Using the information presented in Practical Project Risk Management Figure 6-3, “Common Influences on Risk Perception,” determine the conscious factors, subconscious factors, and affective factors for this project. Examine how awareness of such factors influences the decision to hire outside vendors. In addition, analyze how the stated factors help improve the overall facilitation and effectiveness of the risk management.

Each individual is asked to prepare a case analysis on FORD (found in our text C277). The expected length of this Case Analysis is 3 – 4 pages, 1-inch all-around margins, single-spaced and Times New Roman 12-point font.

For each of the individual learning preference topics that follow, brainstorm about instructional design considerations specific to your selected business/organization and the identified learner needs from your needs assessment:

• David Kolb’s four basic learning styles
• Ned Hermann’s brain-based approach
• Visual, Auditory, Reading, and Kinesthetic (VARK) model
• Howard Gardner’s multiple intelligences.

Prior to outlining the design considerations for each of the above four topics, you will first need to describe your identified learners and their needs. This information should be from the results of Stage 3 (learning needs) and Stage 4 (learner needs) of your needs assessment assignment completed in Module 3. Continue using the template you have been using to organize your ideas. You may also want to make adjustments to earlier sections based on instructor feedback. This will help keep you prepared for the final project and help inform your future assignments from week to week.

Please ensure that your work is well written, supported by two to three scholarly sources, and in conformance with the CSU Global Writing Center (Links to an external site.). The CSU Global Library is a good place to find these sources. Submit your completed template for grading.

 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.

Conduct an informational interview with a human resource professional in which you explore the leadership side of human resources.

Write a 4–5 page paper which outlines your informational interview with a human resource leader. Explain the leader’s role and unique perspectives of human resource leadership. You will also analyze how this advises you on your own perspectives of being an effective human resource leader. Your paper should be well organized and cover the following elements.

• Introduction.
• Describe the leader’s position and role in the human resource function.
• Examine the leader’s philosophy and approach for being an effective leader and strategic partner. Be sure your interview covers the following facets of leadership and management: 
  • The challenges and opportunities of the interviewee as a human resource leader, and how that differs from their role as a human resource manager.
  • The leader’s approach to influencing people and organizations as a strategic partner.
  • The leader’s advice for being an effective leader.
• Analyze how the leader applies leadership theories to support human resource outcomes. Be sure to cover the following elements. 
  • How theories of leadership did or could apply to the interviewee’s role and responsibilities.
  • How theories of leadership resonate with you after the interview.
• Analyze how key interview findings inform your own personal philosophy of human resource leadership. 
  • How do insights from the interview connect to your own leadership behavior?
  • How do insights from the interview impact your leadership development journey?
• Conclusion.

Additional ​Requirements

• Length: 4–5 typed, double-spaced pages, plus the cover and resources pages. 
  • The first page should be a cover sheet with your name, the course number, assignment title, and date. No other information is required on this page.
  • The last page should be the reference list.
• Organization: Make sure your assignment writing is well organized, using headings and subheadings to organize content for the reader.
• Resources: Use 2–3 references and include both trade publications and peer-reviewed articles to support your assertions with data and in-text citations.
• APA formatting: Resources and in-text citations are formatted according to current APA style and formatting.
• Written communication: 
  • Develop flow with organizational tactics which recognize relationship between the main topic and subtopics.

As a human resource leader, I must make sure I am looking out for the team and the brand that we represent. One cannot represent the team and the company separately. As the HR representative at a Haverty’s location, I must ensure the well-being of my coworkers. We must hire individuals who are team players, as well as those who will represent the brand. I also o must show no biases when hiring, thus making the work environment a diverse and fulfilling work environment. I have to be able to make decision on hiring and firing indivuals based on the company needs in the present and future. 

2. Differences in leadership and management are that mangers manage the front lines and leaderships works with the politics of the company. Managers make sure the employees are doing their part in making the company successful. While leadership handles the budgets, public affairs, and longevity of the company. 

3. When approaching people and other organizations, we must consider their needs and desires. We want to help them while helping ourselves. If it does not benefit the company morally and financially, then we may not need to do business with them. We also have to look within our company for ideas of organizations and what influences can and will affect the company. Our employees play a part in our consumer base, as they may tell their family members the pro and cons of the company. Realistically, the public opinion comes from employees of these companies and organizations. We can also do public surveys on what the community needs and how we can be of assistance in any way. 

4. My advice on being an effective leader is keeping in mind what job you have to do. The brand/company, and those people (employees) who can help make this happen. The over4all longevity of the company is a goal. Without a job we would not be here. And without the team of reliable and proficient employees, a company is not successful. 

5. A theory that leadership can utilize is the Contingency Theory. This theory expresses there is not a set of specific leadership styles. There are different variables within the work environment that call for certain leadership values. It is founded on the principle that no one leadership style is applicable to all situations. Renowned leadership researchers Hodgson and White believe that the best form of leadership is one that finds the perfect balance between behaviors, needs, and context. Good leaders not only possess the right qualities but they’re also able to evaluate the needs of their followers and the situation at hand. In summary, the contingency theory suggests that great leadership is a combination of many key variables. (I GOOGLED THIS) https://corporatefinanceinstitute.com/resources/careers/soft-skills/leadership-theories/

6. My own personal theory is making sure you have a healthy and reliable work environment. Remember you cannot cater to everyone’s needs; you are not here to babysit. This is a job and you must be professionally and responsible. While we need to ensure the longevity of our workers, they must understand that this is a business. Secondly, we must be a barrier between the company and the employees, thus informing the company of the needs of the employees Ndits consumers and informing the employees of the expectations of the company.