Identify a situation that could be considered an example of discrimination and/or harassment in the workplace. This can be something that you have experienced or seen in person, or something that you create.

Identify a situation that could be considered an example of discrimination and/or harassment in the workplace. This can be something that you have experienced or seen in person, or something that you create.

Write a short 4- to 6-sentence case study scenario that describes this incident.

Conduct a 700- to 1,050-word analysis of the case study on the same document.

Include the following in your analysis:

• Explain the type of discrimination and/or harassment that took place in your case study scenario. What were the key indicators that this behavior was a violation of workplace policy?
• Summarize how to conduct a proper investigation of these claims.
• Determine which U.S. employment laws were violated in your case study scenario. How were the laws violated? What change(s) would you make to minimize future occurrences of these violations?

Cite any outside resources according to APA formatting guidelines.

Use Cardillo/APA Sample Paper to format title and reference pages.

[no “Running head:” before title in headers]

Paper Title

Student’s Name

HRM 420

Mr. Cardillo

Month, day, year

(e.g. October 12, 2019)

Paper Title

Today, managers need well-trained employees and are finding they do not exist. Corporations are therefore, providing additional training for their employees. One such training program that is being added to corporate learning environments, is an awareness of emotional intelligence. Business managers are learning that successful managers need high Emotional Quotient (EQ) or Emotional Intelligence (EI) to work effectively. Emotional intelligence is the ability to accurately perceive emotions in self and others, to identify different emotional responses, and to use emotional information to make intelligent decisions (Goleman, 2000).

A leading expert on EQ finds that “people good at managing relationships tend also to be self-aware, self-regulating, and empathetic” (Goleman, 2000, p. 33). Emotional intelligence is especially important “at the highest levels of the company, where differences in technical skills are of little importance. In other words, the higher the rank of the person, the more emotional intelligence capabilities is needed for decision making effectiveness” (Goleman, p. 94).

Emotional intelligence is crucial to a successful business career and for effective group performance (Goleman, 1986). The core competencies required for emotional intelligence are “the perception of emotions in one’s self and others, the understanding of these emotions, and the management of emotions” (Fieldman, 2001, para. 4). [APA 6h ed., pg. 172] Success in the modern workplace requires teamwork and collaboration. Emotional Intelligence training is essential since most modern companies rely on teams of employees working together, rather than on the action of individual managers working in isolation (Ganzel, 2001).

First Level Headings are Bold

Second Level Headings are Bold

Third level headings are also bold.

Fourth level headings are bold and italicized.

Several accredited universities are delivering EQ training. Grossman (2000) states:

A current trend in education is to teach students about how their emotional intelligence can have a positive or negative effect on their career. Many universities are now offering courses in interpersonal relationship and emotional intelligence in an attempt to prepare students to be leaders. Leaders cannot lead in isolation, and an educational delivery system that features team building and collaboration are (sic) growing by the numbers. (Emotional Intelligence Section, para. 1)

Emotional Intelligence Skills [first level headings are centered and bold: APA 6th ed., pg. 62]

Emotional intelligence skills are a crucial component for a successful career in business. We live in a time of rapid change and in a world of diversity. The modern business environment requires managers to have highly functioning intrapersonal, interpersonal, and group skills. Emotional Intelligence is important today, and will be even more important in the future. As more employees master emotional intelligence skills, a higher functioning group emotional intelligence should emerge. In response to this higher group EI, individual employees will need to keep refining their EI skills (Tucker, 2000).

References

Alfred, D. (1992). People within an organization. Harvard Business Review, 57, 13-102. doi: XXXXXXXX or Retrieved from use the home page URL for this journal [if there is

no DOI number].

Dunn, D., Mann, A. P., & Cohen, J. A. (1999). Name of article. Leadership and Emotional Intelligence. Volume (issue), pages. Doi: 1037/0278-6133.24.2.225. See APA 6th edition, page 198 [if doi is unavailable use the home page URL for the journal]

Fieldman, M. D., Jr. (2001). Management and organizational theory (9th ed.). New York, New York: McGraw-Hill. [Book example with revised edition and Jr. in name. See APA 6rh edition, pgs. 184 and 203,]

Ganzel, initial(s) (2001). Name of book. City, State: Publisher

Glass, R. (2001). Corporate training. Retrieved from: http://www……………. [complete URL address please] Retrieval dates no longer required unless source has a limited circulation or the source changes over time

Glass, R. (2002). Corporate university. Retrieved from: complete URL

address. [Same author, post oldest publication first per APA,

6th edition, p. 182]

Goleman, initial(s) (2000). Name of book. City, State: Publisher

Grossman, R.J. (2000). Emotions at work. Health New Journal. Volume (issue), pages. doi: XXXX/AAAA/4444

Tucker, initial(s) (2000). Name of book. City, State: Publisher.

Prepared by Dr. Freda Turner and edited by Anthony Cardillo to be used as a learning tool. Last updated on 2/17/19.

The all caps title (left margin) and page number (right margin) appear on every page in the page heading. Titles should never be no more than 50 characters and are all caps.

Double-spaced, upper/lower case and centered on the page. Date goes after my name.

Title of paper is centered. Do not bold. Do not all cap.

This is a quote so the writer needs to direct readers to the source by using page or paragraph number (if no page number) in the citation, but never both.

Period after

citation.

Text is ragged edge, double-spaced; do not full justify.

This is not a direct quote but para-phrased

This is an example of a block quote (40 or more words. Each line is indented and does not have quotation marks. See pg 92, APA, 6th edition. Section and paragraph no. in citation.

b

Paraphrased, no page or para number required.

Do not bold title or underline. Center the word “References” on separate page.

Do not underline. Italicize journal names.

Authors are listed in order by author’s last name & initials – never, use author’s first name. First line of source goes against left margin. Succeeding lines are indented.