A well developed, trained and motivated staff will result in integrating a workforce that values respect, tolerance, dedication, responsibility and transparency. All the steps taken to achieve Employment Equity leads to greater staff satisfaction and commitment which successfully results in lower staff turnover and stronger client and stakeholder satisfaction. • Social and moral rationale On a social level Employment Equity within Ansaldo STS-Gear South Africa Pty Ltd contributes to the elements of human resource development by establishing equity, inclusivity, openness and respect for human dignity and rights by reducing prejudice and promoting inter-cultural sensitivity within our organisation. As a core function within the Employment Equity element, our policy is strongly based on the following focus areas: • The elimination of unfair discrimination • The application of affirmative action • The creation of equalised opportunities • Diversity management and
However, the chapter is at a crossroads. We expect that all guidelines will be met and all membership expectations will be adhered to. We, as Kappas, must continue to support all that is good and true and beautiful, and we must put aside behaviors and actions that are not in alignment with Fraternity values. The Fraternity is committed to holding members and chapters accountable. Each officer, chairman, and chapter member must take responsibility for the terms of this focus letter.
Houle (1989), emphasizes that every professional has a need to be able to carry out their duties according to the highest possible standards of character and competence and one way to meet this is to engage in a lifelong study and to achieve its greatest potential, continuing education must fulfill the promise to its name and be truly be continuing and not casual, sporadic or opportunistic. This fact means essentially that it must be self-directed and each professional must be the ultimate monitor of his or her own learning, controlling the stable or shifting design of its continuity. Houle further argues that continuing education must be based not only on content oriented goals of keeping up with the new development; it must also be designed to facilitate changes in life patterns or career lines. Accordingly, Fryer (1997) states that learning at the workplace will need to accommodate the needs and interests of a variety of stakeholders, including employees, employers, customers, government and providers. It will contribute to competitiveness, skills enhancement, employability and capacity to deal with
Miscommunication in the healthcare setting can lead to sever life threatening situations that I have seen personally. Communication between clinicians and patients should be the number one focus point. This is how some of the best treatments and diagnosis are done through communication. If medical professional do not properly communicate with other clinicians it can lead to errors in diagnosis the patient. For example, if a patient comes in unresponsive and the person who is with them at the time knows little English and trying to explain what medicine the patient is allergic too and this is where the language barrier comes into to
HH also values diversity by embracing cultural differences which result in effective services provided within the treatment process. Next, HH values practicing effective communication by ensuring that everyone has an opportunity to share their ideas and participate in their service planning. Lastly, HH values advocacy because everyone is responsible for helping bring change to their future (Horizon House, Inc., 2016). Based on these values, HH continues to promote a vision that inspires and motivates staff to help the participant served reach their full potential in the
Diversity and inclusion are key elements in Chevron’s core values. The company promotes diversity workforce and supports inclusive workplace that values diverse ideas and talents. Diversity and inclusion are critical to Chevron’s success because they are related to developing talented and high-performing workforce. There are two practices that are worth mentioning. I think both of them represent the company best practices in diversity and inclusion areas.
I will make sure to preserve a unified environment despite any difference I may have with clients or employers. I promise to adhere to the standards of professional stability and will take any responsibility along the way to the end goal. I assure that I will uphold the integrity of clients as I carry out the process to achieving the end goal because my professional values are vital to the honor of the profession. In doing this, I recognize that I will act as a responsible supporter for any clients I may
In the course of time it is equally significant to regard the people’s own beliefs , knowledge , customs experiences , practices, systems and structures that give meaning to the ECPH and mitigate the discontinuity between peoples perceptions and the health intervention package through regular dialogue.A relevant , vigorous and sustainable model is required for an improvement in the health system performance to prevent a decline in the status of health and development and also to break the vicious cycle of poverty and ill-health in Africa. There is a highly diverse health system that exists across Africa and its improvement would be based on the convergence of expertise, commitment, and resources throughout the system. A powerful model for improvement would embrace all the proportions that prove to be critical to health by labelling not only the risk factors of disease but also linking health and employment ,nourishment, food security , financing for health and cross-cutting issues. An approach would be better accustomed to issues
Running diversity is economically beneficial to the organization because of client and job satisfaction, creativity, innovation, and increased employee productivity from this perspective. The most important underlying principle for the diversity management approach is to achieve competitive advantage through requisite variety—the standard that the diversity within a system must reflect the surrounding variety in which it operates (Weick, 1979). One the other hand, one of the causes organizations adopt diversity management programs is to achieve moral advantages (Hon and Brunner, 2000). For that reason, organizations, driven by ethical concerns, embrace diversity as a part of their CSR