BUS375 Ashford University Week 5 Employee Training Final Paper

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Business Finance

Description

Week 5 - Final Paper

Final Paper

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.

Paper requirements

  1. Must be eight to ten pages in length (excluding the title page, references page, exhibits, etc.) and formatted according to APA style as outlined in the Ashford Writing Center.
  2. Must include a cover page:
    1. Title of paper
    2. Student’s name
    3. Course name and number
    4. Instructor’s name
    5. Date submitted
  3. Must include an introductory paragraph with a clearly stated thesis or topic.
  4. Must address the topic of the paper with critical thought.
  5. Must end with a conclusion that reaffirms your thesis.
  6. Must document all sources in APA style as outlined in the Ashford Writing Center.
  7. Must use at least five scholarly sources, in addition to the text.
  8. Must include, on the final page, a Reference List that is completed according to APA style as outlined in the approved style guide.

Carefully review the Grading Rubric (Links to an external site.)for the criteria that will be used to evaluate your assignment.

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Explanation & Answer

Hi, please see the attached paper. Have a look at it and in case of any edit, please let me know. Otherwise, it is my pleasure to have you as my buddy now and future. Until the next invite, Bye!

Running Head: CULTURAL DIVERSITY TRAINING

Cultural Diversity Training
Name
Institution
Date

1

CULTURAL DIVERSITY TRAINING

2

Cultural Diversity Training
Introduction
The modern organizational world is an epitome of diversity in the workplace. As both
companies and employees go global, there is a need to develop an all-inclusive culture that takes
into account the need of the employees. For these reasons, organizations are now embracing
cultural diversity training as part of their operations. Cultural diversity training teaches team
members how to embrace one another irrespective of nationality, religion, race, ethnicity, or
sexual affiliation in the workplace. It enhances a conducive work environment, which leads to
increased productivity and competitiveness on a global scale.
This paper examines cultural diversity training from different angles. First, there will be an
analysis of the legal implications of creating a training course that discusses culture. Still, under
legal matters, there will be a discussion on the laws and regulations that surround cultural
diversity training. The other subject of study includes the demographic variety of employees and
its implications to controversies surrounding cultural diversity. There are ethical considerations
in cultural diversity training, which will also be subject to discussion in this paper. Lately, there
has been quite a bit of controversy regarding the standardization of cultural diversity training for
global organizations. The paper will address this subject widely. Finally, there will be
recommendations on how to implement cultural diversity training courses.
Legal Issues
Organizational managers need to put into consideration the laws and regulations that
surround cultural diversity in a particular country of interest. This prevents expensive and timeconsuming lawsuits that even threaten the existence of the company itself. No specific rules are
pointing around embracing cultural diversity. The majority of the countries incorporate

CULTURAL DIVERSITY TRAINING

3

discriminatory regulations in the workplace in cultural diversity. The American laws and acts
against discrimination include; Age Discrimination in Employment Act, Americans with
Disabilities Act (ADA), Civil Rights Act of 1991, Civil Rights Act Title VII, Executive Order
11246, Immigration Reform and Control Act, Jury System Improvement Act of 1978, National
Labor Relations Act (NLRA), Occupational Safety and Health Act (OSHA), OlderWorkers
Benefits Protection Act, Pregnancy Discrimination Act, Rehabilitation Act of 1973, Uniformed
Services Employment and Reemployment Rights Act (USERRA), Vietnam Era Veterans
Readjustment Act of 1974 (Pigusa and Mogotlane, 2018). The paper discusses some of the major
acts. First, the law is evident in avoiding discrimination on the grounds of race, religion, sex, and
ethnicity. In some states in the United States, it is also apparent in preventing discrimination on
the grounds of sexual affiliation.
There is some confusion relating to the concept of sex and sexual orientation. Sex in this
context means matters relating to gender, pregnancy, and childbirth, while sexual orientation
stands for the lesbian, gay, transgender, and bisexual community. Every employee should receive
equal treatment. The discriminatory practices referred to in this case, include cases of hiring,
compensation, retaliation, termination, and job assignments (Dalluay & Jalagat, 2016). There is
also the age discrimination act that seeks to protect employees whose ages may be a
disadvantage in an employer's eyes. They mostly include employees between the ages of 40-65.
It covers issues such as pe...


Anonymous
Excellent! Definitely coming back for more study materials.

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