For over 90 years, the Port Authority of New York & New Jersey, with a mission to “keep the region moving,” has been building, maintaining and operating some of the region’s most important infrastructures from aviation to rail transit to seaports to tunnels, bridges and bus terminals. On Friday, April 13th, Stephanie Martinez, Diversity & Veterans Sr. Recruiter at Port Authority, engaged students and college staff in an hour and a half long presentation as a part of the Center for Career Development’s professional speaker series. The Career Talk began with Hernandez giving a general overview of the agency, it’s locations, just how it serves commuters and regional business interests and her work there. Hernandez then spoke about the culture at the Port Authority. The agency provides a generous rewards packages to employees which include medical, prescription, dental, and vision coverage, commutation benefits, and work/life balance programs. Joining the pack of power corporations such as Target and Starbucks, The Port Authority offers tuition and craft development assistance – covering up to 80 percent of per course cost. …show more content…
The company has a 12-week paid Summer Internship Program in management or engineering and architecture for college students pursuing their associate or bachelor’s degrees. They also offer a robust 2-year Leadership Fellows Program for candidates with a master’s degrees. Fellows gain on-the-job experience in planning, finance, security operations, and human resources. Finally, their Engineering and Architecture Associates Program provides exciting career opportunities to recent college graduates holding a master’s degrees in either architecture, electronics, engineering, surveying and related majors. All career opportunities can be conveniently accessed through the company’s JoinThePortAuthority.com
In the case of “Diversity Programs at the New England Aquarium”, all four frames – structural, human resources, political, and symbolic— show a different perspective of the underlying management issues surrounding the New England Aquarium. The issues that surround the structural frame are based around the aquarium’s goals and mission, as well as the actual organizational structure and coordination. The human resource frame will be used to view the relationships and balance between the needs of the organization and the needs of the people involved at the aquarium. Next, we will look at the political frame in order to better understand “the battle” for the tight resources, and the political arena that exists in the aquarium. Lastly, we will discuss the symbolic frame to view the symbols at the aquarium and show their affect the organization.
First the ACE Mentor Program’s roots actually started in New York City where they developed the idea for this program, and started the fundraising for scholarships in 1995. According to their website, “ACE is a not-for-profit organization, formed under Section 501(c)3 of the District of Columbia in 2002,” (History). Today ACE, which stands for “Architecture Construction and Engineering,” consists of volunteers who work after school as a design and construction team to teach and mentor high school students to create and build ideas for construction projects. In the ACE Mentor Program there are affiliates to different regions or areas. The website states, “Each affiliate has a board of directors, a local coordinator, and a number of teams,” (About Us). The teams of about 15 to 20 students meet in about 15 sessions after school to either go on field trips to experience construction in the real world, or work and design for the end of the year Presentation to their region. To meet the expectations for the presentation night it takes hard work and dedication to learn architectural, construction, and engineering skills as a team. Right now, the ACE Mentor Program has 30,500 students participating and is still growing. The history of ACE starts from New York but is venturing across the
Subsequently what is done is that selected high schools develop a curriculum that is organized around a specific career cluster, which are like a specialized charter school. The goal is to feature a series advanced “pathway” courses that can help students to enrich their knowledge through work-based learning and academics. In turn, this specialized education will allow student to demonstrate their understanding through assessments and industry credentialing opportunities. As well these schools are enrolled in a learning exchange that have partnerships that are organized to support the programs of study by coordinating statewide networks of education partners, businesses, industry associations, labor, and other organizations (2013, p. 21-23). Consequently, the program is driven to help high school students develop a career path and to receive exploratory education that will given them an advantage in either college endeavors or in the job market.
The New England Aquarium had a difficult dilemma. The organization wanted to become an entity representative of the city of Boston and characterize its ethnic, racial, and economic diversity. However, since the late 1960's, the aquarium was considered inaccessible by minority communities. As such, its board of trustees wanted to change this image. In the early 1990's, they developed a plan to "attract and involve" populations previously underrepresented. At the same time, the education department began to implement programs targeting minority youth. Despite the good intentions, these efforts proved unsuccessful and jeopardized the cohesion of the department. The experiences of the youth programs in the education department demonstrate considerable structural and human resource frame management faults. The issues that highlight the structural faults revolve around the mission statement and goals of the aquarium, as well as the structure configuration and its coordination. Human Resource issues revolve around the relationships and conflicting needs of the aquarium and its people, including the minority youth.
opportunity, and this can be viewed through its diversify workforce. The agency, not only serves
I witnessed this first hand through my participation in JumpStart and Fuqua Diverse Perspectives. Of the varying dimensions of diversity, I am passionate about diversity of gender, race, ethnicity, and thought. I recognize the value of having diverse leadership to grow businesses. Organizations like the Black and Latino MBA Organization (BLMBAO) is one of the many ways Fuqua addresses these issues and shows how it develops its students throughout business school. Given the chance to serve in the capacity of Director of Diversity & International Affairs for the MBA Association to support Fuqua clubs would allow me to identify ways for the Fuqua community to embrace diversity and drive an inclusive environment. Aside from building the Fuqua community, I will lead efforts within BLMBAO to work with the Durham minority constituency to provide mentorship and support to the youth by assisting them with matriculating from high school to higher education. I seek to ensure exposure and support is provided to community members and the children of the next generation. The Fuqua community can only be as great as the legacy left
Our career exploration class had a guest speaker yesterday. His name was Haul Romer. Mr. Romer was an offshore diver. He had no idea what he wanted to be when he graduated, so he joined the Coast Guard. Mr. Romer’s first job in the Coast Guard was a patrol board in Alaska stationed on an icebreaker. While in Alaska he discovered Alaska had opposite seasons than us and it was always daylight during Winter. While in the Coast Guard, a job came up for a diving job and he tried out, He was later accepted and attended a diving school in Hawaii. Mr. Haul came back to the Coast Guard as a part of the diving crew. He stayed at the Coast Guard for about four to four and a half years longer. After the Coast Guard, he decided he still wanted to dive and he attended a commercial diving school in Los Angeles, California. He came to the Gulf of Mexico and has been in the gulf since 1982. Mr. Haul Romer informed the class of all the extremely
Organizational cultural is the system of shared beliefs and values that develops within an organization and guides the behavior of its members, while organizational structure is an expression of social and economic principles of hierarchy and specialization (Kinicki, 2015). Both the culture and the structure of an organization are important things for management to understand in order to successfully set and achieve an organization’s goals. Companies who excel in highly competitive fields can attribute their successful economic performance to a cohesive corporate culture that increases competiveness and profitability. This culture is best utilized in an organization that has the necessary structure to allow its employees to coordinate their
Magee, Gwen. “The Colors of Careers.” Presbyterian Christian School. Room 101. Hattiesburg. 6 Nov. 2013. Lecture.
The concept of organizational cultures was first raised in 1970s, and soon became a fashionable topic. Organizational culture is the shared beliefs, values and behaviours of the group. Theorists of organizations believe that organizational culture represents the pattern of behaviours, values, and beliefs of an organization. Hence, studies around organizational culture have been seen as great helpful and essential for understanding organizations and their behaviours. Additionally, organizational culture has been considered to be an important determinant of organizational success. Therefore, leaders and managers pay more than more attentions on this topic, focusing on constructing and managing organizational cultures.
Concepts we discussed in both my Social Work and African American Studies classes such as white flight, housing discrimination, lack of school funding, and lack of access to adequate health care were reinforced when I began my practicum senior year at a local community mental health organization. The agency served a client population that was over 90% black. At practicum, I applied my skills learned in class such as communication, empathy, motivational interviewing, and strengths based perspective to form a bond with clients and ensure that services the agency delivered were what the clients needed. I combined my Social Work Research course with my practicum and designed a client satisfaction survey that assessed client involvement, satisfaction, and desired changes. These changes were presented to the board to help guide changes in activities and policies for the next fiscal
Stitt-Gohdes, W. L. Career Development: Issues of Gender, Race, and Class. Columbus: ERIC Clearinghouse on Adult, Career, and Vocational Education, 1997. (ED 413 533)
Overall viewing this company from an outside perspective they are a very highly profitable company but also know the values and programs that need to be placed in order to stay successful. Having a regular scheduled training base, programs will help keep the employees refreshed, knowledgeable and room to grow within their job position.
Corporate culture is the shared values and meanings that members hold in common and that are practiced by an organization’s leaders. Corporate culture is a powerful force that affects individuals in very real ways. In this paper I will explain the concept of corporate culture, apply the concept towards my employer, and analyze the validity of this concept. Research As Sackmann's Iceberg model demonstrates, culture is a series of visible and invisible characteristics that influence the behavior of members of organizations. Organizational and corporate cultures are formal and informal. They can be studied by observation, by listening and interacting with people in the culture, by reading what the company says about its own culture, by understanding career path progressions, and by observing stories about the company. As R. Solomon stated, “Corporate culture is related to ethics through the values and leadership styles that the leaders practice; the company model, the rituals and symbols that organizations value, and the way organizational executives and members communicate among themselves and with stakeholders. As a culture, the corporation defines not only jobs and roles; it also sets goals and establishes what counts as success” (Solomon, 1997, p.138). Corporate values are used to define corporate culture and drive operations found in “strong” corporate cultures. Boeing, Johnson & Johnson, and Bonar Group, the engineering firm I work for, all exemplify “strong” cultures. They all have a shared philosophy, they value the importance of people, they all have heroes that symbolize the success of the company, and they celebrate rituals, which provide opportunities for caring and sharing, for developing a spiri...
The department benefits more than just its own students. It affects the entire student body and the community itself. Several major projects have been sponsored and carried out by the department. One of those projects was a traveling exhibit celebrating cultural diversity. This project was done in conjunction with Parson’s School of Design in New York.