1.3 Explain how inclusive practice promotes equality and supports diversity ANSWER Inclusive practice towards improving people's ability, their dignity, their self-esteem and self-confidence by accepting and embrace their differences supports diversity and leads to improved life chances and also to equal opportunities for all, which promotes equality. 2.1 Explain how legislation and codes of practice relating to equality, diversity and discrimination apply to own work role ANSWER The legislation and codes of practice relating to equality, diversity and discrimination include: • The Human Rights Act 1998 - covers many different types of discrimination • The Equality Act 2010 - establishes what needs to
Again, as I stated before, main goal is to improve customer service. The best way to do it is to have the best employees. Active or Passive Diversity This is a little difficult question for me. Our world right now has a diversity of expertise, values, and languages. It might be better to use passive diversity for Tanglewood, because they want their employees to share close relationship between each other.
The challenges place an ability of performance, increasing skill-levels that produce customer valued work. Employee encouragement takes a creative and “individual approach to challenges, with a strong emphasis placed on performance and skill—and equal, merit-based opportunities across the board” according to "Lg, Life'S Good" (2013, p. 9). This increases the value of the organization and how the organization maintains its longevity with shareholders, within the market, and a society catered to through
Humanistic-Encouraging people are accepting of themselves, and accept others for who they are without question or criticism. In fact, those scoring higher on this scale have unconditional positive regard for others. This absolute acceptance enables people to grow the most and take greater responsibility for themselves. I agree with this result and believe that I can assist others in fulfilling their potential by providing a supportive climate that inspires self-improvement. As a manager, I can see myself inspiring my subordinates to think, grow and take responsibility for them.
Or do they just naturally follow the systematic approach to following diversity? I have many more questions that I will address in this proposal and will eventually answer through careful research in my final audit. 3 Diversity In Johnson & Johnson Co. Johnson & Johnson is a company that takes pride in its diversity. Not only do they recognize the necessity for diversity, they take steps to assure that diversity is prominent in the business. Johnson & Johnson’s mission statement is “To embed diversity and inclusion into our business to drive innovation and growth ensuring we better serve patients, customers, employees, and our communities” [1].
This will benefit both yourself and the company as it will expand your knowledge base and help to improve productivity and efficiency within your organisation. Assessment Criteria 2.5 The purpose of treating others with honesty, respect and consideration is to help create a positive, professional and friendly environment and to also improve the overall happiness and job satisfaction of all employees. The benefits of this will help strong and trusting relationships to exist between colleagues, to give a feeling of being valued and respected and helps colleagues to understand one another. It will benefit the company as employees are more likely to meet their deadlines and be happy with their jobs making the company run more smoothly,
Within my role as a Manager I consistently review the methods and ranges of communication to facilitate a better multi agency organisation, I will also ensure that vital information or key points that we feel will improve the every life of the young people for whom we care are not overlooked. We must work effectively with people, professionals, agencies and organisations to improve the well-being of young people and support positive outcomes. It can be easy to assume that everyone thinks the same however we
It is easier to arrive at a solution, once you know the problem. So we will be examining each of the team members individual personal qualities with respect to their “Do I Trust Others?” and “How Good Are My Listening Skills?” assessment results, and based on the same, ensure that the Team Charter helps all of us in increasing our Team performance. Improving Team’s Performance Through Team Charter
Trust is developed by clearly defining roles, expectations, and goals. This develops a familiarity between the different team members, which helps to produce a shared vision and reliance on each other and improves the team’s effectiveness (Bethea, Holland, & Reddick 2014). A highly effective team uses its shared vision and defined goals to foster a sense of group harmony. This allows for problems to be solved and goals to be achieved. With each problem solved or goal achieved, excitement grows within the team and a sense of accomplishment is felt once the process is completed (Bethea, Holland, & Reddick 2014).
This idea plays well in hand with the principle that cultures and ethnic identities are formed with shared values and preferences. In Putnam’s multicultural society, co-ethnics and non co-ethnics each share their values and ideals amongst each other for a greater common good—the betterment of society. By contributing different skillsets and viewpoints, social capital in a particular population will increase over time, which ultimately increases trust beyond certain ethnic groups that will lead to even more cooperation and meshing between non co-ethnic groups in the