Rachael: A Career As A Service Director

On Tuesday July 7, 2015, at approximately 3:01 PM, Kiana Beekman, (MFCU Investigator) (Beekman) received a call on the state office telephone from HILL, Lucy (Service Facilitator of Lucy Hill Services (LHS). During the conversation, Beekman asked HILL to clarify her role and responsibilities as a service facilitator, in addition to the role and responsibilities of HARRIS, LaFrance as the Employer of Records (EOR) for Medicaid Recipient DANIEL, Rose and MCGHEE, Inocencia as DANIEL’s aide. She was also asked to provide any documentation of training on timesheet submission and approvals that she provided HARRIS and MCGHEE under the Department of Medicaid Services (DMAS) Consumer-Directed care aide program.

4) How will the training process be and effectively help each one of my new people to achieve greater success?

The director had attended Texas Women’s University, but graduated from Tarleton State University with a BS in Psychology and also has an associates of arts in mental health counseling. She holds certification as a fully licensed counselor, certificate for social work, substance abuse counseling and has an LCDC (Licensed Chemical Dependency Counselor). She previously worked in court ordered counseling and decided later to switch over to opioid treatment due to complicated agency issues. The director is 28 years of age and lives in Denton County. I was surprised when she told me her age because with positions of management for agencies, it is automatically assumed that those positions are occupied with someone who has been in the field for over a decade. The director seemed committed to what their agency provides and continues to advocate for substance/drug addicts.

Did you know there are different types of doctors in t.t reasons, for example, there are surgeons, dentist, but my favorite type of doctor is a pediatrician. Pediatrician help kids, for example they help your child if they have health or mental problems. When I grow up I want to University of Michigan to study and become a pediatrician.

Effective supervisors gain respect without demanding it. Approachability, collaboration with colleagues, encouragement, and leading by example foster respect. Supervision relationships with mutual trust lead to supervisee's personal and professional growth.

The assignment for this week focuses on the team’s understanding of the goals and objectives of training program development and delivery. Team C summarizes the following highlights of this week’s discussions: determining organizational development theories and applications; differentiating between mentoring and executive coaching; identifying the major components of employee training; and comparing career development strategies.

My initial impression of Charlotte Beers, based on the case study “Charlotte Beers at Ogilvy & Mather Worldwide,” is that she is good at being her authentic self, and employs a number of leadership tactics, including charismatic leadership, coalitional leadership, and, to a degree, she appears to be attempting transformational leadership; however, it’s evident that there is something lacking in the end results of her attempts at revitalizing Ogilvy & Mather Worldwide (Ibarra & Sackley, 2011). Although Beers uses good communication with her senior managers in an attempt to build her coalition and get their buy-in on her vision of this concept of Brand Stewardship, and she does listen to feedback from her people, it appears as though she hasn’t been able to clearly articulate her vision well enough to bring it to that next level of “embeddedness” (Daft & Lane, 2015). The lack of support she ultimately receives from the senior managers is preventing Beers from becoming the sort of transformational leader she is striving to be, or even needs to be, in order to facility the types of revolutionary changes she’s attempting to instill in the organization. The majority of the company’s employees appear to be set in the old mindset of how advertising is successfully created, and there doesn’t appear to be much of a sense of community between the various office locations which span the globe. They’re lacking “followership.” If she is truly going to bring the concept of “Brand

The career in which I am pursuing is Human Service Bachelor Degree, the reason why I am pursuing this career is because of the passion I have for helping people reach their full potential when crossing my path. There was many people who help me along the way throughout my entire life, so I feel it only right to give back. Now before I started attending Saint Leo University my career major switch twice .I was thinking about a career in the hospital such as the HealthCare Management then I went on thinking I don’t just want a degree where I am stuck in one career field. I will like a degree where I can move around throughout my community. According to the national human service.org the social and economic characteristic human service is a professionally

Porter, K., Smith, P. & Fagg, R. 2006. Leadership and Management for HR Professionals. 3rd Ed. Oxford

First, Ashley should collect data or information about employee turnover and the training demand from foremen and supervisors. On the one hand, through the information, Ashley should know how many foremen are from internal promotions, external hire or transfers and then she can make sure which source is the most appropriate. On the other hand, through the data, Ashley also can understand the training needs of employee and then she can create an appropriate organized training program.

I have chosen to interview Laura. She is in charge of all training and development at her organization (Insurance Brokerage). I asked her three questions that are linked to training and development strategy. Below are the questions and the response.

Second of all, McCain and her HR teammates may need to be trained to learn more about business knowledge, such as markets, finance and so on. This knowledge can enhance HR’s strategic role in the organization. Training programs need to be designed and implemented to identify, coach and develop professional skills in HR.

Lori Fulmer attended Eastern Tennessee State University and graduated with a Bachelor of Science degree in Human Resource Management. Although Mrs. Fulmer has only been with Gordon Biersch for about six months, she has had thirteen years experience in this field of work. She worked as another human resource manager in a major manufacturing company in Johnson City. There, Mrs. Fulmer was part of a

Irene Rosenfeld’s journey to becoming one of the Top 20 Most Powerful Female CEO’s in the World began with three degrees from Cornell University: B.A. in Psychology (1975), M.S. in Business Administration (1977) and a Ph.D. in Marketing and Statistics (1980). After beginning her career for an advertising agency she began working in the Marketing Department for General Foods Corporation, where she worked her way up the corporate ladder for the next 15 years. General Foods was bought out by Philip Morris and eventually merged with Kraft Foods. Rosenfeld continued to work her way up and was assigned to lead Kraft’s complete Canadian Division. Some of her main accomplishments before she left in 2004 to Frito-Lay, were integrating biscuit products of Nabisco into Kraft Foods in 2000. She was also on the committee that brought Kraft its first public stock offering in 2001 (Britannica, 2014).

My goal is to further develop my career, and grow up to a leadership position within a leading firm that places priority on professionalism and considers their human resources as one of their main assets. I have decided to strive for the master’s program in Human Resources Management because it fits the profile of my career goals. After 7 years of experience in the field I am confident that working in human resources is what makes me feel at my fullest potential, and a life changing decision I have made for my