned Millennium Development Goal:

  • Describe the  assigned Millennium Development Goal
  • Summarize three key measures of the goal
  • Summarize the goal  trends
  • Describe the associated chart/interactive map for the goal
  • For your home state, summarize any state or local efforts for your assigned goal
  • What standards can you identify for the exchange of health information

**** my MDG IS MDG 6 AIDS/HIV

Describe the purpose of the designated registry.

The patient health record is the primary source of information and data from the health record is used in secondary data sources such as registries and databases. For your assigned registry, include the following information in your initial post:

  • Describe the purpose of the designated registry.
  • Specify a minimum of ten data elements collected, excluding the patient’s name, address and date of birth.
  • If there is central depository for any portion of the information collected, identify the agency and/or organization and include if this central depository is voluntary or required by law (Include the law citation).
    • Articulate state required data elements
    • Articulate state required submission time frames

**** MY REGISTRY IS TRANSPLANT REGRISTRY

Describe the industry you currently work in or plan to work in along with a discussion of your vision of what collaboration will be like for your industry in the year 2031.

Describe the industry you currently work in or plan to work in along with a discussion of your vision of what collaboration will be like for your industry in the year 2031. Be sure to discuss some of the advantages and disadvantages to your vision of collaboration in 2031.

Collaboration and Cooperation

Cooperation occurs when people work together towards a common goal. For example, in teamwork, each team member is given a task to complete such as a project component. Collaboration occurs when people, together or remotely, work together towards a common goal (Kroenke & Boyle, 2020). For example, a team member in California and a team member in Texas might meet using Skype to discuss ideas for a project.

Figure 1 below illustrates collaboration in a team environment. In this illustration, the project manager is responsible for collaborating with team members who are in different departments. For example, the project manager may assign a project administrator who will document the various stages of project development, assign a person from software development to develop the software application, assign a person from operations to set up a testing environment, and so on. Each of these team members would work with the project manager and with each other throughout the project; however, the project manager would be the main point of contact.

Feedback and iteration are involved so that the results of the collaborative effort are greater than could be produced by any of the individuals working alone. Let’s take a corporate strategic document as an example. This document is not created by one person, but instead by various individuals in the organization. Each individual incorporates his or her statements into the document and then passes it along to the next person. When it is finished, someone will usually review the document and provide critical feedback. Based on this feedback, the document will be revised and inserted as part of the final document. As each section of the final strategic document is completed, the final document will then be ready for submission to a corporate body for approval; these revisions are called a series of stages or iterations.

Collaboration tools can be used to manage shared content such as shared content with no control, shared content with version management on Google Drive, and shared content with version control (Kroenke & Boyle, 2020). Some examples of collaboration tools are using Google Drive or Microsoft (MS) SharePoint to share documents and other tasks and using Skype or Adobe Connect to meet and discuss ideas, progress, or other information.

In short, a collaborative group works together to achieve a common goal via a process of feedback and iteration by communicating, sharing information and knowledge, combining skills and sharing time. There are twelve qualities, attitudes, and skills of a good collaborator as explained by Kroenke & Boyle (2020). In the scenario example at the beginning of the chapter, we can see what happens to collaboration when communication breaks down. It becomes apparent that Felix was not in collaboration with his teammates. He has missed several meetings and did not read his emails regarding the team project. As a result, the team is having trouble getting a prototype of the drone finished. Perhaps if the team used better collaboration tools, they might be more successful. For example, they could develop procedures for collaboration such as requiring all team members to be present. If a team member cannot be present, they can use Skype or some other communications tool to meet and collaborate. Sometimes, team collaboration can fail for other reasons such as conflict. Most people think avoiding conflict and having similar ideas and opinions makes a group better. While social ability is important, research indicates the importance of being able to have different ideas and opinions expressed. Team members must have the skills to accept critiques, criticism, and revisions of their work. In some student teams, the focus is strictly on fulfilling a requirement and not necessarily producing the highest quality work product possible through the collaborative efforts of the team members. Another problem that can affect team collaboration is ineffective team members. The characteristics of an ineffective team member will include lack of interest and commitment, unwillingness to give or take criticism, unwillingness to listen, and indifference. Students are typically not too tolerant of ineffective team members, but they are not always willing to boot them off the team, preferring instead to just work around them. Characteristics of collaborative success center on the output of the group being superior to the output that could have been created by an individual working alone, including such things as being more productive, being more creative, and generating more and better ideas. When forming a collaborative group, it is useful to begin with a discussion of critical feedback guidelines. Refer to figure 7-2 in the textbook to review guidelines and examples of constructive and unconstructive feedback.

Collaboration Information Systems

A collaboration information system is composed of the five components of an information system as noted by Kroenke and Boyle (2020). A collaboration information system exists for the purpose of sharing information, making decisions, solving problems, and managing projects. Collaboration information system can provide a team with a better way to manage the projects such as discussing solutions to problems. It could also help solve meeting attendance issues when personnel are geographically dispersed across different regions or when working from home.

Solving Problems

There are several steps to take when solving problems:

• Define the problem: Problem definition varies due to differences in experience, education, training, personal goals, or job responsibilities. Groups need to develop a shared definition of the problem through research, discussion, and compromise.

• Identify alternative solutions: Identifying possible solutions may involve investigative research and brainstorming.

• Specify evaluation criteria: Determine the benchmark or standard measures to be used to evaluate the problem.

• Evaluate alternatives: Evaluating alternatives involves comparing test results to identify and eliminate infeasible, substandard, or unacceptable solutions and to identify feasible, superior or acceptable solutions.

• Select an alternative: Selecting a solution may be based on majority vote, consensus, or compromise.

• Implement the solution: Implementing selected solution includes monitoring and modifying as needed (Kroenke & Boyle, 2020).

Egocentric versus Empathetic Thinking Egocentric thinking centers on the self. A person who is egocentric believes that his or her view is the only view available and is often not able to think outside the box (Figure 2). Empathetic thinking is the ability to see more than one view, the ability to understand the other person’s perspective. A person who is empathetic is able to consider multiple viewpoints and realize that people who hold a perspective different from his or her own viewpoints are not necessarily wrong (but he or she does not have to be wrong either). Using empathetic thinking is smart and results in better relationships because you do not need to change your way of thinking to match the other person’s thinking. Business is people working together in relationships. Better relationships equate to better business. Negotiators, for example, need to know what the other side wants, what is important to it, what issues they can give on it, and which ones are non-negotiable. Another example is a business meeting that appears to be going nowhere. Whenever we find ourselves in such a meeting, is the problem due to different perspectives? If so, one can sometimes find the root cause by engaging in empathetic thinking. Competitive Strategy Figure 3-1 in the textbook summarizes a planning process used by many organizations. We start with Porter’s Five Forces to analyze industry structure, and then we use the model of four competitive strategies. Next, we evaluate the value chain and then the business processes; finally, we analyze how IS can provide a competitive advantage. Competitive strategy determines value chain structure by primary activities in the value chain, support activities in the value chain, and value chain linkages. Information systems provide competitive advantages via products and via business processes.

Reference Kroenke, D. M., & Boyle, R. J. (2020). Using MIS (12th ed.). Pearson.

Discuss Diversity under these auspices means opening our minds our hearts and our perspectives.

Unit Lesson

Religion, Sexual Orientation, and Gender Identity The impact that we have on society begins with a personal decision. Our convictions will play out due to our thinking and then our actions. Our upbringing has a powerful impact on our experience, our learning, and our interpretation or perspective of the world around us. If an individual grows up in a rural setting, away from metropolitan life, his or her perspective of the world will be very different than the individual who grows up in the cosmopolitan life of a large city and all that it entails. Human nature is resistant to change. How individuals view change or that which is different from what they know will have a strong influence on their perspective and adaptation. The individual who grew up in a community of like-minded people will struggle to assimilate to those of a different mind, background, and perceived belief system. The individual who grew up in a community of many blended cultures and backgrounds may integrate many various characteristics, traits, and intuitions because he or she was not isolated to a single culture. New cultures and belief systems will be more readily integrated for the individual who is exposed to many cultures (Bell, 2017). This background provides a foundation for accommodating change more readily. Names like Gandhi, King, and Parks (in addition to Shepard, Jenner, and a myriad of others whose names may be lesser known) have stood to be counted as being true to themselves by standing up and stepping out. These are the difference makers who change the way we think. These are the influencers who hold a less conventional perspective of what they believe should be. Diversity under these auspices means opening our minds, our hearts, and our perspectives. If we have a limited perspective and we have been taught to believe one way, a new perspective being presented to us will challenge our beliefs and values. While religious or cultural perspectives are often more prevalent in different regions of the world, some are more accepted in certain areas of the world than others. If we are raised in a Jewish or Christian heritage, often the Hindu or Muslim religions will be very foreign to us. In the United States, we may be brought up under certain religious beliefs and values. These may stem from many religions or no religion at all. Events in recent years have increasingly brought these various perspectives to light. The issues of Christians protesting at military funerals and Muslims declaring jihad are issues we observe on a regular basis. We have seen religion-based attacks on Jews, Christians, and Muslims. There is value in also considering the impact that social media and Internet coverage provide to allow us to encounter these events in near-real time. A bombing or execution can go viral very quickly. One religion denouncing another religion, bombing people and communities because of conflicting beliefs, and making religious or political statements through vicious attacks are issues we are surrounded by in society. We hear of covert military operations, media fire as verbal attacks, and belittling or sarcastic or even violent verbal responses by people in leadership positions. These elements have a heavy impact on the world scene and how we take in information about people, cultures, and communities as well as religion and our belief systems (King et al., 2009). Our values, ethics, and thought processes take in this information. How we process this new information will be compared and assimilated with our established beliefs, then synthesized to become a part of how we react. If we do not take the time to further analyze the information we are receiving, we may gain a jaded perspective based on what, when, where, and how we received the information. The individual who listens to a news report filled with soundbites, not getting the full story, will gain a skewed interpretation of the events that have occurred. The individual may not have enough information to adequately balance his or her perspective in a comprehensive approach. Society continues to change. As technology has opened new opportunities, it has also allowed a broader knowledge of different societies around the globe. Philosophy, behaviors, and values that in some cultures would be ill-considered are widely accepted and vice versa. Dress, language, and interaction by males and females in different settings across cultures vary significantly. When we consider the leading religions of the world and the traditions of these religions, we begin to see the similarities as well as the differences. As there is integration, accommodation, and synthesis of these perspectives, a new degree of acceptance is required for continued progress of how society evolves. The way business is done also changes in respect to external and internal forces. Not only are there the religious and cultural differences in respect to nationality, tradition, and position, but also new perspectives as to gender and sexual orientation in the workplace as well as in society. Adaptation and learning take on a new component. Sexual orientation and integration of gender roles in the workplace or organizational culture are not a new paradigm. Organizations are facing new challenges in adapting to new legislation and changes in societal acceptance of the lesbian, gay, bisexual, and transgender (LGBT) community. Gender roles of males and females have brought their own challenges over the past 70 years since WWII. The roles in the workplace were more gender specific in the 1940s. Currently, however, gender roles are no longer limited to traditional male and female roles. Society and the workplace have heterosexual, lesbian, gay, bisexual, and transgender. These roles have taken on a new look, a new meaning, and a new place in the work environment. An organization’s position can have a strong impact on how individuals who identify in these roles are understood or treated. Organizations offer training on understanding roles. Animosity towards particular roles and how they fit within the individual or organizational culture is a shifting paradigm. There will be individuals who will be more accepting, adapting to the roles and the work the identified individuals provide. Other individuals may be less accepting, thus creating a stigma or conflict in the team and organization. How an organization chooses to address these issues will carry with it a strong message from all levels within the organization (Bell, 2017). The corporate office in a large metropolitan city may have a very open and accepting organizational environment. The remote office in more rural settings may have a very different perspective towards individuals who are perceived as different from the norm. Inclusion, acceptance, and assimilation are necessary to develop an effective team. Communication of styles, approach, and the ensuing challenges are necessary for an open dialogue to occur. Breakdowns in these areas lead to misunderstanding, segregation, and separation of teams, which, in turn, causes division, loss of productivity, and resources. Results will be diminished. Training is key, and gaining knowledge and insight is critical—not to judge but to become informed. Asking questions, engaging, and interacting are all part of building the dynamics within the teams and the organization. A shift is continuing to take place as we see more legislation and advocacy for LGBT lifestyles (Herek, 1993). Bell (2017) addresses how relationships are displayed in the workplace, whether casual, personal, or professional. At an after-hours office event, an individual may consider a same-sex couple to be flaunting their lifestyle by coming together or bringing their partner. The mind shift occurs when we ask how is this different from the employee who brings his or her heterosexual partner? The employee is bringing the person he or she values and is committed to in a present relationship. Organizations today focus on projects and teams. The use of affirmative action is less legislative today than 30 years ago. Today’s broad range of potential job candidates transcends color and gender as was considered the case a few decades ago. As society has evolved, diversity now includes gender, race, and orientation. Diversity also entails ethnicity, religion, and beliefs. What and how an individual believes should not negatively impact his or her ability to conduct work or affect how he or she is accepted as a team member (Bell, 2017). The formation of the team should include requesting information regarding recognition of religious or cultural holidays (e.g., Christmas, Ramadan, and Passover). Understanding of the culture and beliefs will impact worker gatherings. Accommodations for religious beliefs may include prayer times and practices in the workplace. All of these things are to be addressed by employers in policy and practice. Assessment and management of any type of discrimination is to be treated as possible harassment and requires investigation and acceptable, consistent actions. The same holds true based on gender and orientation. Diversity has continued to evolve, and no matter how we celebrate diversity, the paradigms are changing. Assimilation and adaptation are necessary. There is a natural tendency to be acknowledged and accepted for who and what we identify as. New trends and thereby new understandings are presented consistently. How we choose to address these issues will have a powerful impact on society, community, and the workplace.

 

References

Bell, M. P. (2017). Diversity in organizations (3rd ed.). Cengage Learning.

Herek, G. M. (1993). The context of anti-gay violence: Notes on cultural and psychological heterosexism. In L. D. Garnets, & D. C. Kimmel (Eds.), Psychological perspectives in lesbian and gay male experiences (pp. 89-107). Columbia University Press.

King, J. E., Bell, M. P., & Lawrence, E. (2009). Religion as an aspect of workplace diversity: An examination of the US context and a call for international research. Journal of Management, Spirituality & Religion, 6(1), 43–57.

Discuss The impact that we have on society begins with a personal decision.

Unit Lesson

Religion, Sexual Orientation, and Gender Identity The impact that we have on society begins with a personal decision. Our convictions will play out due to our thinking and then our actions. Our upbringing has a powerful impact on our experience, our learning, and our interpretation or perspective of the world around us. If an individual grows up in a rural setting, away from metropolitan life, his or her perspective of the world will be very different than the individual who grows up in the cosmopolitan life of a large city and all that it entails. Human nature is resistant to change. How individuals view change or that which is different from what they know will have a strong influence on their perspective and adaptation. The individual who grew up in a community of like-minded people will struggle to assimilate to those of a different mind, background, and perceived belief system. The individual who grew up in a community of many blended cultures and backgrounds may integrate many various characteristics, traits, and intuitions because he or she was not isolated to a single culture. New cultures and belief systems will be more readily integrated for the individual who is exposed to many cultures (Bell, 2017). This background provides a foundation for accommodating change more readily. Names like Gandhi, King, and Parks (in addition to Shepard, Jenner, and a myriad of others whose names may be lesser known) have stood to be counted as being true to themselves by standing up and stepping out. These are the difference makers who change the way we think. These are the influencers who hold a less conventional perspective of what they believe should be. Diversity under these auspices means opening our minds, our hearts, and our perspectives. If we have a limited perspective and we have been taught to believe one way, a new perspective being presented to us will challenge our beliefs and values. While religious or cultural perspectives are often more prevalent in different regions of the world, some are more accepted in certain areas of the world than others. If we are raised in a Jewish or Christian heritage, often the Hindu or Muslim religions will be very foreign to us. In the United States, we may be brought up under certain religious beliefs and values. These may stem from many religions or no religion at all. Events in recent years have increasingly brought these various perspectives to light. The issues of Christians protesting at military funerals and Muslims declaring jihad are issues we observe on a regular basis. We have seen religion-based attacks on Jews, Christians, and Muslims. There is value in also considering the impact that social media and Internet coverage provide to allow us to encounter these events in near-real time. A bombing or execution can go viral very quickly. One religion denouncing another religion, bombing people and communities because of conflicting beliefs, and making religious or political statements through vicious attacks are issues we are surrounded by in society. We hear of covert military operations, media fire as verbal attacks, and belittling or sarcastic or even violent verbal responses by people in leadership positions. These elements have a heavy impact on the world scene and how we take in information about people, cultures, and communities as well as religion and our belief systems (King et al., 2009). Our values, ethics, and thought processes take in this information. How we process this new information will be compared and assimilated with our established beliefs, then synthesized to become a part of how we react. If we do not take the time to further analyze the information we are receiving, we may gain a jaded perspective based on what, when, where, and how we received the information. The individual who listens to a news report filled with soundbites, not getting the full story, will gain a skewed interpretation of the events that have occurred. The individual may not have enough information to adequately balance his or her perspective in a comprehensive approach. Society continues to change. As technology has opened new opportunities, it has also allowed a broader knowledge of different societies around the globe. Philosophy, behaviors, and values that in some cultures would be ill-considered are widely accepted and vice versa. Dress, language, and interaction by males and females in different settings across cultures vary significantly. When we consider the leading religions of the world and the traditions of these religions, we begin to see the similarities as well as the differences. As there is integration, accommodation, and synthesis of these perspectives, a new degree of acceptance is required for continued progress of how society evolves. The way business is done also changes in respect to external and internal forces. Not only are there the religious and cultural differences in respect to nationality, tradition, and position, but also new perspectives as to gender and sexual orientation in the workplace as well as in society. Adaptation and learning take on a new component. Sexual orientation and integration of gender roles in the workplace or organizational culture are not a new paradigm. Organizations are facing new challenges in adapting to new legislation and changes in societal acceptance of the lesbian, gay, bisexual, and transgender (LGBT) community. Gender roles of males and females have brought their own challenges over the past 70 years since WWII. The roles in the workplace were more gender specific in the 1940s. Currently, however, gender roles are no longer limited to traditional male and female roles. Society and the workplace have heterosexual, lesbian, gay, bisexual, and transgender. These roles have taken on a new look, a new meaning, and a new place in the work environment. An organization’s position can have a strong impact on how individuals who identify in these roles are understood or treated. Organizations offer training on understanding roles. Animosity towards particular roles and how they fit within the individual or organizational culture is a shifting paradigm. There will be individuals who will be more accepting, adapting to the roles and the work the identified individuals provide. Other individuals may be less accepting, thus creating a stigma or conflict in the team and organization. How an organization chooses to address these issues will carry with it a strong message from all levels within the organization (Bell, 2017). The corporate office in a large metropolitan city may have a very open and accepting organizational environment. The remote office in more rural settings may have a very different perspective towards individuals who are perceived as different from the norm. Inclusion, acceptance, and assimilation are necessary to develop an effective team. Communication of styles, approach, and the ensuing challenges are necessary for an open dialogue to occur. Breakdowns in these areas lead to misunderstanding, segregation, and separation of teams, which, in turn, causes division, loss of productivity, and resources. Results will be diminished. Training is key, and gaining knowledge and insight is critical—not to judge but to become informed. Asking questions, engaging, and interacting are all part of building the dynamics within the teams and the organization. A shift is continuing to take place as we see more legislation and advocacy for LGBT lifestyles (Herek, 1993). Bell (2017) addresses how relationships are displayed in the workplace, whether casual, personal, or professional. At an after-hours office event, an individual may consider a same-sex couple to be flaunting their lifestyle by coming together or bringing their partner. The mind shift occurs when we ask how is this different from the employee who brings his or her heterosexual partner? The employee is bringing the person he or she values and is committed to in a present relationship. Organizations today focus on projects and teams. The use of affirmative action is less legislative today than 30 years ago. Today’s broad range of potential job candidates transcends color and gender as was considered the case a few decades ago. As society has evolved, diversity now includes gender, race, and orientation. Diversity also entails ethnicity, religion, and beliefs. What and how an individual believes should not negatively impact his or her ability to conduct work or affect how he or she is accepted as a team member (Bell, 2017). The formation of the team should include requesting information regarding recognition of religious or cultural holidays (e.g., Christmas, Ramadan, and Passover). Understanding of the culture and beliefs will impact worker gatherings. Accommodations for religious beliefs may include prayer times and practices in the workplace. All of these things are to be addressed by employers in policy and practice. Assessment and management of any type of discrimination is to be treated as possible harassment and requires investigation and acceptable, consistent actions. The same holds true based on gender and orientation. Diversity has continued to evolve, and no matter how we celebrate diversity, the paradigms are changing. Assimilation and adaptation are necessary. There is a natural tendency to be acknowledged and accepted for who and what we identify as. New trends and thereby new understandings are presented consistently. How we choose to address these issues will have a powerful impact on society, community, and the workplace.

 

References

Bell, M. P. (2017). Diversity in organizations (3rd ed.). Cengage Learning.

Herek, G. M. (1993). The context of anti-gay violence: Notes on cultural and psychological heterosexism. In L. D. Garnets, & D. C. Kimmel (Eds.), Psychological perspectives in lesbian and gay male experiences (pp. 89-107). Columbia University Press.

King, J. E., Bell, M. P., & Lawrence, E. (2009). Religion as an aspect of workplace diversity: An examination of the US context and a call for international research. Journal of Management, Spirituality & Religion, 6(1), 43–57.

Discuss advantages and disadvantages of diversity within an organization.

Diversity has many advantages and disadvantages within an organization. In regards to gender identity and embracing diversity in the workplace, do you consider yourself an accepting person? How important is it to you to accept diversity? Remember that there are no right or wrong answers; this is simply a reflection.

Unit Lesson

Religion, Sexual Orientation, and Gender Identity The impact that we have on society begins with a personal decision. Our convictions will play out due to our thinking and then our actions. Our upbringing has a powerful impact on our experience, our learning, and our interpretation or perspective of the world around us. If an individual grows up in a rural setting, away from metropolitan life, his or her perspective of the world will be very different than the individual who grows up in the cosmopolitan life of a large city and all that it entails. Human nature is resistant to change. How individuals view change or that which is different from what they know will have a strong influence on their perspective and adaptation. The individual who grew up in a community of like-minded people will struggle to assimilate to those of a different mind, background, and perceived belief system. The individual who grew up in a community of many blended cultures and backgrounds may integrate many various characteristics, traits, and intuitions because he or she was not isolated to a single culture. New cultures and belief systems will be more readily integrated for the individual who is exposed to many cultures (Bell, 2017). This background provides a foundation for accommodating change more readily. Names like Gandhi, King, and Parks (in addition to Shepard, Jenner, and a myriad of others whose names may be lesser known) have stood to be counted as being true to themselves by standing up and stepping out. These are the difference makers who change the way we think. These are the influencers who hold a less conventional perspective of what they believe should be. Diversity under these auspices means opening our minds, our hearts, and our perspectives. If we have a limited perspective and we have been taught to believe one way, a new perspective being presented to us will challenge our beliefs and values. While religious or cultural perspectives are often more prevalent in different regions of the world, some are more accepted in certain areas of the world than others. If we are raised in a Jewish or Christian heritage, often the Hindu or Muslim religions will be very foreign to us. In the United States, we may be brought up under certain religious beliefs and values. These may stem from many religions or no religion at all. Events in recent years have increasingly brought these various perspectives to light. The issues of Christians protesting at military funerals and Muslims declaring jihad are issues we observe on a regular basis. We have seen religion-based attacks on Jews, Christians, and Muslims. There is value in also considering the impact that social media and Internet coverage provide to allow us to encounter these events in near-real time. A bombing or execution can go viral very quickly. One religion denouncing another religion, bombing people and communities because of conflicting beliefs, and making religious or political statements through vicious attacks are issues we are surrounded by in society. We hear of covert military operations, media fire as verbal attacks, and belittling or sarcastic or even violent verbal responses by people in leadership positions. These elements have a heavy impact on the world scene and how we take in information about people, cultures, and communities as well as religion and our belief systems (King et al., 2009). Our values, ethics, and thought processes take in this information. How we process this new information will be compared and assimilated with our established beliefs, then synthesized to become a part of how we react. If we do not take the time to further analyze the information we are receiving, we may gain a jaded perspective based on what, when, where, and how we received the information. The individual who listens to a news report filled with soundbites, not getting the full story, will gain a skewed interpretation of the events that have occurred. The individual may not have enough information to adequately balance his or her perspective in a comprehensive approach. Society continues to change. As technology has opened new opportunities, it has also allowed a broader knowledge of different societies around the globe. Philosophy, behaviors, and values that in some cultures would be ill-considered are widely accepted and vice versa. Dress, language, and interaction by males and females in different settings across cultures vary significantly. When we consider the leading religions of the world and the traditions of these religions, we begin to see the similarities as well as the differences. As there is integration, accommodation, and synthesis of these perspectives, a new degree of acceptance is required for continued progress of how society evolves. The way business is done also changes in respect to external and internal forces. Not only are there the religious and cultural differences in respect to nationality, tradition, and position, but also new perspectives as to gender and sexual orientation in the workplace as well as in society. Adaptation and learning take on a new component. Sexual orientation and integration of gender roles in the workplace or organizational culture are not a new paradigm. Organizations are facing new challenges in adapting to new legislation and changes in societal acceptance of the lesbian, gay, bisexual, and transgender (LGBT) community. Gender roles of males and females have brought their own challenges over the past 70 years since WWII. The roles in the workplace were more gender specific in the 1940s. Currently, however, gender roles are no longer limited to traditional male and female roles. Society and the workplace have heterosexual, lesbian, gay, bisexual, and transgender. These roles have taken on a new look, a new meaning, and a new place in the work environment. An organization’s position can have a strong impact on how individuals who identify in these roles are understood or treated. Organizations offer training on understanding roles. Animosity towards particular roles and how they fit within the individual or organizational culture is a shifting paradigm. There will be individuals who will be more accepting, adapting to the roles and the work the identified individuals provide. Other individuals may be less accepting, thus creating a stigma or conflict in the team and organization. How an organization chooses to address these issues will carry with it a strong message from all levels within the organization (Bell, 2017). The corporate office in a large metropolitan city may have a very open and accepting organizational environment. The remote office in more rural settings may have a very different perspective towards individuals who are perceived as different from the norm. Inclusion, acceptance, and assimilation are necessary to develop an effective team. Communication of styles, approach, and the ensuing challenges are necessary for an open dialogue to occur. Breakdowns in these areas lead to misunderstanding, segregation, and separation of teams, which, in turn, causes division, loss of productivity, and resources. Results will be diminished. Training is key, and gaining knowledge and insight is critical—not to judge but to become informed. Asking questions, engaging, and interacting are all part of building the dynamics within the teams and the organization. A shift is continuing to take place as we see more legislation and advocacy for LGBT lifestyles (Herek, 1993). Bell (2017) addresses how relationships are displayed in the workplace, whether casual, personal, or professional. At an after-hours office event, an individual may consider a same-sex couple to be flaunting their lifestyle by coming together or bringing their partner. The mind shift occurs when we ask how is this different from the employee who brings his or her heterosexual partner? The employee is bringing the person he or she values and is committed to in a present relationship. Organizations today focus on projects and teams. The use of affirmative action is less legislative today than 30 years ago. Today’s broad range of potential job candidates transcends color and gender as was considered the case a few decades ago. As society has evolved, diversity now includes gender, race, and orientation. Diversity also entails ethnicity, religion, and beliefs. What and how an individual believes should not negatively impact his or her ability to conduct work or affect how he or she is accepted as a team member (Bell, 2017). The formation of the team should include requesting information regarding recognition of religious or cultural holidays (e.g., Christmas, Ramadan, and Passover). Understanding of the culture and beliefs will impact worker gatherings. Accommodations for religious beliefs may include prayer times and practices in the workplace. All of these things are to be addressed by employers in policy and practice. Assessment and management of any type of discrimination is to be treated as possible harassment and requires investigation and acceptable, consistent actions. The same holds true based on gender and orientation. Diversity has continued to evolve, and no matter how we celebrate diversity, the paradigms are changing. Assimilation and adaptation are necessary. There is a natural tendency to be acknowledged and accepted for who and what we identify as. New trends and thereby new understandings are presented consistently. How we choose to address these issues will have a powerful impact on society, community, and the workplace.

 

References

Bell, M. P. (2017). Diversity in organizations (3rd ed.). Cengage Learning.

Herek, G. M. (1993). The context of anti-gay violence: Notes on cultural and psychological heterosexism. In L. D. Garnets, & D. C. Kimmel (Eds.), Psychological perspectives in lesbian and gay male experiences (pp. 89-107). Columbia University Press.

King, J. E., Bell, M. P., & Lawrence, E. (2009). Religion as an aspect of workplace diversity: An examination of the US context and a call for international research. Journal of Management, Spirituality & Religion, 6(1), 43–57.

Elaborate on Prejudice and Discrimination

Prejudice and Discrimination A teenage girl walks into a privately owned coffee bar. Within a few minutes, several people are in line behind her. Her turn comes, and the barista passes right over her and helps the customer behind her. She realizes the place is busy and does not say anything at first. The barista continues to help the people behind her in line. Nobody stands up for the girl. The other patrons receive their orders. After several customers after her are helped, the teenage girl asks the barista to take her order. The barista ignores her. The other baristas making drinks observe what is going on and say nothing. She tries again to get the barista to take her order. The barista ignores her. She exits the line. As she looks around, she is the only person whose appearance looks to be of her heritage in the coffee bar. A sign over the register states: “We reserve the right to refuse service to anyone.” She gets several sideways glances as she walks out of the shop. Discrimination and prejudice come in all shapes and sizes. Bias and separation are available in all colors, genders, and cultures. Misperceptions, assumptions, and justifications can be faulty. How we choose to understand those who appear or behave differently will have a greater impact on ourselves and those around us. An infant does not innately hate or judge others at birth. The infant will learn through his or her senses what is acceptable. As the child grows, he or she will learn based on experiences and social influencers. These influencers will be parents, relatives, and care providers. The young child will learn through observation of those who are part of his or her community and society. The child will learn how to treat others or what will be expected from media. From these outlets, the individual will begin to formulate his or her own model of beliefs. Children will form opinions and insights based on those around them. Their teachers, after-school caregivers, and coaches shape their thinking. If we hold someone up as if they are of greater value than ourselves, we will emulate this person’s life. If we do not know people or what they are like, we will compare them to what we know (Heck & Krueger, 2016). It is from this comparison that we will form our perception. The person born after 1945 in the United States does not know what a World War is like—other than what he or she reads or studies. The young person born in late 2001 or later only knows a world after the events of 9/11. He or she only knows the United States in the War on Terror. The individual born in a small village that is remote to general society in Korea will only know this way of life. He or she may be told that those living in cities are out to hurt or cheat people. The individual from the country will bring this perspective and be prone to be suspect of anyone from the city. The child living in rural parts of the South in the 1950s and 60s may not have known that people who are not White are of equal value. Unless taught there was a difference, these children would assume they were equal. Many times, parents or influential adults of these children would demonstrate a segregated behavior of inequality. When individuals were questioned as to why they thought this way, their response would often be that it was the way they were raised. If it was good enough for them, it is good enough for their children. The world has shifted the paradigm from 60 years ago. Society, community, and business are viewed very differently regarding treatment of people with diverse backgrounds. The uniqueness of that which brings new perspective can either unify or divide us. Those willing to challenge old paradigms will add to the potential for greater opportunity for all that will risk, step out, and step up (Heck & Krueger, 2016). Those who hold to old ways of thinking will hold to their core foundations, maintaining a line of expectancy. Consider this story: A middle-aged couple was driving through a little community. They stopped in front of a small store where some older locals were standing. The husband asked the men what the community was like. One of the older men asked, “What is it like where you are from?” The husband replied, “The people were great. I loved the people around us. Everyone was friendly. We were sorry we had to leave.” The older man replied, “You would like it here. Everyone is friendly. We help each other. This is truly a wonderful place to live.” The couple thanked the man and drove off. An hour later, another couple is driving through the small community and stops to ask the older local men what the community is like. The older man asked, “What was it like where you came from?” The husband replied, “It was horrible. The people were mean and self-centered. The wrong kind of people moved in and destroyed the community. We could not wait to leave.” The older man stated, “You may as well keep driving; this community is also filled with those kinds of people.” The story illustrates that we are impacted and influenced by our perceptions of those around us. As young children, if we are not exposed to people of different nationalities, cultures, or religions, then our sphere of understanding is that of which we know. If the influencers who have a solid impact on our thinking show bias or prejudice, we may not know it because we will understand this as normal behavior until that understanding and perception are challenged. Media and advocacy groups speak of diversity and inclusion or synthesis of culture, race, and religion. Society talks of bringing people together, yet the same message that unites us is driving us apart. Those who were raised around many varied cultures and personalities will be established in adjusting to increased inclusion and change. Even these individuals may have their own bias based on previous learning and experience. The individual that grew up in an environment of sameness may see inclusion differently. It would be easy to judge what appears to be a simple life of sameness. The reality might be that a community can also see people by their position or personality rather than color, religion, or race Discrimination is often cited as a racial issue. The truth is, discrimination is a form of division based on far more. Some areas of prejudice are rich and poor, well-educated and less-educated, rural and metropolitan, and even inner city and suburban. Judgement is rendered based on each and every one of these areas (Heck & Krueger, 2016). How we respond to others in these different areas will vary based on understanding, perception, and past experience.

The different areas shared will carry a value—either high or low. Add to this race, culture, and religion, and the issues are further exacerbated. Further issues arise when we consider if we are competing or working with team members who are dissimilar from us, and there is a predetermined interpretation of the other team members based on this perspective. The professional matter can quickly become very personal. All organizations, large or small, have an environment, working culture, and understanding (whether spoken or unspoken) regarding how things exist. When this understanding is challenged by changes in process, team members, or stakeholders, there will be resistance to the perceived source of change (Bell, 2017). The individual who can bring innovation and creativity to a team may be seen as a troublemaker because of his or her radical ideas and background (Yen, 2005). The lesson has been more of a sociology tutorial than directly related to business based on a surface review. As we contemplate the deeper learning and meta-message, we can see the value here concerning how each individual brings bias, prejudice, and discrimination based on what he or she knows. Discrimination and prejudice are not the root of hate and inequality in business or society. Because an individual loves Ford and would not purchase a Chevrolet, this does not mean he or she hates Chevy. There may well be respect for the Chevy even though he or she is partial to the Ford. Some individuals may prefer city life and think less of those in the suburbs or in rural areas. They may have an understanding of these individuals who live a very different life than what the others know. They choose the city while others would not ever consider the city because they see city people as something other than country people or suburbanites. The straight, White, Anglo-Saxon male Protestant who grew up in Los Angeles, California, may have difficulty understanding the perspective of the Caribbean-born atheist female living in St. Barts and vice versa. Both may be gurus at software development or sales, but they come from different places and experiences. To quote a scene from Harry Potter and the Chamber of Secrets, Hermione, a wizard who did not come from a wizard family, is called a filthy mud blood by Draco (Rowling, 1999). He is referring to her being less of a wizard because of her non-wizard bloodline. Hagrid, in a scene soon after this, explains there is hardly anyone who is not some degree of muggle and mud blood. The scene demonstrates a situation we see today in society and in the workplace. Can we tell the bloodline of any person by just looking at the individual? The lines are increasingly blurred. Nationality is not determined solely by color. An individual born in the United States could be dark skinned, light skinned, or somewhere in between. An individual born in South Africa could be dark skinned, light skinned, or somewhere in between. A very light-skinned individual may have a heritage of Hispanic, Portuguese, and Chinese on one side of the family while the other side is English, Dutch, and Syrian. Families who are third generation U.S. citizens may still celebrate the holidays of their ancestry even though they have been in the United States for generations. Discrimination and prejudice serve a purpose in society and organizations, but organizations must not be left unchecked without learning or understanding an ever-changing paradigm of inclusion, assimilation, and advancement of building a stronger society (Bell, 2017). Change and continuing adjustment to work climate, population, and technology require greater insight, study, and acceptance.

References

Bell, M. P. (2017). Diversity in organizations (3rd ed.). Cengage Learning.

Heck, P. R., & Krueger, J. I. (2016). Social perception of self-enhancement bias and error. Social Psychology, 47, 327–339. doi:10.1027/1864-9335/a000287

Joseluis89. (2013, February 12). Affirmative action supreme court demonstration 2003.png [Photograph]. Wikimedia Commons. https://commons.wikimedia.org/wiki/File:Affirmative_Action_supreme_court_demonstration_2003.jpg

Rowling, J. K. (1999). Harry Potter and the chamber of secrets. Scholastic.

Yen, H. (2005, December 8). Poll: Bias at work for 1 in 6. CBS News. http://www.cbsnews.com/news/pollbias-at-work-for-1-in-6/

Discuss if coworkers mistreating a coworker who is visibly different than they are. What actions would you take

write 350–500 words that respond to the following questions with your thoughts, ideas, and comments.

The story of the 1959 Knox Mine Disaster in Northeastern, PA represents a framework for understanding how labor unions, management, and other organizations had engaged in corrupt labor-management relations. Mining too close to the Susquehanna river bed caused the river bed to collapse. Billions of gallons of water flowed into the mines, putting miners’ lives at risk. The disaster effectively ended the area’s anthracite coal industry. Over 7,500 jobs were lost because of the Knox Mine Disaster causing long-term economic challenges for the region.

Using the Internet, research information on the Knox Mine Disaster and discuss the following questions with your classmates:

  • What role did the union, management, and other organizations have in the Knox Mine Disaster?
  • According to your research, what was the root cause of the disaster? What labor-relations laws or practices were ignored?
  • Could the disaster have been prevented? If so, how? What future labor laws were put in place that could prevent similar disasters from happening?
  • Please respond to questions from both of the following scenarios:
    • An individual who looks different than you (color, age, ethnicity, disability, or orientation) comes into your favorite dining establishment. Some of the restaurant staff treat him or her poorly, providing lesser service to the individual. You hear snide (off-color) remarks being made by staff and fellow patrons. What action do you take?
    • Similar scenario, though instead of a restaurant, it is coworkers mistreating a coworker who is visibly different than they are. What actions would you take, and why? Please explain.

Discuss What future labor laws were put in place that could prevent similar disasters from happening?

write 350–500 words that respond to the following questions with your thoughts, ideas, and comments.

The story of the 1959 Knox Mine Disaster in Northeastern, PA represents a framework for understanding how labor unions, management, and other organizations had engaged in corrupt labor-management relations. Mining too close to the Susquehanna river bed caused the river bed to collapse. Billions of gallons of water flowed into the mines, putting miners’ lives at risk. The disaster effectively ended the area’s anthracite coal industry. Over 7,500 jobs were lost because of the Knox Mine Disaster causing long-term economic challenges for the region.

Using the Internet, research information on the Knox Mine Disaster and discuss the following questions with your classmates:

  • What role did the union, management, and other organizations have in the Knox Mine Disaster?
  • According to your research, what was the root cause of the disaster? What labor-relations laws or practices were ignored?
  • Could the disaster have been prevented? If so, how? What future labor laws were put in place that could prevent similar disasters from happening?
  • Please respond to questions from both of the following scenarios:
    • An individual who looks different than you (color, age, ethnicity, disability, or orientation) comes into your favorite dining establishment. Some of the restaurant staff treat him or her poorly, providing lesser service to the individual. You hear snide (off-color) remarks being made by staff and fellow patrons. What action do you take?
    • Similar scenario, though instead of a restaurant, it is coworkers mistreating a coworker who is visibly different than they are. What actions would you take, and why? Please explain.

Discuss What role did the union management and other organizations have in the Knox Mine Disaster?

write 450–600 words that respond to the following questions with your thoughts, ideas, and comments.

Many of the major US labor laws governing unions arose in the early 1930’s, however, unions existed well before this time. In fact, labor unions can trace their history, in some form, back to medieval craft guilds. Thus, organizing members of a profession to address issues within an industry has played a great role in the development of modern business practices. There is great value in studying the history of organized labor.

For this assignment, discuss the following with your classmates:

  • In your opinion, what were the major issues in labor-management relations in the US before 1930? What role did the industrial revolution play in labor-management relations during this time period?
  • How were these issues addressed differently in the US before modern employment laws were enacted
  • Historically, what role has the HR profession played in labor-management relations and the development of US employment laws?  Should that role change, if so how?write 350–500 words that respond to the following questions with your thoughts, ideas, and comments.

    The story of the 1959 Knox Mine Disaster in Northeastern, PA represents a framework for understanding how labor unions, management, and other organizations had engaged in corrupt labor-management relations. Mining too close to the Susquehanna river bed caused the river bed to collapse. Billions of gallons of water flowed into the mines, putting miners’ lives at risk. The disaster effectively ended the area’s anthracite coal industry. Over 7,500 jobs were lost because of the Knox Mine Disaster causing long-term economic challenges for the region.

    Using the Internet, research information on the Knox Mine Disaster and discuss the following questions with your classmates:

    • What role did the union, management, and other organizations have in the Knox Mine Disaster?
    • According to your research, what was the root cause of the disaster? What labor-relations laws or practices were ignored?
    • Could the disaster have been prevented? If so, how? What future labor laws were put in place that could prevent similar disasters from happening?