Week 4

Wk4_SocialChange_AssignmentSheet.doc

Social Change

1. Several key individuals and ideas that have shaped the philosophy of social change. The first of these is Mahatma Gandhi. According to Kapadia, Gandhi believed that ideas and ideals had no value if they were not translated into action. Gandhi talked frequently about social change and service to others: The best way to find yourself is to lose yourself in the service of others. Implementing positive social change can be a difficult process. Gandhi was asked why people should not just achieve their goals by any means necessary. He believed that the means are connected to the end. Gandhi wrote: every problem lends itself to solution if we are determined to make the law of truth and nonviolence the law of life. According to Pal, Gandhi influenced many important social change movements and leaders. Some leaders who have acknowledged his influence are: Dr. Martin Luther King, Nelson Mandela, the Dalai Lama, Aung San Suu Kyi and Rigoberta Menchu. According to Gandhi’s grandson, Arun Gandhi, his grandfather would say: be the change you wish to see.

2. Another world leader who spent most of his life fighting for social change was Nelson Mandela. As described in information related to a Public Broadcasting Service (PBS) Frontline special on Mandela, not everyone is able to see the results of their hard-fought efforts in their lifetimes. Sometimes, they can only lay the groundwork for the next generation. Mandela was able to lead and experience this transformation in South Africa which brought an end to apartheid and now has a constitution that guarantees the rights of all people. According to Mendoza Mandela believed in the importance of changing yourself first and said, one of the most difficult things is not to change society -- but to change yourself. In a message to American youth, Mandela wrote that ending racism in the U.S. means ridding ourselves of hatred toward others.

3. In our country, Dr. King embraced the tenets of non-violence in his leadership within the civil rights movement and enduring philosophy for bringing about social change. He wrote about his those who inspired his philosophy of nonviolent social change and Gandhi was a significant influence. According to Pal, King took a month-long trip to India in 1959 in order to visit the country of his inspiration. The King Center is dedicated to preserving his legacy and provide ongoing support for social change. Based on Dr. King's teachings, The King Center published, Six Steps of Nonviolent Social Change. These six steps are: information gathering, education, personal commitment, negotiation, direct action, and reconciliation. In the more than 50 years since Dr. King wrote about his vison for diversity in the U.S. through integration, we are still not close to a truly integrated society.

Author: Mandela, Nelson. Date: February, 1995. Title: A Message from Nelson Mandela to the Youth of America. Journal: Social Education. Volume 59. Issue 2. P. 91.

The King Center. No date. Title: Six steps of nonviolent Social Change. website: http://www.thekingcenter.org/king-philosophy

Authors: Andrew Stewart, Joseph Sweetman, & Tiffany Brannon. Date: 2018. Article Title: Reaffirming King’s Vision: The Power of Participation in Inclusive Diversity Efforts to Benefit Intergroup Outcomes. Journal Title: Journal of Social Issues. Volume: 74, Issue: 2, PP. 355-376. Doi Number: 10.1111/josi.12273

References for Paragraph 4

Goodreads. No date. Nelson Mandela Quotes. Website:

https://www.goodreads.com/quotes/36606-it-always-seems-impossible-until-it-s-done

Walden University (2013). Mission and Vision.

http://www.waldenu.edu/about/social-change/mission-and-vision

© 2022 Walden University, LLC Page 2 of 2

Recruitment and Retention of Employees

In the past, employees often spent their entire career at one company or, at the very least, avoided changing jobs too often. Now the opposite is true. It is common for employees to seek out new opportunities every few years. This shift has resulted in greater pressure among organizations to invest considerable resources into recruiting and retaining talented employees. While widely known and publicized organizations, such as Google or Apple, attract employees effortlessly on reputation alone, other companies have to put forth more effort. This is especially true when filling entry-level positions, such as those found in retail and service, where there is often higher turnover due to low initial compensation and then to competition once employees gain experience. These factors serve to drive up training, labor, and recruitment costs.

In this discussion, you will examine factors that affect the recruitment and retention of entry-level job candidates in an organization for which you currently work or have previously worked.

To prepare for this discussion:

· Read Chapter 4 in the Aamodt textbook,  Industrial/Organizational Psychology: An Applied Approach and Chapter 17 in  The SAGE Handbook. Identify effective recruitment strategies and consider how job advertisements, employment tests, and interview processes may influence an organization’s ability to attract job candidates.

· Read the article, “The Vital Role of Employee Retention in Human Resource Management.” Pay particular attention to retention theories and strategies.

· Read the article, “Recruitment and Retention Across Cultures.” Examine the practical implications for recruitment and retention across cultures.

· Identify an organization for which you currently work or have previously worked. Based on your review of the Learning Resources this week, think about the strategies the organization uses to recruit and retain candidates for entry-level positions. Then consider factors that negatively affect retention and what changes you would make to improve employee retention.

Resources

Required Readings

Recruitment and Retention

· Aamodt, M. (2016).  Industrial/organizational psychology: An applied approach (8th ed.). Boston, MA: Cengage Learning.

· Chapter 4, “Employee Selection: Recruiting and Interviewing” (pp. 118–135 only)

· Time Estimate: 60 minutes

· Allen, D. G., & Vardaman, J. M. (2017). Recruitment and retention across cultures.  Annual Review of Organizational Psychology and Organizational Behavior Links to an external site. , 4, 153–181.

· Time Estimate: 70 minutes

· Li, X., & Song, Z. (2018). Recruitment, job search, and job choice: an integrated literature review. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),  The SAGE handbook of industrial, work, and organizational psychology Links to an external site.  (2nd ed., Vol. 1, pp. 489-507). London, UK: SAGE Publications, Ltd.

· Note: Chapter 17

· Time Estimate: 60 minutes

· Al-Emadi, A. A. Q., Schwabenland, C., & Qi Wei. (2015). The vital role of employee retention in human resource management: A literature review.  IUP Journal of Organizational BehaviorLinks to an external site. , 14(3), 7–32.

Talent Management

· Cappelli, P., & Keller, J. K. (2014). Talent management: Conceptual approaches and practical challenges.  Annual Review of Organizational Psychology and Organizational BehaviorLinks to an external site. , 1(1), 305–331.

· Note: You were first introduced to this reading in Week 2. Review again for this week.

· Time Estimate: 20 minutes

· Meyers, M., & Paauwe, J. (2018). Talent management. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),  The SAGE handbook of industrial, work, and organizational psychology Links to an external site.  (2nd ed., Vol. 3, pp. 517-544). London, UK: SAGE Publications, Ltd.

· Note: You were first introduced to this reading in Weeks 2 and 3. Review again for this week.

· Time Estimate: 30 minutes

· Vosburgh, R. M. (n.d.).  Talent management: Practitioner ponderingsLinks to an external site. . Retrieved from https://www.siop.org/Research-Publications/TIP/TIP-Back-Issues/2017/October/ArtMID/20295/ArticleID/869/Practitioner-Ponderings-Talent-Management

· Note: You were first introduced to this reading in Week 2. Review again for this week.

· Time Estimate: 15 minutes

INSTRUCTIONS: Post a response to the following:

a. Discuss how your current organization, or one in which you previously worked, recruit a candidate for an entry-level position. How does the organization ensure that candidates are not only capable to fill the positions once fully trained, but also are likely to stay in those positions for a given period of time? What factors do you think might influence retention for the position you selected, and what could be done to improve retention in the workplace? Your discussion must be well-developed by providing clear answers with evidence of critical thinking and addd greater depth to the discussion by introducing new ideas.