Challenges in Identifying Mental Disorders discussion

Challenges in Identifying Mental Disorders discussion essay assignment

Challenges in Identifying Mental Disorders discussion essay assignment

As reported in “Strategic Organizational Diversity: A Model?”, the only sustainable competitive edge that can be unique to an organization is its:

a. reputation.

b. ethical culture.

c. cooperation.

d. workforce.

2. As related in “Your Co-Worker, Your Teacher: Collaborative Technology Speeds Peer-Peer Learning,” how does consultant and author Jay Cross describe the traditional approach to new-product training, and what is his quick assessment of this model? (ESSAY MODE)

According to “Strategic Organizational Diversity: A Model?”, the most convincing argument in favor of diversity is that it:
a. reduces risk.

b. is good for its own sake.

c. is ethical.

d. is financially pragmatic.

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4. As explained in “Strategic Organizational Diversity: A Model?”, what is the thesis of the authors in regards to the goal of diversity? (ESSAY MODE)

5. As suggested in “Strategic Organizational Diversity: A Model?”, how do the authors define groupthink? (ESSAY ANSWER)

6. As quoted in “Your Co-Worker, Your Teacher: Collaborative Technology Speeds Peer-Peer Learning,” what reasons did Health Net’s director of workforce planning give for deciding to implement a learning management system from SumTotal Systems?

7. ? As discussed in “Strategic Organizational Diversity: A Model?”, features of Franco Modigliani’s economic include that:

a. all risk can be eliminated.

b. risk is minimized by diversity.

c. unsystematic risk can only be reduced in a monopolistic society.

d. systematic risk is unique to a company.

8. As defined in “Your Co-Worker, Your Teacher: Collaborative Technology Speeds Peer-Peer Learning,” audio or video files that can be downloaded onto portable digital media players are called:

a. podcasts.

b. weblogs.

c. iPods.

d. zip files.

9. As claimed in “The Broken Psychological Contract: Job Insecurity and Coping,” when the psychological contract between employer and employee is broken, the result is:

a. mistrust on the part of the employer.

b. job insecurity on the part of the employee.

c. disciplinary action against an employee.

d. formal complaints filed against an employer.

10. As stated in “Strategic Organizational Diversity: A Model?”, the major problem encountered in pursuing diversity is:

a. overcoming suspicion.

b. legal issues.

c. lack of agreement on definition.

d. poor communication.

11. As described in “The Broken Psychological Contract: Job Insecurity and Coping,” the statement that “job insecurity is a subjective phenomenon” refers to the fact that job insecurity:

a. does not really exist.

b. is a constant in today’s organizations.

c. varies from employee to employee.

d. cannot be lessened or mitigated.

12. As characterized in “Your Co-Worker, Your Teacher: Collaborative Technology Speeds Peer-Peer Learning,” Oracle and SAP are:

a. struggling to keep up with the competition in HR software.

b. the heavyweights of the HR software world.

c. soon to be replaced by sister enterprises.

d. destined for trouble if they continue to ignore the HR software market.

 

13. As presented in “The Broken Psychological Contract: Job Insecurity and Coping,” the “psychological contract” that exists between employers and employees says that:

a. an employee’s hard work and dedication will result in steady pay and job security.

b. psychological rewards from an employer, such as praise and respect, are more important than tangible rewards, such as pay and benefits.

c. employees and employers form a psychological bond that results in employee loyalty and employer respect.

d. employers have a responsibility to maintain the psychological health of their employees.

14. According to “The Broken Psychological Contract: Job Insecurity and Coping,” during uncertain times, the key to strengthening the psychological contract with employees is:

a. pay raises and increased benefits.

b. praising employee performance.

c. creating a reward system for hard workers.

d. providing adequate information to employees.