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The Diversity & Inclusion Leadership Program

The Diversity & Inclusion Leadership Program

Natalie Aaron | 2019

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We live in a world where we like to believe that everyone is given a fair chance. A fair chance at education, family prospects, careers, and any other opportunities an individual desires. A world where human beings, regardless of physical features or where people are from or what they may think or believe, have limitless opportunities because most nations believe in such values as equality, freedom, peace, and unity. However, while the promotion of equal opportunity and diversity is significantly higher than in past decades, research exposes an unequal reality in organizations across the globe. While leaders recognize the importance of diversity and inclusion in organizations, real knowledge of diversity and inclusion and implementation are unsuccessful.

Trudy Bourgeois, President and CEO of The Center for Workforce Excellence, served as an inspiration for this DSL Final Project with herHuffington Post article “The Role of Education in Advancing a Diversity and Inclusion Breakthrough” (2018)where shediscusses how diversity and inclusion initiatives need to be infused into schools at all levels, from elementary through higher education, if we want inclusive leaders and to build inclusive cultures in the workforce.Upon further research, there are quite a few diversity and inclusion certification programs and modules for seasoned management and executive leaders, but very few courses or programs for universities. This prompted me to create The Diversity and Inclusion (D&I) Leadership Program.The D&I Leadership Program consists of four, eight-week, online courses that build upon each other and intended for students at the doctoral stage. The courses prepare leaders to be at the forefront of D&I conversations and initiatives on the individual, interpersonal, departmental, and organizational levels.

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The Church of Pentecost as a Transformation Agent: Employing Values, Kingdom Principles, and Change Initiatives to Transform Society

The Church of Pentecost as a Transformation Agent: Employing Values, Kingdom Principles, and Change Initiatives to Transform Society

Henry Asante-Ghansah | 2019

Abstract

The Church of Jesus Christ as the Ecclesia visibly represents the Kingdom of God on the earth, and its role includes the transformation of society with values, kingdom principles, and change Initiative principles. This doctoral project analyses the definition of the The church as the Ecclesia under the umbrella of the Kingdom of God and its Policies and the empowerment of the basic knowledge of all believers. It evaluates the strategies of organizational change and presents a five-year vision plan and its implementation of the Church of Pentecost worldwide to transform society with global impact.

The Bible refers to Christians as called out ones from darkness into God’s marvelous light and organized into the body of Christ-an organization-Ecclesia. As the called-out ones, the Church is also sent back to the world to serve as a transforming agent likened to the properties of salt. Some Christians lack this basic knowledge and therefore are limited in the execution of their roles as transforming agents. As the District Pastor of the Church, Harrisburg District, The U.S.A., I present to the congregation a 5-year vision plan that spells out the transforming role of Christians as transforming agents of every aspect of society through values and Kingdom principles. Also, thorough implementation framework that details the different functional ministries of the Church and the shared five-years vision plan to equip the Church and to transform society.

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Thinking Strategy For A Change

Thinking Strategy For A Change “Thinking Means Everything When Developing Strategic Initiatives”

Alan Bixler | 2019

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The complexities involved in thinking toward the development of a strategic change initiative are not only achievable, but they are definable. The following research and seminar compel definable processes with accompanied actions toward the end of creating a successful thinking-change initiative. These initiatives develop through four strategic realities. The first and second aspects involve strategic thinking which brings forth strategic meaning. aThe third and fourth aspects establish the groundwork for the strategic development and in turn successful and intentional strategic change. These realities include past, present, and perceived ultimate truths, creating the need for contemplative thought, critical analysis, and considered engagement to produce strategic outcomes.

The Bible confirms the power of thinking as it establishes a person’s whole being. It says, “For as he thinks within himself, so is he” (Proverbs 23:7, TPT). Therefore, the basis by which the concept of thinking controls a person’s ability to initiate a strategic plan determines their entire strategic approach. Consequently, the power of thinking defines the whole person, and as a defining influence, thinking affects everything creative at the starting point of a strategy endeavor.

Whether the desired change initiative encompasses an individual, team, or organization, the reality of developing a thinking strategy must find consideration in the strategic process. Therefore, this seminar prepares individuals, groups, and organizations with the overall concept and sense of understanding a successful thinking strategy for a strategic change initiative.

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The Church

The Church’s Cry for Leadership: The Blueprint for Leading

Rickardo Bodden | 2019

Abstract

Many people are placed in to leadership positions and do not have a guide to teach them what genuine leadership is and what it looks like. The Church, especially, needs guidance and foundational teachings on what Christian Leadership is about and how to demonstrate it in a practical lifestyle. The Church’s Cry for Leadership is essentially the blueprint for leading one’s life or organization. It includes concrete information for the novice to the advanced professional. The document concentrates on providing leaders with not only leadership theory, thoughtful insights, and personal hindrances to leading, but also on how the leader ought to be or become. The inner-life, or the spiritual formation, of a leader is a major emphasis throughout the book. For the Christian leader, it is not just about what one does, but about how one thinks, lives and develops. Self-reflection and self-analysis is a main theme each reader is motivated to do.

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Lenses: The Story of Gen Z

Lenses: The Story of Gen Z

James Aaron Brown | 2019

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Generation Z, born between the years 1995 and 2013, is the newest generation to join the American experience. Unfortunately, Gen Z has higher rates of depression, anxiety, and suicide compared to any previous generation. Three areas that contribute to the mental health epidemic of Gen Z include smartphones and social media technology, parenting styles, and worldview.

Generation theory, developed by William Strauss and Neil Howe in 1991, received expansion in 1997’s The fourth turning: An American prophecy. Strauss and Howe’s theory lays out a framework that identifies four turnings or events in the American experience. The first turning is a high. The second turning is a spiritual awakening. The third turning is an unraveling. Finally, the fourth turning is a secular crisis. Strauss and Howe’s theory utilizes the four turnings to explain the formation of generations, their corresponding and general personalities, and the impact each generation has on the American experience.

First, generation theory provides predictable patterns that help leaders develop developmental strategies for Gen Z for the next sixty years of the generation’s lifespan. Second, leaders of various organizations must consider the majority of Gen Z entering their house of worship or place of employment have some level of anxiety and depression. Third, Gen Z is a generation that mentally and emotionally mature slower than previous generations due to smartphone usage and parenting styles. Gen Z also have lower levels of happiness as well as competing ideologies due to holding an American progressive worldview.

Finally, the solution for the crisis is for leaders of various organizations to incorporate cognitive behavioral therapy tools into their liturgical observations, curriculum, employee onboarding, and leadership development programs. Such tools involve breathing, visualization, muscle relaxation, and problem-solving tools. Ultimately, the goal of leaders is to help Gen Z gain emotional maturity not developed during Gen Z’s teen and collegiate phases of life.

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Financial Literacy Seminar Series

Financial Literacy Seminar Series

Kimberly M. Brown | 2019

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The United States of America is faced with countless challenges, diseases, and epidemics. One of the growing challenges the nation is faced with is the increase in outstanding consumer debt. Unfortunately, properly addressing this challenge is often placed low on the list of priorities while the outstanding debt continues to rise. Home mortgages lead the pack in largest amount of outstanding debt and student loans trail behind as the second highest outstanding consumer debt. Student loans have become one of the greatest financial burdens Americans are facing and can be attributed, in part, to the lack of adequate financial literacy.

Debt does not have to be negative. However, debt unmanaged can breed a world of chaos and many Americans find themselves in a whirlwind of debt accumulation. Without proper knowledge, it is difficult for one to make wise decisions. Educating students before they incur debt is an invaluable lesson and may serve to be the solution to combat the growing consumer debt in America. To further evidence the need for financial literacy programs and the benefit such a course would be amongst high school students, a case study was performed within a public high school business class as detailed within. Based on the results of the pre-assessment and post-assessment, even an 8-hour seminar series proved to breed increased knowledge and understanding amongst high school students. It is time to sound the alarm on the growing debt crisis. Action must be taken to address this crisis and help alleviate the increasing debt problem in America.

Keywords: financial literacy, debt, education, crisis

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The Selection Process: Choosing Leaders Who Fit

The Selection Process: Choosing Leaders Who Fit

Sherita Smith | 2020

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A troubling reality exists in organizational environments today in that many companies take for granted the seriousness of hiring the right leaders. To fillpositions quickly, organizations often hire leaders in haste. They hire leaders based on a resume, a brief telephone conversation, or following a one-hour face-to-face interview with limited team or organizational exposure. These practices only scratch the surface and fail to assess candidates on their suitability within an organization or its culture. Often, it is through painful situations that they find out that the wrong leader was hired.

Organizations should desire good leaders who fit within their roles, align with the organization’s culture, and bring value to their companies. Therefore, a more in-depth evaluation of leaders for organizational fit is necessary if companies want to hire the right leaders who get results and change the game. This manuscript encourages organizations to take a deeper look at the overall qualifications of leaders. As the way forward, organizations should spend time developing hiring processes that better enable them to choose the right leaders. This occurs by viewing leader qualifications from the perspective of fit.

Several fit theories, such as person-environment fit, person-organization fit, person-job fit, and person-group fit, are explored in this manuscript and are proven to have relevance in human resource practices. Each fit uses a distinct level of analysis and impacts organizational effectiveness in different ways. The use of each fit in the hiring process will help organizations think deeply about their methods of execution and how they bring leaders into their organizations. This manuscript helps organizations to uncover what it takes to hire the right leaders.

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The Systemic Decline of Law Enforcement in America: A Call to Reform

The Systemic Decline of Law Enforcement in America: A Call to Reform

Raquel Solario-Quinn | 2020

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Throughout the last half-century, the world has seen law enforcement evolve. However, this evolution has brought about changes that do not appear to be sufficient in keeping with the socio-economic, cultural, social, or societal changes that have taken place. Throughout 2020, the world became a melting pot for change. Not only were we trying to survive the global pandemic COVID-19, but an outcry could be heard worldwide for radical changes to be made to law enforcement. Not only were we losing people by the hundreds of thousands, but few names- such as George Floyd and Breonna Taylor also became the silent voices heard around the world crying for someone to bring systemic changes to our current law enforcement systems.

No longer is it acceptable to be reactive to the needs within our communities. What is needed is a proactive approach. For this reason, the current system needs to be picked apart to find what fits and what does not. The world needs the ability to respect the words and the meaning of to“protect and serve.”Moreover, those men and women who have dedicated their lives to law enforcement and corrections need to breathe new life and live these words with their purpose at the forefront of their minds before reacting to a call.

This manuscript will analyze current issues that are present in the law enforcement and corrections systems within the United States. Furthermore, it will consider its fits and misfits to assist in creating and modifying existing jurisdictional policies or procedures to better serve the frontline officers and equip them with the foresight needed to protect those within their communities.It will also present solutions that have been utilized by many private sector organizations and are now beginning to be adopted by public sector organizations as guidance in troubleshooting issues as they arise. Finally, it will draw from current real-world law enforcement and corrections examples to provide understanding as to how many of these tools can better serve the people that these organizations have sworn to protect.

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Designing and Launching Aggrandize Consulting, LLC: A New Business for Businesses

Designing and Launching Aggrandize Consulting, LLC: A New Business for Businesses

Darricka Sorrells | 2020

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In the United States (US), small businesses account for more than 99% of US-based companies. Year after year, the number of new businesses formed in the US continues to rise. Unfortunately, there are a significant number of failures. Often startups, small, and mid-sized company owners and leaders carry the weight of multiple roles trying to keep the business operating and do not recognize the need for structured people practices.

Aggrandize Consulting is passionate about helping others improve their skills and their success. Our broad human capital experience, from multiple states, in more than eight industries, sets us apart from others. Many Human Resource (HR) related firms have a strong focus on either operations or leadership development. Aggrandize Consulting is experienced in both, understands the need for both, and provides customized strategic services that connect both. We seek to become a well-known, top-performing firm that reduces business failure and increases business growth. As a socially responsible firm, we volunteer our talents working with high school members of Future Business Leaders of America (FBLA).

This project highlights the human resource consulting industry and the market need for human capital consulting services. Included is an in-depth business plan for Aggrandize Consulting, LLC, its purpose, unique value proposition, business structure, and website. The plan provides an extensive overview of the business operating strategy and service offerings. Aggrandize Consulting is a new business with no prior financial history. However, the business plan contains projected sales based on the market, need, location, and expertise at Aggrandize Consulting.

Keywords: Business startup, business plan, human resource, HR, consulting

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Genome Modification: Learning from the Past, Understanding the Present, Preparing for the Future

Genome Modification: Learning from the Past, Understanding the Present, Preparing for the Future

Andrea Stefanovik |2020

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In our modern society, the medical and scientific fields are advancing swiftly, particularly in the area of genome modification, also known as genome engineering, or gene editing. An increasing focus is on gene editing for medical breakthroughs and patient interventions, as well as human genetic engineering to create the perfect human being; these aspects of genome modification are gaining world-wide attention and interest.¹ Pharmaceutical organizations, both large and small, are competing to lead the way to new treatments for rare diseases and discoveries. However, although many advances have been made in research, in both in vivo and in vitro studies, the conclusive evidence of success is still to be fully explored in the clinical arena. The goal is to take the next step and use genome modification on actual human beings. The risks are high, but so is the need. However, if we embrace this challenge without fully understanding the risk, we will fail because we will not know what to do when something goes wrong. To move forward without considering possible unintended outcomes or the potential perils of human genome modification will set us up for failure at best, and loss of life at worst.

However, our society cannot hide from new discoveries such as genome modification due to ignorance, apprehension, and fear. Change must be embraced so it can be used to positively revolutionize the future. Nevertheless, for change to be successful, we must be willing to expect the unexpected.

Nothing in life is to be feared, it is only to be understood. Now is the time to understand more, so that we may fear less. ― Marie Curie

Leaders and scientists are standing on the precipice of new discoveries which will change lives forever. Although we have achieved mapping the entire human genome, there remain many unanswered questions and new challenges to be faced when dealing with human gene modification and its relation to disease interventions and treatments.² To change the world and alleviate fear of gene modification, all associated and interrelated areas of genome innovation must be learned, discussed, and tested. We must learn from past mistakes, make changes today, take a leap of faith to transform the future, and be willing to face the future no matter the outcome. We cannot focus only on the positive aspects of genetic science. We must study the negative effects of what changing human DNA will do in the future and prepare for unexpected adverse effects which might not surface until generations later.

¹Jamie F. Mezl, Hacking Darwin: Genetic Engineering and the Future of Humanity (Napperville, IL: Sourcebooks, Inc., 2019)

²Kevin Blighe et al., “Gene Editing in the Context of an Increasingly Complex Genome,” BMC Genomics 19 no.1 (2018).

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