Complete the final 6-page APA Multicultural Panel assignment, due at the end of Module 2. Please be sure to include the following: Part 1 (2 pages): Summarize a panelist’s racial, ethnic, immigration, or national identity. Reflect on the panelist’s experiences with or without microaggressions related to their racial, ethnic, immigration, or national identity. Define microaggressions, according to the Required Readings. Then, identify key concepts from the Required Readings, and describe how these key concepts relate to the panelist’s experience. Reflect on how your experience is similar and/or different compared to the panelist’s experiences with or without oppression. Share your emotional response and reaction to hearing about the panelist’s experiences.Consider whether or not you can identify with the panelist’s experience. Part 2 (2 pages): Select a different panelist to focus on for Part Two. Summarize how they currently or have previously identified religiously or spiritually. Select another panelist you have not chosen before, and summarize their experiences with social class. Next, define privilege according to a definition from one of the Learning Resources or from another scholarly resource. Finally, reflect on how your experience is similar and/or different compared to the two panelist’s experiences related to religion, spirituality, and social class. Share your emotional response and reaction to hearing about the panelist’s experiences.Consider whether or not you can identify with the panelist’s experience. Part 3 is not included because it was the Discussion Board. Part 4 (2 pages) Select a panelist who has experienced oppression or discrimination based on their affectional orientation and/or gender identity. Describe how they identify using their own language AND a scholarly article from the Walden Library providing further understanding of their identity. Next, define intersectionality according to a definition from one of the “Learning Resources” and identify how intersectionality pertains to the panelist. Finally, reflect on being an ally for the LGBTQ community. Consider what being an ally entails.

Review the case study below, and answer the questions that are provided. Provide complete and detailed responses to each question. Your paper must be at least three pages in length.

The Closing and Relocation of a Call Center

In this case study, you are the regional human resource director for a Fortune 500 company. You receive an unexpected visit from your vice president of human resources (VP of HR), who informs you that there is a reorganization taking place within your company. He starts by explaining that the president of the company has decided to retire after 28 years, and the new president has decided to move the current headquarters from the Northeast to Texas. No business reason was provided. There will be almost 1,000 employees redeployed since the company has existed in the Northeast for more than 75 years. This information will be released to employees within the next week. The call center—with more than 500 employees, including your office that is located within it—will also be relocated to another southern state. All employees will be offered their current positions and a relocation package if they wish to move. Those who do not want to relocate will be given a severance package with outplacement services provided.

Mr. Davis, your VP of HR, is aware that you hired most of the individuals working in the call center and that you are very familiar with the culture and employee status. This news will be devastating to the employees because they have made this the most productive and efficient call center within this global corporation. Mr. Davis came to get your advice on how to best handle the communications plan for announcing this news in your region.

Mr. Davis has taken care of notifications to the state and federal government (i.e., the 60-day notice required according to the Worker Adjustment and Retraining Notification [WARN] Act, which announces that the business is relocating and that employees will be redeployed). From previous experience, Mr. Davis shares with you that you will be contacted by the state to set up meetings so that the state may address all of the employees concerning the state benefits and services available to the employees.

Mr. Davis shares two important messages from the new president: (1) Although this news may be unsettling to many employees, business must be conducted in the same professional manner as always, with the least amount of disruption; and (2) whether the employees decide to relocate or not, while they are employed, they must maintain productivity levels, and their metrics will be monitored as usual.

Mr. Davis informs you that Mr. Woods, senior vice president (SVP) of the region, who is responsible for the call center, is being told of this reorganization via a conference call with his boss on the West Coast and the president of the company. Mr. Woods will be joining you and Mr. Davis to plan the communications shortly. Mr. Davis wants to get a head start on planning with you because he has a flight scheduled back to headquarters that afternoon.

You begin to outline a plan for the communications strategy; for example, you include information that will assist Mr. Woods in preparation for his meeting with his direct reports where he will deliver the news. Other questions you think about during the development of the outline are as follows: What information will Mr. Woods give to his direct reports this afternoon, and what will he give them to share with their managers and employees? Mr. Davis sees your outline, and he encourages you to develop your outline into a communication plan/plan of action and to continue to share it with Mr. Woods.

Before Mr. Davis leaves for the airport, he asks you to report back to him with any issues or difficulties you are experiencing with employees. Mr. Davis also asks that you report the following information to him: How many employees do you think will want to relocate? What do they want to know about the new location? What can he do to help answer these questions for the employees? What can he do to assist you with the communication plan or any activities you plan within the next 60-day period? Mr. Davis gives you all of his contact numbers and reminds you that he is available to you for questions and concerns at any time.

Analyze the information presented in this case study, present your communication plan, and answer the questions below. Your case study paper should be at least three pages in length and should follow APA guidelines.

Your communication plan should address the following questions:

• What are your concerns? For example, how will you motivate the employees to stay throughout the 60 days if they have other job offers? How will you motivate all employees to maintain their productivity levels?
• In the article “Semper Fidelis! A Recipe for Leading Others,” which is part of your Required Reading for this unit, Aubrey Daniels describes how a person earns leadership status and explains the importance of positive reinforcement. How will your plan help you to establish yourself as a positive reinforcer?
• What leadership style does Mr. Davis exhibit?
• Propose at least three leadership theories that could be applied to this situation. How will these theories advance or affect employee motivation?

You are required to incorporate information from at least three sources in the required reading for the unit as well as two additional sources in your response. All sources used must be referenced; paraphrased and quoted material must have accompanying citations and references. Your paper should be formatted in APA style to include a title page and reference page.

Sex offenders seem to be the most feared and despised offenders in the criminal justice system, yet they are also some of the least understood. Due to the nature of the crimes that sexual offenders commit and the media saturation that can be related to these crimes, American culture has been considerably affected by Megan’s Law. This law includes community notification rights for registered sex offenders and beliefs about sex offender incarceration. Media depictions of the “worst of the worst” sex offenders put all types of sex offenders under one overarching label. Sex offenders, as a forensic population, actually are quite heterogeneous, and there are substantial differences among the types of sex offenders. However, because of media representations and generalizations, it is not apparent in popular discourse how sex offender types differ. Additionally, because of these differences among types of sex offenders, treatment approaches and outcomes differ, too. Power rapists, date rapists, hebephiles, pedophiles, incest offenders, exhibitionists, regressed pedophiles, and sexually abusive individuals are all very different from one another and require different treatment approaches.

When it comes to treatment approaches and outcomes, it is imperative to understand the individual offender as well as the type of sexual deviance. For example, the power rapist who chooses unknown victims usually presents with predatory behavior, which may complicate treatment approaches. Each offender’s offense history and psychology must be evaluated and considered when selecting a treatment approach and ensuing outcome.

To prepare for this Discussion:

· Review the website Center for Sex Offender Management: Subtypes and Typologies. Consider similarities and differences among the types of sex offenders.

· Review the course media found in this week’s resources and consider the characteristics of sexual offender populations that present challenges to successful treatment. Also, think about the legal challenges related to the successful treatment of sexual offenders.

· Then, select two types of sex offenders to compare for this Discussion.

With these thoughts in mind:

By Day 3

Post a brief description of the two types of sex offenders you selected and explain at least two similarities and two differences between these two types of sex offenders. Then explain one challenge related to the treatment of each type of sex offender and why it is a challenge.

Readings

Center for Sex Offender Management: Understanding Sex Offenders: An Introductory Curriculum. (n.d.). Section 4: Subtypes and Typologies. Retrieved June 9, 2014, from http://www.csom.org/train/etiology/4/4_1.htm

Hawes, S. W., Boccaccini, M. T., & Murrie, D. C. (2013). Psychopathy and the combination of psychopathy and sexual deviance as predictors of sexual recidivism: Meta-analytic findings using the Psychopathy Checklist—Revised. Psychological assessment, 25(1), 233-243.

Howard, M. V. A., de Almeida Neto, A. C., & Galouzis, J. J. (2019). Relationships between treatment delivery, program attrition, and reoffending outcomes in an intensive custodial sex offender program. Sexual Abuse: A Journal of Research & Treatment, 31(4), 477–499.

Kim, B., Benekos, P. J., & Merlo, A. V. (2016). Sex offender recidivism revisited: Review of recent meta-analyses on the effects of sex offender treatment. Trauma, Violence, & Abuse, 17(1), 105-117.

Hide

Watch the following video about negotiation skills: Spelt, L. (2014, October 8). Negotiation skills [Video file]. Retrieved from https://www.youtube.com/watch?v=q-0wJGZ_J3I&feature=youtu.beAfter watching the video, answer the following questions: In your opinion, are the tactics in the video similar to real negotiations, or is it just Hollywood? How does the crew respond to the agreement? Explain your rationale.

200-300 words