The Texas Education Agency ( Tea ) - 1364 Words

Background The Texas Education Agency (TEA) requires all public school districts and charter schools to submit a technology plan that aligns with the district’s improvement plan and the both Long-Range Plan for Technology, 2006-2020 (LRPT). Each year teachers and campuses evaluate their progress in meeting the goals of the LRPT by completing the Texas School Technology and Readiness (STaR) Chart. The goal is for all STaR chart objectives to be at target level. Submission of a technology plan not only maintains eligibility for various state and federal funding programs, it also helps districts identify areas of need, evaluate future technology requirements and allocate funding to support these objectives. Districts are required to update their technology plan every three years, upon approval, TEA issues a Technology Plan Approval Certificate. The TEA 2014 Progress Report on the LRPT indicates that the current State Board for Educator Certification (SBEC) Technology Applications Standards for all Teachers are in the process of being reviewed. TEA has indicated to the district that the new educator standards will be aligned to the ISTE Standards for Teachers (ISTE-T). This year my district is required to submit a new technology plan. The final draft of this plan has been completed and this needs analysis focuses specifically on â€Å"Objective 3.4: Increase the number of teachers with updated websites meeting district standards as recommended by ISTE-T†. Summary of theShow MoreRelatedThe Texas Education Agency ( Tea )787 Words   |  4 PagesSite Based Decision Making, more commonly referred to as SBDM, was mandated by the state of Texas for implementation in 1992. The Texas Education Agency (TEA) set the definition of SBDM in 2010 as: Site-based decision making is a process for decentralizing decisions to improve the educational outcomes at every school campus through a collaborative effort by which principals, teachers, campus staff, district staff, parents, and community representatives assess educational outcomes of all studentsRead MoreThe Texas Education Agency ( Tea )935 Words   |  4 Pageshigh performance capability in an intellectual, creative, or artistic area, possesses an unusual capacity for leadership, or excels in a specific academic field† (Aldine ISD Board Policy Manual, 2014). The Texas Education Agency (TEA) provides a state plan, which outlines the standards for Texas schools to be in compliance. It also offers the educational opportunities these students should receive. In fact, there are performance measures for five aspects of G/T programs including student assessmentRead MoreTexas Education Agency ( Tea ) Mandates That The Ard Team1411 Words   |  6 PagesTexas Education Agency (T EA) mandates that the ARD team will make assessment accommodations based on the State of Texas Assessments of Academic Readiness (STAAR) (replacing Texas Assessment of Knowledge and Skills (TAKS) curriculum) in the student’s IEP (Using The manual for parents and students about special education services in Texas, 2012, p. 48). To ensure that the accommodations in the IEP are being followed I would start with a discussion with all involved staff members. In this discussionRead MoreThe Texas Education Agency ( Tea ) Uploaded Their Professional Development Modules Onto Www1546 Words   |  7 Pagescontinue to advance your skills and knowledge even after you’ve already got the job. Professional development comes in many forms, including video training modules. The Texas Education Agency (TEA) uploaded their professional development modules onto www.youtube.com. These videos serve to demonstrate poor ethical choices in a fun way to Texas teachers, current and aspiring . These video training modules often referred to as â€Å"podcasts† have many advantages over other types of professional development. BecauseRead MoreA Discussion Of Administrative Law Essay1181 Words   |  5 Pagesfederal, state, and local agencies must define the policies and regulations of the statutes. The rules and regulations established by the agency are known as administrative laws (Walsh, Maniotis, Kemerer, 2014). Educators must follow the laws passed by the state legislature such as the Texas Education Code (TEC), which contains numerous guidelines related to the education of our students (Essex, 2008). Administrative laws impact the daily instruction of the K-12 education system. Educators mustRead MoreConstitutional Law Mandates Procedures For Education859 Words   |  4 PagesConstitutional law mandates procedures for education that can be found in the United States Constitution and the Texas Constitution of 1876. Constitutional law deals with the funda mental principles by which the governments exercise its authority; therefore, making it necessary to amend the constitution as the country’s beliefs and values change. Both the U.S. Constitution and Texas Constitution, demonstrate a parallelism between civil liberties that guarantees personal freedoms that the governmentRead MoreDyslexi A Specific Neurological Learning Disability1508 Words   |  7 PagesDefinition The Texas Education Code defines Dyslexia to mean a disorder of constitutional origin manifested by a difficulty in learning to read, write, or spell, despite conventional instruction, adequate intelligence, and sociocultural opportunity. â€Å"Related disorders† include disorders similar to or related to dyslexia such as developmental auditory imperceptions, dysphasia, specific developmental dyslexia, developmental dysphasia, and developmental spelling disability (Texas Education Agency, 2014). HoweverRead MoreEssay TAAS Test and STAAR Educational Test in Texas1511 Words   |  7 Pagesthe 1990’s, I grew up taking the TAAS test or Texas Assessment of Academic Skills. I did not know why we had to take them but everyone had to and teachers tried to prepare us as much as they can. Then in the 2003, the state decided to change it to TAKS test or Texas Assessment of Knowledge and Skills. I knew that I had passed, but as a student we do not question why we have to take thes e tests. We are only told that they are important to our education and graduating to the next grade or from highRead MoreThe University Interscholastic League Of Texas Essay1740 Words   |  7 PagesINTRODUCTION The University Interscholastic League – commonly referred to as the UIL - facilitates academic, athletic, and music competitions for elementary and secondary schools across the state of Texas. The University of Texas at Austin started the UIL in 1910 as two separate organizations, the Debating League of Texas High Schools and the Interscholastic Athletic Association. In 1913, the organizations merged and became what is known today as the University Interscholastic League, commonly referred toRead MoreJob Analysis Paper1427 Words   |  6 Pagesdirectly to development of numerous other significant workers (tools): job requirements, job assessment as well as job performance criteria† (Spector, 2008). Today families are shattered, language barriers are high, violence is a standard, and then education which does not get to high a priority. Counselors typically deal with these types of students that have tangible needs, emotional troubles, and behavioral issues. Counselors have an ear for listening; shoulders to cry on and a firm facilitator for

A Report On Hurricane Katrina - 1418 Words

Ashton Foster Ms. Barnett Pre-Ap earth Science 14 December 2015 Hurricane Katrina On August 23, 2005 one of the biggest hurricanes to hit the United States formed, over its eight days it killed 1,830 people. It caused one hundred and eight billion dollars in damage, and reached wind speeds of 173 miles per hour. Hurricane Katrina was caused by multiple things. It also caused multiple things like flooding and damage. The Hurricane also traveled great distances before it dissipated. This hurricane was caused by earth’s weather systems, which is very complex and hard to predict. And it was very devastating, and powerful as it formed, moved, and finally dissipated. Hurricanes never always start off as hurricanes. Hurricanes form near the equator most of the time. Different kinds of names are given to these unique storms based on their size and where they first formed. They are categorized from tropical disturbance, tropical depression, tropical storm, and finally a Hurricane. The first thing a hurricane needs to form is warm ocean water which is at least 80 degrees Fahrenheit, it also needs hot, wet air. That is why almost all hurricanes form over tropical regions close to the equator. The second thing a hurricane needs to form is wind, which is usually blowing westward across the Atlantic towards the United States. As the wind passes by it cause the warm water to evaporate and it rises. As it rises it cools and condenses creating clouds, theses clouds are only start of aShow MoreRelatedA Brief Report On Hurricane Katrina3154 Words   |  13 PagesTaehyun Chang ENGR 183EW July 28 2014 Postmortem Report on Hurricane Katrina Abstract Hurricane Katrina and the subsequent flood were the most costly natural disaster in the history of the United States. Nearly 2,000 people died in the entire area where the hurricane and flooding occurred, though this area included vast regions outside of New Orleans metropolitan area. This ethical analysis examines the role of levee design and maintenance, which was under the primary authority of the U.S.Read MoreDisaster Management Of The Hurricane Katrina Essay1596 Words   |  7 PagesIntroduction In today’s world, there has been one disaster or another, and hurricanes are one of those disasters that always happens. But, for one reason or another we are never prepared or understand the danger of any type of hurricane over a category one. Most of us have been through many hurricanes, like this learner who has lived in Miami, Fla. for over 30 years, and experienced her last hurricane which was Hurricane Andrew. Warnings are always given, first responders are trained to all waysRead MoreKatrina: What Went Wrong?1726 Words   |  7 PagesMonday morning, 29 August 2005, this is a day most New Orleans residents will never forget. This was the day a category 5 hurricane named Katrina made its catastrophic debut to the Gulf Coast region and killed over 1,300 people. (The White House, 2006, p. 1) After it was all said and done, the nation was shocked at the events that unfolded in Alabama, Louisiana and Mississippi and people were left wondering, â€Å"What went wrong?† National Geographic reported that the storm originated about a weekRead MoreThe National Incident Management System1253 Words   |  6 PagesIntroduction Hurricane Katrina was the largest, deadliest, costliest and the 3rd strongest hurricane to ever strike the United States. Katrina was sixth overall in strength of recorded Atlantic hurricanes. It was rated a category 5 based on The Saffir-Simpson Hurricane Wind Scale, meaning, Katrina was among the strongest hurricanes that can form on planet Earth, with winds up to 175 mph. It occurred on August. 24, 2005, killing over 1,800 people roughly, mostly from Louisiana (1,836) and MississippiRead MoreNew Orleans : Hurricane Katrina1686 Words   |  7 Pagesof Mother Nature became to be known as Hurricane Katrina, a category 5 hurricane with gusts peaking at 174/mph according to the Safir- Simpson wind scale (SSHS). With this Hurricane having its path directly on a city only being on average 1-2 feet below sea level, it created conditions for serious havoc (NOAA, 2012). The aftermath left a serious physical imprint on the city, which has the potential to never be removed. This imprint left by Hurricane Katrina caused extensive damage to 134,000 housingRead MoreHurricane Katrin Emergency Planning1185 Words   |  5 Pages3 Assignment – Hurricane Katrina HSM315: Emergency Planning Hurricane Katrina was an extraordinary act of nature that created massive human tragedy. Experts say that Hurricane Katrina was the most destructive natural disaster in U.S. history. This massive hurricane brought with it catastrophic floods, obliteration of numerous homes and business, ruined the offshore energy infrastructures, and caused an estimated $96 billion dollars in damage. The aftermath of Hurricane Katrina resulted in anRead MoreHurricane Katrin Hurricane Devastation1291 Words   |  6 Pages Hurricane Katrina was a storm that should not have caused as much damage as it did. Hurricane Katrina was category one when it made landfall in the state of Florida and was only a category three storm when it made landfall at the Louisiana-Mississippi border (Zimmerman). The weak infrastructure and physical characteristics of cities like New Orleans experience a much greater impact than would normally be expected with a category three hurricane. 1,833 people were killed , the majority ofRead MoreHurricane Katrin A World Country1302 Words   |  6 PagesAfter Katrina made landfall, Mississippi and Louisiana looked like a third world country. With over 50 levee failures and numerous levee breaches causing severe flooding in 80% of the city and 180,000 in structural damage the cities were faced with a death toll of 1,300 casualties (Hurricane Katrina Rebuilding). Half the cities were sitting under water, which made it hard for rescue missions, recovery and evacuation organizations to be able to begin the recovery phase. What made it even harderRead MoreHurricane Katrin A Devastating Storm1576 Words   |  7 PagesHurricane Katrina was a devastating storm that ravaged New Orleans, but it was more than just a natural disaster. The general public and even some top officials are quick to dismiss this great storm as an inevitable force of mother nature as if it was just another hurricane of the season. In doing so, they subscribe to a mindset that is actually a disservice to those who suffered Hurricane Katrina’s wrath. A myriad of publications like Come Hell or High Water, Overcoming Katrina, and There is NoRead MoreHurricane Devastation Of Hurricane Katrina1355 Words   |  6 PagesHurricane Katrina Natural disaster often happens anywhere in the world, However we may have time to evacuate if we get warnings such as earthquakes, tsunami etc. Hurricanes happen without having time to let people evacuate. This report will provide information about the hurricane Katrina that took place in August 28 2005. This report will provide information from different source that is provided online and in the library which will show information before the storm and flooding, during the storm

The Impact Of North American Colonization On Native Americans

During the time period of 1607, when the first British colony was established in America, to the last established colony in 1733, differences in each colony was evident due to the different beliefs of conduct in colonization and government. All of the colonies, however, faced unbelievable difficulties upon collaborating with Native Americans, some much severe than others. Furthermore, the impact of North American colonization affected not only Britain and the Natives, but all of Europe as well. Jamestown, Virginia settled in 1607 with the ambition of extracting wealth form the land, whether by collecting gold or farming and selling harvests. These settlers were rich, powerful gentlemen who traveled across the sea to America in search of easy riches. They arrived amid a group of Native Americans called the Powhatan, who they later have awful encounters with and cause the death of many English men. In addition to these encounters, the location of the poisonous peninsula also lead the cause of death for the newly arrived settlers, and in the first nine months less than half of the colonists were able to survive. Nevertheless, these rich gentlemen had no intention in commuting to field labor, due to their social standards, it was dishonorable and humiliating, they rather starve than work and that was precisely what happened. Because of the colonist’s stubbornness, they depended heavily upon the Powhatan and the sporadic deliveries from England for food, yet many of their deathsShow MoreRelatedBenefits Of The Spanish Colonization1409 Words   |  6 Pagesfrom the spanish descendents. These people over the course of hundreds of years, because this specific colonization began hundreds of years ago. Brought upon us many great opportunities and changes for our society today, but one thing in particular are benefits brought by Spanish colonizations. In this essay the reader will learn about what benefits exactly were brought by Spanish Colonization and how some of these benefits, benefit The United States today. So let this journey began. ThroughoutRead MoreThe Colonization Of Native Americans1377 Words   |  6 Pages1492 that the â€Å"first people† make their way as well. The Europeans walked in and saw the Natives as the wildlife of the region and considered themselves the founders, and the Native Americans were heavily influenced and conflicted with the tidal wave of European colonization. Following the arrival of Christopher Columbus in 1492, colonization of Native American territory began. Afterwards, life for Native Americans became rather harsh, and genocide is an accurate term to describe this event. Their populationRead MoreNative North Americans : Justification For Indians1545 Words   |  7 Pages Native North Americans: Justification for Indians   Ã‚  Ã‚   Throughout the history of America many people, and even countries have helped create the government and all the cities to be what they are today.   Without those who traveled here in the 15th, and 16th century many of us wouldn’t be here now; living free, and comfortably with many jobs and opportunities for ourselves. With greatness there is always a downfall, but because we worship and thank early settlers we do not pay much mind to those whoRead MoreEuropean Colonization Effects1222 Words   |  5 Pagescolonizing the Americas. The effects of colonization were reflected in different groups of people. Some effects were bad and some ere good. There are different perspectives about colonization. Some people think that the colonization was a great event that happened to the Americans and Europeans. However, as Murrin’s article states and in my opinion the European colonies in the Americas were not completely positive development and affected them in variou s ways. Colonization was almost a tragedy for some groupsRead MoreOccupied America Chapter Summary1328 Words   |  6 PagesChapter 4: â€Å"Remember the Alamo: The Colonization of Texas†; and Chapter 5: â€Å"Freedom in a Cage: The Colonization of New Mexico. All three chapters are from the book, â€Å"Occupied America, A History of Chicanos† by Rodolfo F. Acuna. In chapter three, Acuna explains the causes of the war between Mexico and North America. In chapter four, Acuna explains the colonization of Texas and how Mexicans migrated from Mexico to Texas. In chapter five, Acuna explains the colonization of New Mexico and the economic changesRead MoreThe Native Americans1282 Words   |  6 Pages Genocide, I never expected there to be so much debate regarding the definition for this word, much less for acts that seem to fit precisely within its definition. In order to better understand if what happened to the Native Americans was genocide or not we need to get a cle ar definition of this word. According to the United Nations, genocide is, â€Å"Any of the following acts committed with intent to destroy, in whole or in part, a national, ethnical, racial or religious group, as such: killing membersRead MoreThe Impact Of European Expeditions On The American Regions Essay1203 Words   |  5 PagesThe impact of European expeditions in the American regions during the late 1400s and early 1500s was substantial. Entirely motivated by god, glory, and gold; the Europeans brought many things to America. Including death, food, religion, metal tools, and language. Starting around 1492, Columbus was trying to find a faster route to Asia. Instead, he found an entirely different continent that would later be named America. One of the most notable things they brought was death. Bartolomà © de Las CasasRead MoreImpact Of Native American Life Before The Columbian Exchange1724 Words   |  7 PagesNative American Life Pre-Contact- There were many diverse Native American people before the arrival of Europeans. I am talking about Nativ e American societies before Columbus arrival in 1492. Most Native American communities organized as tribes with their environment severely impacting and shaping their lives. Native Americans in the Southwest had a strong agricultural society with maize being a staple food, an example being the Hopi in modern day Arizona. Those in the Northwest and Great PlainsRead MoreThe World Regional Geography Textbook1151 Words   |  5 Pagesmainly positive impact on people around the world, however there have also been negative impacts, too. It affects the political, economic, social, and cultural aspects of the world positively and negatively. Politically, globalization started mostly because of colonization which also helped shape the world today. The positive side of colonization is that many countries and regions of the world became very developed, including the USA, Europe, and parts of Asia. As colonization began in the 1490sRead MoreSpanish And British Colonization Of The New World970 Words   |  4 Pagesrelatively at the same time their colonization efforts we’re extremely different but had some overlapping similarities. The differences include the two nations different reasoning to explore the New World, their relationship with the Natives, and it types of governments that they attempted to set up. Although some of these differences might not seem as if they are very important, they helped one nation do you better than the other one when it came to colonization efforts. First, the Spanish and

International Policies And Laws For The Effective Working

Every government has its own saying on how its economy needs to be run. Thus these political powers cannot be forced to take measures in favor of climate change so there is a need to make national and international policies and laws for the effective working on targets irrespective of will, to bring about emergency measures. Goal 13 ensures proper disbursement of resources through proper funding from various sources not only channeling the funds in the right path but also spreading the word to other countries about the need to take part in this sincere effort through awareness by education. This investment is measurable by the fact that funds collected from various sources can be calculated and tallied. Transparency into implementation will be particularly important since different countries have different production patterns and consumptions (data taken from surveys) thus strategies obtained from promotion of climate change planning will ensure proper disposal of funds and thus prog ress of targets can be monitored keeping in view the rapid urbanization and providing policy recommendations on the investment. Teaching young children about the growing need for the adaptive measures will surely bring future leaders who would give significance to such environmental issues. ARE THE TARGETS CURRENTLY MEASURED? Previously, efforts have been made into taking measures into preventing climate degradation caused by deforestation. REDD was suggested as climate change mitigationShow MoreRelatedThe Horrors and Statistics on Human Trafficking in the United States1146 Words   |  5 PagesSituation: Every year in the United States, there are an estimated 14,000- 17,500 people trafficked across our boarders. The issues of international human trafficking have only recently been brought to light as an increasing problem within the United States. The department of homeland security, which consists of many branches such as Customs and Border Protection, Immigration and Customs Enforcement and the U.S Coast Guard, are some of the top combating agencies against human trafficking. With theRead MoreMy Great Aunt Grew Up From An Era954 Words   |  4 Pages† While she would be working in the laboratory, men from other departments walked in and ripped open her lab coat to see her breasts. Then they wou ld remind her that they were the reason she did not belong there; they said that her body was meant for having babies- not conducting experiments. It was nearly an everyday battle to do what she loved with all the humiliation and degradation she experienced. Her own husband thought it was an embarrassment to have his wife working outside of the home. SheRead MoreReport Of Labor Issues Of Starbucks1473 Words   |  6 Pagesconsultant, need to target the value chain to improve the working conditions for coffee pickers in Costa Rica. The problems of Starbucks in Costa Rica: The working condition is harsh like any other plantation industry. Low wages, terrible living condition, no employment security and long working hours are the common issues. According to the International Labour Organization (ILO), decent work sums up the aspirations of people in their working lives. It conclude the opportunities for work which hasRead More Employment Laws and Regulation Essay1290 Words   |  6 PagesIntroduction The American employment laws are designed to foster human dignity and in the process provide employees with various tangible benefits. It is therefore expected for employees to be on the forefront in supporting and adhering to them. Likewise if an organization applies effectively these laws, it can benefit massively from dynamic, healthy, motivated, and productive employees. It therefore goes without saying that managers, just like employees, should promote these laws and thus ensures the organizationRead MoreHRM Functions, Policies, and Practices827 Words   |  3 Pagesï » ¿HRM Functions, Policies and Practices: Human Resource Management is commonly known as manpower planning, which is an approach to the management of people in an organization. In the past few years, human resource management has become an integral function across many organizations and a specialized area of study. The increased focus is primarily because of the recognition of the fact that employees play a crucial role in the accomplishment of the overall objectives and goals of the organizationRead MoreThe Legal Regulation Of Sex Work Essay1473 Words   |  6 PagesThe only way to ensure all sex workers are working in a safe and autonomous capacity is the full legalisation of sex work. Further sex work should be regulated in a similar manner to other industries, with full transparency and accountability in order to prevent moral bias and social control models from taking hold. The New Zealand licensing regulations and Australia’s own state laws are good examples of advancements towards the ideal, whilst internatio nal comparisons such as Sweden or the U.S. exemplifyRead MoreAnimal Protection And Breed-Discriminatory Laws1362 Words   |  6 PagesBest Friends opposes breed-discriminatory legislation (also called breed-specific legislation, BSL), which arbitrarily targets particular breeds. Breed-discriminatory laws are not only ineffective at improving community safety, they are extremely expensive to enforce and deplete needed resources from animal control. Centers for Disease Control and Prevention (CDC) (click above for direct link) A CDC study on fatal dog bites lists the breeds involved in fatal attacks over 20 years (Breeds of dogsRead MoreYoung Advocates International Advocate Basic Human Rights in Nigeria1538 Words   |  6 PagesYAI Young Advocates International is a domestic human rights organization based in Nigeria. It seeks to promote the basic tenets of the universal declaration of human rights (UDHR) through advocacy. Introduction The international drug control effort began fifty years ago with the aim of eradicating the abuse of certain drugs by controlling their supply. A complex international system of enforcement grew on this belief in supply control. Five decades on, the empirical data is available and overwhelming;Read MoreThe Human Rights And Csr980 Words   |  4 Pagesthe MNE is not subject of the international law; consequently, the rights and obligations regarding human rights and CSR are fairly vague. On the same hand, the UN guiding principles are soft law as they impose â€Å"voluntary standards† for corporations. Nevertheless, it is imperative that the UN guiding principles got some teeth to it as they can be exploited for some legal arguments as we will explain in question c. Indigenous b. How would you develop a human rights policy for the company? The best approachRead MoreThe International Human Rights Regime Has Its Weaknesses And Flaws1093 Words   |  5 PagesRam Chadha HR Final Exam The question that states that the international human rights regime does not have a hard enforcement mechanism and until there are serious consequences to violations, states won’t comply with human rights is a topic I happen to disagree with. I realize the international human rights regime has its weaknesses and flaws. However, these weaknesses are due to inescapable aspects of our disordered global society, especially the principle of state sovereignty. At the end

Living The Life Of Dc Chinatown - 1402 Words

LIVING THE LIFE OF DC CHINATOWN For our project, we are created to make a 15 - 30 minute documentary of the ethnic enclave of Chinatown, DC. Our report itself gives the history of the area to elaborate on how the area was created, to tell where most of the Asians Americans came from, and to estimate how old the area is. We will also illustrate the layout and demographics of the area. In the actual video, we travel to Washington DC to interview people that live inside and outside of the Chinatown area to get a better understanding of what Asian America is in DC. We will ask people outside of the enclave some various questions. The point of asking people outside of the enclave is to see the stereotypes of the Chinatown. Finally, by comparing†¦show more content†¦However, it turns out that the Chinese immigrants faced discriminations and false hospitality thus creating an enclosed area specifically for Asian Americans. The creation of this specific Chinatown was built as a defense mechanism as a way to keep t he new immigrants safe and to create more employment for the immigrants. However, in 1931, the original Chinatown was disbanded by the government to create the Federal Triangle and other projects. Because of this, Chinatown was later moved to along H Street NW between 5th and 7th. However, in 1981, the US Census noticed that Chinatown in decreasing in population size mainly because successful Chinese Americans have migrated into the suburbs and Virginia. Another reason why Chinatown is decreasing is because Chinatown is facing gentrification as new projects are ‘rolling in for downtown’ (Wang, 2015). In 2010, there was a report that Chinatown only has around 300 residents. Today, the enclave contains 21% Asian Americans where as in the 1990’s, the population was 66% Asian. To see whether it was true, we went down to Washington DC to observe and figure out what was it like to live in Chinatown. For the past few weeks, we discovered that Chinatown is always busy. The noises of the busses were extremely loud and the area was crowded with people from all different backgrounds. The only thing that stood out for us was the fact that

Performance Management Policy Of Coles †MyAssignmenthelp.com

Question: Discuss about the Performance Management Policy Of Coles. Answer: Introduction Human resource management is one of important parameters of a company and organization. Delving deep into the aspect, the resources, which the personnel use for the managing the business activities connotes the true essence of human resource management. This is a very broad topic, which includes within it various and wide-ranging aspects (Tyson 2014). This assignment specifically deals with the policies implemented by Coles personnel for managing the performance of the employees. Policies can be correlated with the aspect of management in terms of moulding the employees into the organizational requirements. Detailed approach of the assignment enhances the clarity of the readers regarding the specifications of the performance management policies in companies like Coles. Purpose The policy taken into consideration is Performance Evaluation by National Office. The main purpose of this policy is to set appropriate appraisals for the efforts put in by the employees. Inspection of the performance by the members of the National Office helps the managers of Coles in valuing the efforts of the employees (Coles.com.au 2017). In other words, the major drive behind introducing the policies of performance management is to extract the best out of the employees. In other words, the main reasons for abiding by this policy are to strengthen the bondage between the managers and the employees. Policy in this direction reflects the legal touch on Coles in terms of safeguarding the Cole personnel from the illegal activities. Herein lays the appropriateness of hiring the National Office personnel regarding inspection of the performance of employees (Coles.com.au 2017). This policy is exercized in coles through the following objectives: Measuring and regulating the performance of the employees. The National Office members assist the personnel of Coles in this evaluation process. This evaluation includes consideration of the attributes exposed by the employees towards the execution of the allocated duties and responsibilities. Within this, the Officers take special note of the outcomes of the levied orders and instructions on the employees. Along with the evaluation, one of the other purposes of the policy is to ensure that the employees and the other personnel are updated about the performance objectives and their results. This awareness helps the employees of Coles in direct initiation of the allocated duties and responsibilities after two or three training sessions (com.au 2017). Within this, the managers make it a point to check the reliability and accessibility of the identified and the specified goals. Along with this, the policy also helps the managers to excavate the need for training by evaluating the initial phases of completing the allocated responsibilities. Motivating and encouraging the employees for exposing consistent performance is one of the other purposes of this policy. The managers of Coles apply effective management techniques for regulating the performance of the employees. This is done by setting goals, objectives and key performance indicators for the employees (com.au 2017). Scope The members of the National Office of Australia investigate the performance of the employees of Coles. The managers are a medium in this process, who intimates the recent human resource management activities in the workplace. These activities reflect the interconnection between the internal and external environment of Coles. Social media connects the workplace of Coles with the external agencies (Coles.com.au 2017). The funds for this policy come from the expenses of the National Office of Australia, which is tracked regularly. As a matter of specification, the personnel are to send drafts regarding the utilization of the funds in executing the activities related to the implementation of the performance management policy. The related policies are Code of Conduct, Statement of Corporate Purpose and Managing Unsatisfactory Performance. For effective evaluation of the employee performance, adherence to the code of conduct is a crucial element. Sending drafts about the outcomes can be considered as the Statement of corporate response, as it is sent to the National Office staffs (Coles.com.au 2017). In case of the achieving negative outcomes, the managers of coles need to apply effective management techniques for restoring the lost productivity. Herein lays the importance of the performance management systems. Viewing it from the other perspective, all the related policies are set by the National Office staffs, which the personnel of Coles are entrusted to follow. Out of the three related policies, code of conduct is the most important, as it indicates the behavior, which the employees and the managers are to expose in the workplace environment. Code of conduct can be considered as the solution for managing the unsatisfactory performances exposed by the employees. In terms of the serious cases, the law officials are hired, who take serious actions against the employee (Coles.com.au 2017). Policy statement Statement acts as a document for the companies and organizations in terms of safeguarding themselves from the illegal instances. These statements are the proof in terms of validating the policies introduced. This framework is an integral part of the Performance Management Policy of Coles. This policy is designed for assisting the managers in terms of regulating and evaluating the performance of the employees. The forms of this assistance are developing the accountabilities, key performance indicators and training resources for achieving excellence. All the departments of Coles possess the authority to implement the policy according to the identified and the specified objectives (Coles.com.au 2017). This is according to the estimated plans and time frames for reviewing the exposed performance and the additional requirements needed to reach to the benchmark level of performance. The managers, staffs and Board of Directors are to comply with the agreements, terms and conditions. The Directors should negotiate with the stakeholders and shareholders within February/March of every year. After 6 months, that is in June/July, evaluation of the reviews need to be executed. One of an important aspect of the policy is the signed agreement within 2 months of being allocated a duty or being posted to a position (Coles.com.au 2017). Activities Employee performance valuation activities of Coles Company identify the major objective behind process of performance valuation. In addition, performance evaluation activities of Coles also offer general guidelines in carrying out the performance evaluation (Azzopardi and Nash 2013). Considering several human resource performance benefits, Coles Company has decided to certain performance evaluation activities through establishing performance management procedures and policies that has facilitated the company in attaining organizational goals. Coles has two types of functions including evaluative and developmental function. To evaluate the effectiveness of training and reward programs on the performance of employees, the company has existing policy of carrying out performance appraisal, individual performance evaluation and develop an evidence based collection process (Chen and Fong 2015). Evaluation process of Coles Company regarding a job performed by employees includes regular review of job activities along with maintaining performance standards with anticipated results and documentation of an employee performance plan. Performance valuation activities of Coles company also includes performance feedback strategies that include formal and informal feedback. Informal feedback process of Coles is on-going along with constant flow of formal feedback before the final performance evaluation or appraisal (Coles.com.au. 2017). Employee performance evaluation activities followed by Coles are explained below: Role responsibilities- Coles also makes sure that performance of employees are evaluated based on responsibilities that are relied on the aspects included in job description and other assigned duties. Moreover, performance evaluation activities of Coles is also relied on the extent took which employees performed satisfactorily on regular duties of assigned job (Hunter and Nielsen 2013). Individual goals- Performance evaluation of Coles also focuses on analysing individual employee responsibilities that is relied on employee adherence to the aspects of job description and several assigned duties. Moreover, performance evaluation is relied on the extent to which employees perform satisfactorily in their regular duties of assigned job (Nielsen and Hunter 2013). Behaviours- Performance of an employee is evaluated by Coles through analysing the ways in which employees act on performing responsibilities and attaining organizational goals. Employee behaviour is evaluated based on measuring and focussing on the ways in which works are achieved and based on behaviours listed in Coles Company Behaviour Guidelines (Parker et al. 2013). Overall evaluation- The Company conducts overall employee performance evaluation through tracking how well an employee performed based on his/her yearly track record on behaviour, personal goals and role responsibilities. Overall evaluation activities of the company are supported by proper documentation and comments and are reviewed with employee after approval of the manager. One-On-One meeting- Another performance evaluation activity followed by Coles is face to face performance discussion with employees. Open and frequent communication all through the year along with regular review of employment program and collective bargaining agreement is carried out by the company for analysing performance of employees. Accountabilities Coles Company is accountable in constantly reviewing employee performance evaluation policies and practices to make sure that these remain consistent with the business strategy of company in adherence to business objectives and strategy along with values and culture. The company also maintains the responsibility of maintaining appropriate performance evaluation, management, and succession planning and development activities to establish a high performance company culture (Pollitt 2013). Employee performance evaluation responsibility is well addressed by Coles Company as a part of performance management process. This is for the reason that this serves as an effective tool that can support employee development and improvement. Being accountable in performance valuation of employees, Coles Company carries out regular short meetings along with recording and discussing milestones successes and accomplishments. Fulfilling these accountabilities facilitates Coles Company in monitoring progress on performance goals and offering development programs as required. Moreover, carrying out short meetings decreases excessive effort that is required for preparing and carrying out yearly employee performance reviews. This is because the company has been accountable in tracking performance and progress along with offering necessary feedback when it is highly valuable (Wang et al. 2016). Coles Company considers it to be its accountability that in maintaining appropriate performance evaluation techniques it ensures performance standards and expectations to the employees. This facilitates the companys employees in differentiating among unacceptable and acceptable behaviours in performance along with decreasing certain misunderstandings. While carrying out performance evaluation Coles Company makes sure that: It coaches its employees in a manner that makes two-way communication effective along with reinforcing desired behaviours Employees professional and career development are supported by the company in order t make them highly accountable for it The company takes the responsibility to make sure that employee performance evaluation reviews are submitted by assigned deadline In developing proper employee performance evaluation activities, Coles Company considers itself accountable in: Developing effective practice performance management process (Wang et al. 2016). Setting realistic deadlines in completing every step within performance evaluation process Developing and explaining performance evaluation rating scale along with analysing distinct performance levels and the ways in which the company expects such ratings to be used Offering training to employees and managers regarding the performance evaluation process along with explaining the steps involved, related responsibilities along with benefits attained by all that addresses specific performance valuation needs considering job responsibilities of employees Conclusion The objective of this paper was to evaluate the performance management and evaluation policies of Coles Limited Company. From completion of the paper it is gathered that To evaluate the effectiveness of training and reward programs on the performance of employees, the company has existing policy of carrying out performance appraisal, individual performance evaluation and develop an evidence based collection process. The company also maintains the responsibility of maintaining appropriate performance evaluation, management, and succession planning and development activities to establish a high performance company culture. Evaluation process of Coles Company regarding a job performed by employees includes regular review of job activities along with maintaining performance standards with anticipated results and documentation of an employee performance plan. Moreover, employee performance evaluation responsibility is well addressed by Coles Company as a part of performance management pro cess. This is for the reason that this serves as an effective tool that can support employee development and improvement. References Azzopardi, E. and Nash, R., 2013. A critical evaluation of importanceperformance analysis.Tourism Management,35, pp.222-233. Chen, L. and Fong, P.S., 2015. Evaluation of knowledge management performance: An organic approach.Information Management,52(4), pp.431-453. Coles.com.au (2017). About us. Available at: https://www.coles.com.au/ [Accessed on 7th November 2017] Coles.com.au., 2017.About Coles. [online] Available at: https://www.coles.com.au/about-coles [Accessed 7 Nov. 2017]. Hunter, D.E. and Nielsen, S.B., 2013. Performance management and evaluation: Exploring complementarities.New Directions for Evaluation,2013(137), pp.7-17. Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management.Academy of Management Annals,8(1), pp.1-56. Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource management the next approach?.The International Journal of Human Resource Management,25(8), pp.1069-1089. Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016.Human resource management at work. Kogan Page Publishers. Nielsen, S.B. and Hunter, D.E., 2013. Challenges to and forms of complementarity between performance management and evaluation.New Directions for Evaluation,2013(137), pp.115-123. Parker, D., Verlinden, A., Nussey, R., Ford, M. and Pathak, R.D., 2013. Critical evaluation of project-based performance management: change intervention integration.International Journal of Productivity and Performance Management,62(4), pp.407-419. Pollitt, C., 2013. The logics of performance management.Evaluation,19(4), pp.346-363. Purce, J., 2014. The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Sparrow, P., Brewster, C. and Chung, C., 2016.Globalizing human resource management. Routledge. Storey, J., 2014.New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Tyson, S., 2014.Essentials of human resource management. Routledge. Wang, J., Ding, D., Liu, O. and Li, M., 2016. A synthetic method for knowledge management performance evaluation based on triangular fuzzy number and group support systems.Applied Soft Computing,39, pp.11-20.

Culture Managerial Implications Management â€Myassignmenthelp.Com

Question: Discuss About The Culture Managerial Implications Management? Answer: Introduction As business now a days operate globally and is a growing trend in global markets. Due to high level of competition in global markets, it is a major concern for most of the businesses to acquire and retain the skilled, talented and experienced human resources. Thus, there is a growing demand of outsourcing human resources and effectively adjust the shortage gap in the human capital (Bresciani and Comi, 2017). Also, global operation of companies has led to the requirement of hiring foreign employees or workforce from various countries and locations, different cultural backgrounds and origins etc. Managing a diverse workforce is one of the biggest challenges faced by the managers in every organization. Managers in every organization have to timely address the raising problems on cultural differences as well as address the concerns on how the managers communicate their decisions effectively that focus on equal benefits to both the organization and the human resources. The expansion and shift of business from local to international or global markets help the managers to gain an in depth understanding of the significance of cultural diversity in the workplace, specifically in the management of human resource that mainly deal with diverse set of employees at each level of organization (Bresciani and Comi, 2017). International working teams are found commonly in most of the businesses these days. Companies interact with members of different national cultures and develop a strong business relationship bond with them. This also includes their customers, business partners as well as employees. Managers work is highly influenced by the creation of global economics and thus the need to manage issues of communication and controlling in multi national companies of multi cultural environment is a significant interest now. Managers, these days have gone through unending competitive challenges in employee management of different cultural nationalities and orientations, considering the basic human psychology of responding to crucial situations culturally (Hopkins and Scott, 2016). Thus, understanding the concept of cross cultural management is very important for all the managers in globally operating businesses. The main aim of this report is to assess the similarities as well as differences of manag erial processes and organizational culture in diverse workforce or cross cultural environment and understand the wide range of issues faced by managers as well as organization in such a cross cultural working environment. The wide range of issues covered in the report include - Individualism versus Group Orientation, Communications, Decision Making, Autocratic versus Delegate Leadership, Superior Subordinate Relationships and Managing Teams. Also, in order to discuss these concepts of organizational culture and cross cultural management, the countries chosen are China and USA. The Concept of Cross Cultural Management (CCM) The growing significance of global business has developed a high demand for managers in managing global workforce skills as well as working with individuals from several different countries. The Cross Cultural Management (CCM) can be described as acquiring cultural synergy, intercultural effectiveness and productive diversity on the performance of human resource management across several cultures, through procedures, policies and processes that include cross cultural type of adaptation and social engagement as well as the skills that include the leadership of teams of cross cultural type. In other words, cross cultural management can be defined as the individuals behaviour in global organizations which clearly reflect on how the employees or people with different backgrounds and culture work together in an organization and fulfil their job roles assigned. The major concern to effectively manage the employees hailing from different backgrounds and cultural orientations is consider ed to be a significant factor to make an organization successful. Companies dealing with people from different parts of the globe, must essentially take into consideration of cross cultural workforce as the rising conflicts can lead to failure of the company. Various researches have been carried out to identify the impact and significance of cross cultural management and the range of conflicts related to it. It has been found that there is a significant difference in the attitudes and behaviours of employees and managers across the globe. Also, this is mainly associated with the national culture managing the differences in work related attitudes and values over other significant variables such as profession, gender, age and position within the organization (Bresciani and Comi, 2017). These differences are further segregated into four cultural dimensions. They are individualism and collectivism, power distance, uncertainty avoidance and masculinity and femininity (Z. Khairullah and Y. Khairullah, 2012). Assessment of Similarities in Managerial processes and Organizational Culture In this section of the report, the assessment of similarities that exist in managerial processes and organizational culture in China and USA will be discussed. Chinese are among the most hard working people and thus, they give more focus on innovation and technologies. On the other hand, United States is considered to be a highly advanced country utilizing wide range of innovations and technologies in their businesses. Both the countries, China and United States believe in providing wide range of opportunities to their employees and motivate their employees to put their best efforts in organizational success (Weihrich, n.d.). This clearly means that the employees in China and United States are provided opportunities to express their ideas, thoughts and experiences and give their best services to organization. Managers in both the countries are supportive and provide employees with necessary tools and technologies to carry out the organizational activities. Managerial processes and pl anning in United States organizations are mainly short term oriented and whereas, in China, though the managerial processes and planning focus on long term, they do consider short term plans when necessary. Managerial processes involved in business planning in both China and United States make use of top down approach and thus, the flow of information related to business processes is from top to bottom. In terms of organizing under management processes, individual responsibilities are provided to employees in both the countries and thus, employees are open to wide range of challenges and competition in the global market. Also, yet another similarity between China and United States in terms of organizational culture and structure is that they follow formal bureaucratic type of organizational structure to form their business. Managerial processes under human resource recruitment and selection in both countries focus on acquiring skilled, talented and experienced employees and also efforts put in to retain the experienced and deserving candidates are higher (Weihrich, n.d.). Organizational culture in both the countries, China and United States believe in rapid communication with employees at each level. In order to motivate employees, and to make them highly productive, organizations in China and United States providing effective and efficient Training and Development Programs. All the decisions coming under managerial processes are taken by the leader or the head of the group. Organizational culture in both China and United States are designed often in directive style, which means the culture defines determined, strong and firm organizational goals, mission and vision. As the organizations use top down approach, the communication carried out in both the countries is also in top down format. Any kind of major controls in managerial processes are managed and handled by the seniors or superiors in the organizations. Quality control tools coming under the managerial processes are used in limited number in both the countries, United States and China. Assessment of Differences in Managerial processes and Organizational Culture Though there are certain similarities in managerial processes and organizational culture between the two chosen countries China and United States, there are many differences that exist between these countries and are highly significant. These differences lead to major issues in the organization and ultimately the overall business is affected. Following is the detailed explanation of wide range of differences / issues that are significant in managerial processes and organizational culture in China and United States Individualism versus Group Orientation The factor or more specifically the issue arising from individualism versus (vs) group orientation or collectivism also affect the communication between individuals in both the countries. Geert Hofstede developed a very popular and widely used model for effectively defining the cultural dimensions called Hofstede Model, and individualism versus group orientation or collectivism is one of the factors described in model. Individualism vs group orientation or collectivism are referred to a range or degree to which people in a specific country or location prefer individuality rather than acting as a group members or as a team. This dimensional factor clearly focuses on the relationship that exists between individual people and teams or any larger social group. Organizational culture in the chosen countries vary significantly on the emphasis level they provide (US) on encouraging individuality / uniqueness and on conformity and interdependence (Laowai, 2016). Managers and employees based in United States tend to focus more on themselves and their performance. Also, employees tend to work individually without taking much assistance from their co workers or seniors. In Chinese organizations, employees believe achieving organizational goals and objectives, by collectively working towards them. So in one or the other way employees are interdependent on each other in an organization. Also, their managerial processes and organizational culture define collectivism as their success factor. Organizational culture in United States focus on individualistic growth and also the managers tend to implement this characteristic in all of their employees and help them grow in their domain. When Chinese employees work in US organizations they face a lot of problem adjusting to the working culture and environment (Laowai, 2016). Also, individual rights and duties in the organization are the major concerns for the foreign employees. Employees in United States based organizations believe in bringing up a better quality life individually rather than depending on their seniors or co workers to assist them at work. Whereas in the Chinese organizations the managers and team leaders encourage group work and focus on developing strong relationship between employees at each level and share their ideas, thoughts and knowledge and help each other to accomplish work standards. For the Chinese managers, needs and requirements of a team or group is more important than the individual employee n eeds. When an employee from US based works with Chinese people, he face a lot of problem interacting with a group and work in a group. These issues create chaos in the team and affect the project on the whole. Communications Communication or the style of communication is one such factor that can create chaos between employees and managers in workplace. Managers in Chinese organizations consider people from United States to be very upfront in the way they speak with other people in teams. This has been creating a lot of differences and misunderstanding among the team and miscommunication has affected the work balance significantly. Now, employees in United States organizations are trained and educated in such a way to defend their opinions and ideas which has the ability to create a serious debate or a confrontation and until a person or an employee is proved right, this debate tends to continue (Thompson, 2017). Whereas, people in Chinese culture tend to just agree with the opinions and ideas of other employees in a team and reflect that they honour and respect the opinions and ideas of others. Agreeing terms can create lot of confusion for people working in each other organizational cultural environment . Managers in Chinese based organizations believe that being too direct to express ideas and opinions like US people in a project team is considered to be humiliating and the individual is considered to be rude. Thus, employees and managers from United States organizations believe in direct expression of ideas and thoughts and Chinese employees and managers follow the culture of blunt communication which is a subtle and an indirect way of expressing their opinions and thoughts (Zhang and Yu, 2016). Thus, it can be considered that the employees of United States are more dominant and tough in terms of expression of thoughts and communication and Chinese employees are less aggressive in comparison with US employees. American communication style is considered as highly unprofessional by Chinese people as well as their organizational culture. Decision Making Managers and leaders from United States organizations primarily make the decision through the approach of rational decision making. United States have strong cultural preferences to the idea of individualism and thus, there exists a reputation risks for the decisions made by the managers in the organization. Managers and employees in US based organizations making decisions to enhance their productivity as well as to increase the profitability of the organization provide for acceptance and recognition through shareholder appeal. The decision making approach used by US culture is risky for Chinese culture as it is assumed that the managers as well as employees are provided with unlimited information on the project and also possess cognitive ability to make logical as well as rational choices. The major limitation of decision making approach used by United States people is that it limits creative thinking as per the Chinese organizational culture and managerial processes and also lack s robust and wide range of solutions and options for the process of decision making (Wang, 2012). On the other hand, it is already known that Chinese organizations believe in operating collectively and thus the approach used for the process of decision making in these organizations are full emotional and semi rational perspective. Managers and employees in Chinese organizations work collectively with the aim to achieve a common goal that makes use of structured and formalized approach in their tools of decision - making process (Wang, 2012). This approach used in decision making has the limitation of spontaneity and flexibility of sharing opinions and ideas for the people of American organizational culture. The management of Chinese organizations arrive at a conclusion of viable options and solutions through high propensity for developing relationships with other members in the team and the organization (Wang, 2012). Chinese organizational culture and managerial processes are highly sensitive when compared to the culture adopted in United States decision making process. Due to these cultural preferences, the Chinese management in organizations adopt collaborative method for decision making process and at the end; the management is considered and thought to be a single team. Managers in Chinese organizations develop solutions to problems occurring in teams and project collaboratively over a couple of meetings (Hopkins and Scott, 2016). Thus, for the managers and employees from United States culture, this approach is way too lengthy and time consuming and according to them, decisions in project and teams are to be made dynamically. Superior Subordinate Relationships Just like other factors, the superior and sub ordinate relationships in United States and China also varies significantly. It is already known that the managerial processes and organizational culture of United States focus more on individualism and quick decision making, aggressive and open minded talks and discussions etc. These factors are again adopted in the relationships that exist between senior or managers and their subordinate employees. In the American organizational culture, the superiors or managers foster independence to their employees and the employees are ensured to experience autonomy and openness in the organization. The employees are encouraged to express their thoughts, ideas and opinions in team meetings and each employee is encouraged to have uniqueness in their approach towards project work. The relationship that exist between managers and sub ordinates in United States based organizations lead to high degree of work autonomy for the employees. Due to this cu lture, the conflicts are reduced within a short span of time as managers come and deal with their sub ordinates directly and find solutions to the problem in less amount of time (Chen Hambrick, 2012). This also shows that Americans are more efficient in terms of communication with employees at each level in organization. On the other hand, Chinese organizations believe in group work and thus, individualism is not given importance in the organizational culture (Chaney Martin, 2012). Managers and employees only focus on the project requirements and when it comes to expressing opinions and thoughts, employees are not encouraged as much the American culture does. Chinese believe in adopting indirect approaches and tactics to conflict resolution and does not believe in open discussions for expressing ideas and thoughts and discussions (Ao, 2016). Managing Teams Now, considering the last factor of assessment of differences in Chinese and American culture, the ways of managing teams and teamwork styles also varies in these two countries. The managers in United States culture are more comfortable using project oriented style (Dickson et al., 2012). During the phases of project, the responsibilities and roles are effectively and clearly defined and are equally divided among the members of team depending on their skills and designation. Managers ensure to conduct meetings at regular intervals of time to gather updates from employees and exchange necessary information. Employees are trained and educated to focus on their particular job roles and tasks (Huang, 2015). On the other hand, Chinese managers are more adopted to using people oriented working style and managing teams. Here, the roles and responsibilities within project are not well defined and employees seek help of their co workers or managers whenever they face any issue in the assigned work. Thus, managing teams in Chinese work culture involves them to work in multiple projects in an organization that compete for their resources and time (Huang, 2015). Conclusion Most of the top companies in the world have businesses and operations running all over the globe. The workforce in each region has their own cultural values and practices. It is very obvious that the regional culture influences workplace culture also. In addition to this there is shortage of resources for several businesses which forces organizations to hire employees from different countries (Chen Hambrick, 2012). It is very much possible that these employees hired from a different country could have differences in their cultural values in comparison to the parent company. The management of these companies face certain challenges with regard to difference in cultural values. It is extremely important to respect each others cultural values, at the same time trying to achieve certain company goals and ambitions. Giving importance to respecting each other cultural values and handling conflicts effectively not only helps company to achieve its targets but also increases the brand value of the company globally because these are factors that are considered for rating organizations(Great places to work) It is the responsibility of managers who work on cross cultural teams to be fully aware of these aspects. Managers need to be trained and educated on the topic of cross cultural management. It is important to note that despite so many cultural differences amongst employees there are lots of similarities as well amongst cultures (DeVellis, 2012). It is extremely important to identify and encourage these cultural similarities which can help blend the workforce together. Similarly managers need to follow diplomatic and healthy practices to handle the differences in the various cultures. One of the examples for employee cultural differences are people from United States and China. The people from both the countries have different working style altogether. People in the United States are more individual contributors where as people in China like to work in groups. Another difference is in terms of freedom of expression of thought in Unites States. People in United States have the freedom to voice their opinion, debate topics where as people from China are more used to blunt communication, less discussion. The managers can bridge the gap by devising methods to interact effectively with different cultural workforce. References Ao, Y. (2016). 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