Question 1

Various methods of Knowledge Transfer are as follows:

Zero Transfer is when there is no knowledge transfer from the training environment to the real workplace (Wang et al., 2021). This usually occurs when the training material is too disassociated or irrelevant from the duties of the employee's job. For example: A company that specialises in selling industrial machinery decides to invest in a week-long workshop on abstract art for its sales team.

Since abstract art has nothing to do with their everyday work, there is no transfer value from the training. 

Negative Transfer is when prior knowledge or training has a negative influence on one's capacity to learn new information or carry out a task (Wang et al., 2021). It happens when newly acquired knowledge contradicts or clashes with previously acquired knowledge or abilities.

For example: It can get difficult for a worker with a lot of experience in a traditional manufacturing setting to adjust to a more automated and computerised manufacturing process. Their incapacity to adopt new technology stems from their outdated knowledge.

Positive Transfer is when prior knowledge or training facilitates the acquisition and application of new knowledge or skills (Wang et al., 2021). It takes place when newly discovered data complements or expands upon previously known information. For example: An accountant with experience in financial auditing could find it simple to move into a financial analysis position because the abilities and information gained there are beneficial to the new position's analysis of financial data. 

Far Transfer is the application of knowledge or skills in a setting that differs greatly from the training context (Scarrà & Piccaluga, 2022). It evaluates how well-versed a person is in a variety of scenarios. For example: A software engineer who attends coding boot camp and learns problem-solving techniques can also use those same techniques to solve project management problems. 

Near Transfer is when information or abilities are used in a situation that is closely similar to the training environment (Scarrà & Piccaluga, 2022). Because the training and the application environment are similar, the transfer is rather simple. For example: An employee who completes a workshop on negotiation skills and then successfully uses those techniques in client sales meetings is demonstrating near transfer since the skills are directly related to their work.

Horizontal Transfer is applying knowledge or abilities in a different but comparable position or role within the same organisation (Scarrà & Piccaluga, 2022). It frequently happens when workers move laterally within the organisation. For example: A customer service agent who moves within the same organisation to become a product trainer, using their understanding of customers to instruct new hires.

Vertical Transfer is the application of knowledge or skills when transferring to a higher or lower hierarchical position within an organisation (Scarrà & Piccaluga, 2022). It frequently entails adjusting prior knowledge to a higher degree of accountability. For example: A manager experiences vertical transfer when they apply their leadership and decision-making abilities at a higher level of responsibility after being promoted to a director role within the same department.

Question 2

When I applied for an internship at a prestigious firm when I was in college, I encountered a huge obstacle. This chance seemed like a pivotal step towards my professional aspirations, which I have always approached with ambition and determination. I put a lot of thought into my application, résumé, and interview preparation.

There was a long interview procedure with several rounds and evaluations, and I was not selected for the internship. It dashed all of my hopes and dreams. I found it difficult to accept the rejection because I was frustrated, doubtful of myself, and disappointed.

It was critical to acknowledge and work through these emotions. By talking to those closest to me about what happened, I was able to get some perspective and comfort. Then I got the interviewees' opinions. Through their suggestions, I was able to hone my interviewing abilities and presenting style.

Personally, I did some soul-searching as well. I neglected to discuss how I might contribute to the success and culture of the organisation when interviewing since I was too busy focusing on my credentials and achievements. Thanks to this realisation, I was able to better connect my talents with the company's mission and values during subsequent interviews.

Despite receiving additional rejections, I persisted in applying for internships. Recognising that failure was an inevitable component of achievement, I maintained an optimistic outlook.

Finally, I was able to get a new internship that expanded my network and provided me with valuable experience when I persisted. I now see that the first rejection was important to my development as a person and in my career. I learned to be more resilient, flexible, and humble as a result of this experience. Not a reflection of my value, but an opportunity to grow, rejection was. The way I deal with adversity has evolved because of this experience and my ability to take criticism well have grown. 

Question 3

CSR initiatives undertaken by five companies within the Fortune 500 are as follows: 

Microsoft

Accessibility and inclusivity are central to Microsoft's CSR efforts. The World Bank and Fordham University's Disability Data Initiative plan to collect global disability data to address the lack of reliable and unified data. This initiative is essential for policymakers and the world to understand disability needs. The Speech Accessibility Project at the University of Illinois Urbana-

Champaign improves voice recognition for diverse speech patterns and disabilities. This project shows Microsoft's commitment to making technology accessible and useful for all speech types. Adaptive Accessories kit launches a shift away from one-size-fits-all technology (Rawlins, 2023). Microsoft's customizable computer setups show its focus on individual technology needs and preferences. The accessible voting website project also shows the company's commitment to inclusive democracy.

These initiatives boost Microsoft's inclusivity and accessibility leadership. They reflect the company's commitment to empowering everyone and every organisation and meeting diversity and technological innovation expectations. This approach may make Microsoft a more attractive employer and partner, especially for diversity and inclusive innovation advocates.

Ally Financial

Gender equality and sports diversity are Ally Financial's CSR priorities. In an industry often criticised for gender disparities, their commitment to equalising advertising dollars between men's and women's sports is notable. The renewed five-year NWSL contract boosts women's sports' visibility and finances (Rawlins, 2023). Ally Financial's decision to increase media investment and adjust NWSL exclusivity agreements boosts the league's exposure and revenue, a crucial move during leadership issues.

These initiatives closely align with Ally Financial's diversity and equity values, reflecting a deep understanding of and response to societal demands for sports fairness and equality. Ally Financial strengthens its social responsibility and gender equity reputation by taking these significant steps. Such actions may appeal to current and prospective employees who value working for diverse and equal companies, helping Ally Financial attract and retain such talent. 

Intrepid Travel

Intrepid Travel's CSR efforts demonstrate its dedication to diversifying and ethically shaping travel. They challenge the white-centric travel portrayal with ethical marketing guidelines, ensuring a diverse range of cultures and experiences. To enhance customer experiences and support Black and Indigenous communities economically and culturally, tours should be expanded to these communities.

Diversity goals are publicly reported by the company to demonstrate its accountability and inclusivity. These initiatives challenge travel narratives and align with Intrepid Travel's diversity and ethical marketing values (Rawlins, 2023). These actions may boost the company's reputation among socially conscious travellers and attract candidates who value cultural diversity and ethical business practises. This approach strengthens Intrepid Travel's position as a progressive and responsible travel company, likely attracting a more diverse and ethical clientele and workforce.

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Study.com

Study.com's CSR efforts focus on education accessibility and diversity, especially in teaching. Their "Keys to the Classroom" initiative addresses the teacher shortage and the need for diversity in the classroom (Rawlins, 2023). Donating online test-prep courses to marginalised communities addresses racial education disparities. Study.com has partnerships in 20 states to diversify the teaching workforce, amplifying their impact.

Study.com's dedication to education accessibility and diversity addresses critical issues like teacher shortages and racial disparities in education. Study.com promotes diversity in education and addresses societal needs through these contributions. This commitment boosts the company's social responsibility. Study.com likely attracts and retains talent passionate about inclusivity and accessibility in education, solidifying its reputation as a forward-thinking and influential educational organisation.

Dell Technologies

Dell Technologies prioritises environmental sustainability and digital inclusion in its CSR efforts. Energy efficiency in tech is a priority with the move to green data centres. This reduces environmental impact and meets customer demand for sustainable solutions.

Dell emphasises a progressive and adaptable workplace by encouraging flexibility and inclusivity (Chou et al., 2023). This shows the company's commitment to diversity and inclusion. A major UNICEF partnership supports the Giga initiative to connect every school to the Internet by 2030 (Sepúlveda, 2020). Dell's commitment to digital inclusion ensures equitable access to technology for education worldwide with this ambitious project.

Dell values sustainability, digital inclusion, and ethics, which these initiatives reflect. They exceed social expectations for environmental responsibility and technology access. These initiatives could boost Dell's sustainability and digital inclusion reputation. Dell attracts environmentally conscious and socially responsible talent, who are increasingly seeking employers that share their values.

 

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References

Chou, D. C., Chen, H. G., & Lin, B. (2023). Green IT and corporate social responsibility for sustainability. Journal of Computer Information Systems, 63(2), 322-333. 
Rawlins, A. (2023). Retrieved from https://www.fastcompany.com/90846914/most-innovative-companies-corporate-social-responsibility-2023
Scarrà, D., & Piccaluga, A. (2022). The impact of technology transfer and knowledge spillover from Big Science: a literature review. Technovation, 116, 102165.
Sepúlveda, A. (2020). The digital transformation of education: connecting schools, empowering learners. TIC EDUCAÇÃO, 249.
Wang, F., Jiang, Z., Li, X., & Li, G. (2021). Cognitive factors of the transfer of empirical engineering knowledge: A behavioral and fNIRS study. Advanced Engineering Informatics, 47, 101207.