How can the bus driver rephrase his statement

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Reference no: EM133208236

Assignment:

Read the case study then answer the questions that follow.

Case study 1

Felicity took over her parent's disability care centre, which they had run as a family business for many years. Many of the employees have been there for years and had the attitude of 'It is our way or the highway'. Many of the residents who come from diverse backgrounds are unhappy and feel that they are undervalued and that their rights are not being met. Felicity realises the need to re-engage the employees and align the services to the needs of their diverse clients.

Question 1. What is the barrier that the employees are presenting in this scenario? Provide one workplace strategy that Felicity can apply in response to this barrier.

Question 2. List two professional development programs that Felicity should instigate with her employees to foster diversity.

Question 3. Felicity finds out that most of the employees are aged 40 years and above and in recent years, there has been a big increase in young clients using their facility. What workplace strategy can she apply to be able to ensure diversity in the workforce that will improve services to their young clients?

Read the case study, then answer the questions that follow.

Case study 2

The aged care facility has a bus which takes the residents to the town centre for lunch each day. A new driver has been using indirect communication when he says, 'Keep an eye on the time, as the bus leaves around 1.00 pm.' This has meant people do not regard 1.00 pm as a firm time and people arrive back at the bus 1.30 pm.

Question 1. How can the bus driver rephrase his statement, and use direct communication to ensure everyone arrives back on time?

Question 2. The driver's supervisor suggests using a communication board mounted at the front of the bus, as an additional measure to ensure the group understands the driver's message. What could the driver put on the board to ensure that they do not sit around waiting for people to return?

Read the case study, then answer the questions that follow.

Case study 3

Melissa is a HR manager in a community centre and she has just completed interviews for the new Care Coordinator position. She's seriously considering two of the applicants; Anna, who is 32 years old with 4 years of experience in community services and Roger, aged 35, who has 8 years of experience working as a care coordinator in another organisation. Roger has a disability with his right leg.

One of the requirements of the job is for the person to have a current driver's license as the job requires driving to client's residences for visits and assessments. Both candidates presented current driver licences.

Melissa chose to hire Anna despite Roger having more experience because she believed that Roger will not be able to drive their company vehicles safely with his disability and she had to follow the organisation policy that specifies "only company vehicles are to be used for client visits". She is aware that the company cars are not custom fit for disabled drivers.

Question 1. Identify and explain the type of direct and indirect discrimination that happened in this scenario.

Question 2. What change can Melissa recommend to the policy on using company cars for client visits that will ensure persons with a disability can be given an opportunity to perform this job requirement.

Reference no: EM133208236

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