Many companies have faced lawsuits from its employees. As such, HR professionals are often tasked with creating measures to address a lawsuit’s aftermath. Your final essay will be to write a two to three page paper (double spaced) concerning a company who has faced a discrimination lawsuit by its employees. You will discuss two to three measures to make that company’s workplace better in spite of the lawsuit. You do not need to be concerned with the merits of the discrimination case. The point of the exercise is to address ways that the company’s workplace can improve.
First Paragraph-Introduction
Provide an overview of the discrimination lawsuit
Why was the company sued? What was basis of the lawsuit?
Next few paragraphs
Provide initiatives given the fact that there was lawsuit.
Think about what you’ve learned in class (performance appraisals, compensation, training, managing careers etc..)
Discuss why you would employ those initiatives.
Provide supporting evidence (newspaper articles, journals, websites etc)
Final paragraph
This should be a conclusion
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Multiple large in-house and outsourcing responsibilities
Multiple large in-house and outsourcing responsibilities
In the race for a competitive advantage, today’s organizations are often tasked with multiple large in-house and outsourcing responsibilities when it comes to project management.
Explain what project management is, and how it evolved over time.
Explain at least 1 thing that has surprised you about the field of project management.
Use at least three (3) quality references Note: Wikipedia and other related websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
Strategic approach to employee training and development
Strategic approach to employee training and development
Defining the strategic approach to employee training and development allows organizations to align training and development to overall organizational success. Organizations may provide minimal training for job-specific skills or they may opt for a wide range of training and development opportunities to foster human talent development and ties to succession planning.
Research the purposes and approaches to strategic training and development decisions, and address the following:
What criteria might an organization use to determine a strategy regarding employee training and development?
Explain the difference between a small family-owned business and a multinational company in their approach to strategic training and development for employees.
Analyze the relationship between training and development, succession planning, and organizational success.
Why is multicultural/diversity training important in organizations
What are some legal considerations (employment laws and labor laws) managers must consider in selecting staff for training and development opportunities.
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The writer will include very constructive feedback for both articles using constructive criticism why commenting on both papers.
The writer will have to read each of this post and react to them by commenting, analyzing and supporting with relevant articles. The writer will have to read carefully before giving constructive comments on the post. The writer should write a one paragraph of at least 150 words. APA and in text citation must be use as each respond to the two post must have in text citations. The writer will have to use an article to supports his comments in each of the article. Address the content of each post below in a one paragraph each, analysis and evaluation of the topic, as well as the integration of relevant resources.
I will send the details via email
SAMPLE ANSWER
Occupational Stress in Organizations
Article 1:
As determined by Ongori and Topper (2007), stress remains an element that has the capacity to affect the performances of employees within an organization, a factor that would negatively impact the productivity and employee turnover rates including organizational performance within a firm. Considering the outcomes of the study conducted by the authors, occupational stress remains one of the great distresses of management, employees including other stakeholders within an organization.
The study in this case aggress to the fact that the cost of occupational stress is higher in many entities, with this costing companies huge amounts of money since this stressor may lead to the morbidity and mortality of employees in a firm. Tabassum (2013) views, therefore, concurs with the findings of this study and determines that work overloads without taking into consideration the availability of human capital to carry out the duties may result in occupational stress. In this case, increases in workloads within organizations that fail to correspond to the available workforce are the causative factor of occupational stress.
Article 2;
In this article, Ongori & Agolla (2008) employs the use of SPSS software in analyzing the causes, symptoms and effects including the appropriate interventions for occupational stress through the use of the Likert’s scale of 1 to 5. Through the simple descriptive statistics study, it was depicted that uncertainty of promotions within a work environment could also be a source of occupational stress.
In as much as there were limitations in the study that arose due to the choice of a smaller sample and a couple of organizations that provided data, the responses offered by the participants prove that some occupational stresses result from uncertainties of promotions, a factor that Newton, & Teo (2014) concurs with since employees who work hard anticipate rewards from organizations. However when these rewards take are undetermined, the employees are more likely to get stressed, a factor that would diminish their productivity
References
Tabassum, S. (2013). Occupational Stress among Employees of Public and Private Insurance Sector: A Comparative Study. Amity Global Business Review, 880-91.
Newton, C., & Teo, S. (2014). Identification and Occupational Stress: A Stress-Buffering Perspective. Human Resource Management, 53(1), 89-113. https://www.doi:10.1002/hrm.21598
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How Learning Needs Are Identified In an Organization
How Learning Needs Are Identified In an Organization
Order Instructions:
The notion of the learning need can be straightforward; however, you will discover that the topic is open to question and challenge and that an alternative way exists. This essay asks you to consider how learning needs are established in your organisation.
The question focuses specifically on job or occupation-level needs, but you are invited to extend the discussion in the Collaboration. You explore how learning needs are identified.
Address the following issues/questions:
Identify and retrieve one peer-reviewed academic journal article and one professional or trade journal article.
Reflect on how learning needs are identified in your organisation or an organisation with which you are familiar.
Critically evaluate methods for identifying learning needs in your organisation. In your analysis, address your own research within the topic.
What is the common understanding of learning needs?
How could ideas from the literature be used to improve practice in your organisation?
Which approach is reflected by your organisation: the comprehensive approach, key task approach, problem-centred approach or competency approach, or none of these?
What are the reasons for the approach adopted by your organisation?
SAMPLE ANSWER
Introduction
Learning remains an essential element in achieving the objectives of an organization and improving its –performance as well. It has the potential to link the gap between an organization’s current capacity and the need to deliver an organization’s business results (Heorhiadi, Venture, & Conbere, pp. 5-9. 2014). This paper, therefore, seeks to determine an organization’s learning need. This can, however, be achieved once the learning requirements of the organization are identified through a learning needs analysis.
How Learning Needs Are Identified In an Organization
It is critical to determine the fact that effective learning remains an essential business strategy. Our organization has developed approaches to targeting, prioritizing, planning, monitoring and managing with the aim of ensuring that the return on its investments is made. However, our organization realized that its output was not consistent as required (Heorhiadi, et.al). Through the help of a business advisor, we were able to discover that the identification and development of the personnel’s skills, abilities and knowledge was the only robust approach to achieving our goals and objectives.
Through a learning needs analysis, our organization was in a position to continuously identify its needs. This process involved assessing the capabilities and performance, listening to colleagues, looking out for changes in the market and competitor activities, and maintaining awareness of the business activities (Lennie, Tacchi, Wilmore, & Koirala, pp. 325-343.2015). According to my findings, it is also essential to mention that the learning needs analysis also considers the monitoring and review of the impact of the current development and training activities within the organization.
The Common Understanding of Learning Needs
Learning needs is mainly used to refer to what happens with the knowledge an employee receives from training. Learning occurs only when the individual is in a position to apply the knowledge gained to their work situations (Lennie, et.al). A learning need, therefore, alludes to an identified gap between an organization’s current level of performance and the required level. The necessary level, in this case, could mean either the performance of the organization is dismal, or it has not reached the satisfactory level.
The needs analysis as determined in this paper can be applied within the context of our organization with the aim of growing the business functions (Quinn, pp. 34-48.2015). Once the needs are identified, the organization would, therefore, embrace the process and develop an environment through which continuous improvements are made with the aim of ensuring individuals can focus on their own competencies.
The Approach Reflected By Our Organization
Our organization chose the competency approach in determining its needs. Through this, our organization has a developed set of personal competencies that are aimed at suiting its needs (Quinn, pp. 34-48.2015). This approach has benefited our organization in describing both the knowledge and skills required to satisfactorily achieve the organization’s goals and tasks.
The competencies of every worker within the organization are therefore identified and designed in a manner that combines the job specifications and typical behaviors (Robbins, pp. 21-25.2009). The competency approach in spurring the learning needs is based on the fact that they are observable, practical and directly linked to the job to be completed. In some instances, the competency approach remains impersonal since it is able to determine the workers who are competent and those who are not yet competent.
Conclusion
Learning remains an essential element in achieving the objectives of an organization and improving its –performance as well. In order to achieve the results of learning need, organizations need to carry out an analysis that identifies its needs before taking any approach.
References
Heorhiadi, A, La Venture, K, & Conbere, J 2014, ‘What do Organizations Need to Learn to Become a Learning Organization?’,OD Practitioner, 46, 2, pp. 5-9, Business Source Complete, EBSCOhost, viewed 4 September 2015.
Lennie, J, Tacchi, J, Wilmore, M, & Koirala, B 2015, ‘A holistic, learning-centred approach to building evaluation capacity in development organizations’, Evaluation, 21, 3, pp. 325-343, Academic Search Premier, EBSCOhost, viewed 4 September 2015.
Quinn, C 2015, ‘Learning Needs A Revolution’, Chief Learning Officer, 14, 7, pp. 34-48, Business Source Complete, EBSCOhost, viewed 4 September 2015.
Robbins, P 2009, ‘Performance proficiency as a measure of learning needs’, Performance Improvement, 48, 3, pp. 21-25, Business Source Complete, EBSCOhost, viewed 4 September 2015.
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After you have read the article, complete the following:
Identify and analyze the challenges in staffing, especially with regards to personnel selection practices. Identify the best approaches to successful recruitment.
SAMPLE ANSWER
HR.W4.ASS
Strategic recruitment remains one of the most important functions of human resource department. Finding suitable candidates in the 21st century is important for most companies’ success. The right employees require appropriate personnel selection practices. This discussion focus on the challenges in staffing more so, when it comes to personnel selection practices and identifies the best approaches to ensure successful recruitment.
Organizations face different staffing related challenges that halt innovation and productivity. Some of these challenges manifest through personnel selection practices. These challenges range from competition for applicants, labor shortages, increased knowledge work, wok diversity, recruiting, and maintaining high skill talent among any others (Shafique, 2012). Recruiting is an expensive process and it becomes more expensive if the applicants recruited or hired lack sufficient skills to handle tasks assigned. Organizations lose millions of dollars for hiring inappropriate candidates (Oracle Human Capital Management, 2012). According to Oracle Human Capital Management (2012), the financial impact of hiring a candidate that performs is 10-100 times the person’s salary. Currently, it is very important to hire candidates with exceptional talent in their respective areas to add value to the organization. However, this is not always the case, as there is limited number of available talents. This therefore, presents a challenge when selecting candidates.
The other challenge is failure of the organization to deploy the best recruitment strategies or methods to attract the right candidates that posses right skills and knowledge to perform a certain job (Shafique, 2012). This challenge arises when human resources department lacks sufficient skills and competent to recruit candidates (Douglas, 2012).
The challenge of retaining these candidates is not addressed sufficiently during their recruitment. People will need assurance of better remunerated and conducive working conditions when being recruited something that many organizations fail to give because they lack sufficient resources to motivate their employees (Ployhart, 2006). This contributes to negative perception of the candidates about the organization resulting to recruitment of less qualified candidates.
Another challenge is competition for the candidates by leading organizations (Tarique & Schuler, 2008). This competition leads to selection of candidates that may not be able to deliver as expected. It also contributes to increased cost of hiring that sometimes affects financial position of the company negatively (Shafique, 2012). Related to this challenge is labor shortage that organization grapples with. Even though, the number of applicants may be higher, they may not be qualified to perform certain tasks leading to challenges in the recruitment that eventually affects performance and productivity of an organization. Work diversity is also a challenge that faces many companies when selecting personnel. Different jobs require candidates with certain skills and knowledge to execute them well. Sometimes, it becomes very difficult for the company to recruit different people with skills in various fields because of the cost factor and this affects organization productivity and operation.
The only way to overcome these challenges is to embrace best approaches that have bored positive results. Organization must continue to meet their staffing needs and for this reasons, they must understand how to go about this. Organizations must actually consider their goals and requirements when recruiting (Ployhart, 2006). They must look at their business plan and its relation to its human resource planning before sending out an advert. Having a plan for recruitment process is important since recruitment goals are developed from the business goals. Is important to understand the position of the business; whether it is growing, stagnated, or declining. This information makes staffing needs more explicit. The information as well allows the organization to determine the number of employees to hire as skills, ability, knowledge, and experience needed to handle the job is listed. The recruitment method to use is as well identified if this information is available.
Method of recruitment are categorized as internal and external. Internal methods include job positing and bidding, and employee referrals, while example of external methods includes use of self employed workers, colleges, universities and many others. Planning therefore, ensures that the method used ensures selection of the most qualified and competent candidates that can handle the job well.
It is also important to remain professional when writing recruitment advertisements. These advertisements are important as they communicate about the company. The job advert should be short and precise, and written in positive wording. It should have an introduction, the job advertised and main duties, the qualification of the candidate and finish with information on benefits, career development, atmosphere, environmental, and other important requirements such as date of interview (Shafique, 2012).
There should be no discrimination of the applicants on any ground based on race, sex, and color of skin as this is illegal. The advertisement should adhere to the employment regulatory standards. This will enhance the public image of the company and as well ensure that competent and qualified candidates apply for the job. The Equal Opportunities Commission (EOC) has published Codes of Practice that should act as a guide (Shafique, 2012). Other bodies such as Advisory, Conciliation and Arbitration Service (ACAS), and Commission for Racial Equality (CRE) as well have sufficient guidelines that organization must abide to avoid going against the law when recruiting.
It is therefore; wrong to victimize or unfairly discriminate candidates when recruiting staffs. The candidates have a right to data privacy, hence organization should not disclose any personal information to third parties without the consent of the candidates to use the information for another purpose from the intended one (Shafique, 2012). Is important that organizations request certain information such as selection records, references, and personal details when need be and ensue that they protect the same. It is also important to ensure that the process remain open to all the candidates that feel they have the capabilities to execute the work (Douglas, 2012). The interviews and other methods of candidate assessment should as well not be violated.
In conclusion, staffing is very important function of human resource management. It requires proper planning and adoption of suitable strategies to overcome challenges discussed. The best practice of staffing such as planning and aligning recruitment process with the goals of an entity will go miles in ensuring that organizations recruit competent candidates that can impact positively to the organization.
References
Douglas, K. S. (2012). Staffing for End of Life: Challenges and Opportunities. Nursing Economic$, 30(3), 167-178.
Ployhart, R. (2006). Staffing in the 21st Century: New Challenges and Strategic Opportunities. Journal of Management, 32(6), 868-897. Retrieved from: http://jom.sagepub.com/content/32/6/868.abstract
Shafique, O. (2012). Recruitment in the 21st Century. Interdisciplinary Journal of Contemporary Research in Business, 4(2), 887-901.
Tarique, I., & Schuler, R. (2008). Emerging issues and challenges in global staffing: a North American perspective. International Journal Of Human Resource Management, 19(8), 1397-1415. doi:10.1080/09585190802200157
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THIS IS A TWO-PART ASSIGNMENT. PLEASE TYPE ALL ANSWERS UNDER THE QUESTIONS.
ASSIGNMENT INSTRUCTIONS FROM THE INSTRUCTOR:
Use your Blanchard and Thacker text, Effective Training, to complete the following:
Analyzes course concepts, theories, or materials correctly, using examples or supporting evidence.
Analyzes course concepts, theories, or materials correctly, using examples or supporting evidence.
References:
Blanchard, N. P., & Thacker, J. (2013). Effective training (5th ed.). Upper Saddle River, NJ: Prentice Hall
ASSIGNMENT:
PART 1: Diversity and Cross-Cultural Training
Working with coworkers who are from a different background, culture, or race from our own can be a challenge. Training people in how to function in a multicultural environment is critical to organizational success today. It can be very challenging for a training professional to develop and implement cross-cultural training. This is definitely one place for active involvement in the training program, and is critical to the program’s success.
1. Briefly describe a diversity or cross-cultural program that you have attended that was successful.
2. Why do you think this program was a success?
PART 2: Employee Orientation Programs
You have most likely been part of a formal or informal new employee orientation program. Some of these experiences may have been positive and effective, while others may have been less than effective.
1. Briefly describe a new employee orientation you have experienced.
2. Provide two specific reasons why you feel the program was effective or ineffective.
3.What changes (if any) would you recommend to improve the program and your experience?
SAMPLE ANSWER
Employment and development training
Part 1
Diversity refers to the differences that occur in human beings that are found in a particular institution, firm, organization or society. The difference comes in many forms that include race, religion, ethnic background, language among other things (Adra et al., 2011). These aspects that differentiate one individual from another are very common in the whole world. Therefore, the global approaches of managing these aspects that differentiate one individual from the other assist us in working towards a common goal (Adra et al., 2011). The common goal focuses on a particular setting as in an organization, where the goal may be to achieve the strategic business objectives of the organization.
However, this paper will focus on the various activities aimed at managing these cross-cultural differences among employees of the same organization. The efficient management of diversity has a lasting positive effect on the productivity of every employee as well as that of the whole organization. I happened to get a chance to attend a seminar on the understanding and dealing with diversity in an organization. The seminar ran for one week. During the one week, many activities ensued. The theme of the seminar was,” using diversity to attain a successfully diversified working environment”. According to me, all the activities that I took part in aimed at working towards realizing the objectives of the theme.
The program can be classified to be a training or development program. Almost all the activities’ goal was to develop and train employees’ organizational behavior that would tolerate and embrace the diversified nature of organizations. The training helped in illustrating that discrimination would only work towards hindering the progress of the company. Therefore, the earlier individuals embrace diversity and use it for a better purpose, the better it will be for everybody in the organization.
The program was a complete success. The reason being that employee interaction increased by a significant amount. I personally witnessed that. Therefore, the communication process in the organization became more efficient.
Part 2
However, some orientation programs aimed at successfully integrating an employee into an organization are quite useful. One such program I encountered during the seminar is the get to know each other program. The program entailed different activities that gave a new employee a clear picture of the structure of leadership in the organization. Moreover, it provided the employee with a distinct perspective on what channels of communication one should use for each situation encountered. Furthermore, it gave me an opportunity to get to know other employees, supervisors, HR and managers in the organization. Also, to get to know who to talk to in every situation that I deem sees fit to ask for guidance.
The program has its effective side. The effectiveness comes from the point of employee interaction. Once proper interactions are made, it is easier for me, the employee to approach that person privately to discuss different matters that affect the organization. I may even go for clarification or confirmation of an unclear aspect of the organization without a fuss. Alternately, every good thing has its bad side. The bad side of the program is what I considered the first impression made by the very introductions that make the program effective. It is quite common for employees to dislike each other for no particular reason, it is considered human nature.
However, if the dislike is not overcome or dealt with accordingly, the relationship between these two individual is headed for a plummet. Therefore, the first impression made by one employee to another can either work for or work against the common goals of the whole organization.
Alternately, there are some things I know that can be done to alter the negative effect of the program on the employees. One of the most important things to reminding employees from time to time is professionalism. When the employees get to see the situation from a professional perspective. Then interpersonal conflicts will not get in the way of professionalism and working together for the benefit of the organization and themselves.
In summary, it is prudent to develop and train the minds of employees to be able to embrace positively the diversity that occurs in a different situation for the benefit of the common good. The activities carried out to ensure that the above statement is accomplished should be conducted in a professional manner. The better the interpersonal skills held by employees, the better the interaction between employees that is significant to the cause of the organization.
Consider the merits and pitfalls of different approaches to managing diversity in organisations. Increased geographical mobility and the prevalence of teleworking are just two of the factors that have led to the ability of employees to work in organisations and contexts that would have been unthinkable even as recently as 20 years ago. This, alongside shortages in key skills, has led to an opening up of workplaces that requires new approaches to managing workforce diversity and the need to question assumptions about what makes an ideal employee.
Although the initial question in this exercise focuses on gender stereotypes in leadership, think about how this is replicated in other job roles and for other sections of society.
To prepare for this essay:
Reflect on the question on page 235 of the Bratton and Gold chapter in this week’s Learning Resources:
A personality questionnaire contains the item ‘I think I would make a good leader’. This question was answered ‘true’ by twice as many men as women, implying that men are twice as likely to become good leaders. What do you think of such an item and its implication?
In your analysis, use your knowledge of leadership, as this question concerns selection strategies, decisions and diversity management in recruitment and selection.
In an approximately 550 word response, address the following issues/questions:
Critically analyse diversity management based on this week’s Learning Resources.
In formulating your essay, consider the following questions:
What are the two approaches to managing diversity?
How does diversity management begin at the recruitment and selection stage?
Diversity Management
Diversity infers to the visible and non-visible variables that exist between individuals of different genders, cultures, race, sexual orientation, religion, marital status, disability, political affiliations, values, family structures, ethnicity and marital status. In managing all this elements, it is therefore essential that an approach to harnessing these differences with the aim of creating a productive environment within the workplace where every individual feel valued and talents are utilized to meet the goals of an organization is initiated (Casanova, p. 84. 2012). It is therefore essential to note that the essence of diversity within a work environment can never be underestimated since it enables a company to use creative and fresh thinking and several perspectives in responding and managing the needs of company’s customers.
According to the learning resources provided this week, diversity and equality management systems within an organization have the capacity to impact the performance of an organization beyond the typical effects of the traditional performance work systems since the former includes the training and monitoring of the processes of recruitment, promotion across the minor groups including the disadvantaged and pay (Casanova, p. 84. 2012). It is essential to note that due to the shortages in talents, organizations need to utilize the full capabilities of all its human resources.
There is also the need to embrace the fact that organizations need to incorporate diverse employees who are like its customers including the need to communicate and understand in reflecting their concerns, a factor that would produce better outcomes (Reichel, Brandl, & Mayrhofer, pp. 332-352. 2010). It is therefore of essence to emphasize on facilitating diversity and encouraging the element of equality considering the fact that if these are properly implemented and embraced, then diversity and equality management can improve the performance of an organization.
Two Approaches to Managing Diversity
It is imperative to consider the fact that managers need to be fully aware of the fact that managing diversity requires a different approach. To effectively manage diversity, it is essential to note that;
An organization needs to brand its image with the sole aim of painting a picture of a company as one that values diversity of its employees. Through this, the company remains in a position of getting recognition of its diversity programs.
Organizations also need to create a culture of acceptance that determines that the organization values and appreciates its diverse workforce.
How Diversity Management Begins At the Recruitment and Selection Stage
In the contemporary market, organizations have resorted to other approaches to recruiting and selecting its employees based on the traditional methods that focus on the supply and demand in the labor market (Reichel, et.al). However, these approaches are now changing, considering the fact that the HR practice is now challenged to consider the element of diversity in employee branding, attraction of talents, and in developing a clear organizational value that would attract the existing and potential employees.
Bratton and Gold state that making the right decision during the recruitment and selection stage requires a collection of relevant information. Considering the element of a diverse labor market, organizations are therefore needed to incorporate this in their recruitment and selection process (Rose, & Leuschner, pp. 265-274. 2012). At the selection stage, it is essential to make decisions based on the issues of diversity and equal opportunity that can either be implemented through the compliance perspective that requires the process of recruitment to adhere to the laws that govern the work environment.
Secondly, this can be incorporated into the strategic perspective that clearly centers its approach on the benefits of employing a diverse labor force (Singh, & Point, pp. 363-379. 2006). Through the management of diversity, an organization remains in place to increase its staff retention and motivation, a factor that would improve its performance in customer relations.
References
Casanova, M 2012, ‘Diversity Charters in Europe’, Profiles In Diversity Journal, 14, 4, p. 84, Business Source Complete, EBSCOhost, viewed 27 August 2015.
Reichel, A, Brandl, J, & Mayrhofer, W 2010, ‘The Strongest Link: Legitimacy of Top Management Diversity, Sex Stereotypes and the Rise of Women in Human Resource Management 1995-2004’,Management Revue, 21, 3, pp. 332-352, Business Source Complete, EBSCOhost, viewed 27 August 2015.
Rose, L, & Leuschner, C 2012, ‘The diversity–productivity relationship in a permanent temperate grassland: negative diversity effect, dominant influence of management regime’, Plant Ecology & Diversity, 5, 3, pp. 265-274, Academic Search Premier, EBSCOhost, viewed 27 August 2015.
Singh, V., & Point, S. 2006, (Re) Presentations of Gender and Ethnicity in Diversity Statements on European Company Websites. Journal of Business Ethics, 68(4), 363-379.
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This papers become very interesting going forward from hear as the writer has to write everything base on the problem statement crafted in 113135 even though that paper was terribly written. The topic to always keep in mind is (Employee job satisfaction and productiveness).
Introducing Your Introduction.
The introduction to a research study has a proscribed purpose and functionality that sets it apart from introductions you have probably read in books and popular literature. Although the introduction should engage the reader, it should also highlight particular information about the study and its orientation. Take note that everything should be center around your topic which is Employee job satisfaction and productivity, that you started in the problem statement.
Using the sample outline for an introduction on p. 100 and the annotated sample on pp. 100–102 of your course text, Research Design: Qualitative, Quantitative, and Mixed Methods Approaches, write an Introduction that addresses and includes the elements suggested by this week’s Learning Resources. For the purposes of this paper, you should assume that your Literature Review from last Week was exhaustive and that it included substantive breadth and depth of the scholarship with regard to your topic (Employee job satisfaction and productivity). Consider the following in preparing your Introduction:
• Is the opening sentence engaging, and does it encourage readers to continue?
• Is a problem or issue identified that justifies this study?
• Is the problem framed in a way that is consistent with the research approach?
• Do you refer to groups of studies to justify the problem’s importance?
• Do you cite recent literature (within the past 10 years)?
• Are specific deficiencies in past studies identified?
• Do you explain how the study will address these efficiencies?
• Do you explain why the study is significant for audiences?
• Is the Introduction limited to about 2 pages?
• Is the Introduction well-written and easy to read?
Resources
• Course Text
• Research Design: Qualitative, Quantitative, and Mixed Methods Approaches
o Chapter 5, “The Introduction” (pp. 97–110)
o Chapter 6, “The Purpose Statement” (pp. 111–127)
o Chapter 7, “Research Questions and Hypotheses” (pp. 129–143)
This series of chapters presents the first elements of a research study that are common in both articles and in more extensive research literature. Each element is presented in terms of its component elements and nuanced differences that are determined by the research methods that govern a given study. Best practices and common formats and templates guide you through the preparation of these elements.
• Media
• Laureate Education, Inc. (Executive Producer.) (2008). Purposes of research. Baltimore: Executive Producer.
SAMPLE ANSWER
Introduction
Job satisfaction and productiveness are directly related but the nature of work engagement determines the level of job satisfaction and the required output per employee. According to Bakker (2011) Job satisfaction and the level of productivity differs from one employee to the other. Employees are motivated differently depending on their preferences and work engagement. Satisfied and engaged workers approach their duties and obligation with dedication, energy and focus. These workers are more productive, open minded and are always ready to go extra mile. Employees’ job satisfaction is achieved by motivation and provision of favorable working conditions.
However, high quality performance is also witnessed only when the job demands are high and the personal resources of individual employees are also conducive to quality production. For example, employee’s self-esteem and optimism are crucial and contribute significantly to the eventual quality of the company’s output (Bakker, 2011). These personal attributes allow the employees to remain in good health hence the ability to focus clearly on the demands of the job. Social support, autonomy, growth and an effective feedback system are also some of the job resources that create a suitable environment for job satisfaction.
A company must research on all the motivation factors that resonate well with their employees. The level of performance can be greatly eroded if the motivation factors are not consistent with the employee’s wishes or are lacking all together (Zenoff, 2013). Some workers are motivated by their own achievements or by recognition of their efforts. It’s the company management’s task to identify what the company needs to optimize the workers productivity (Stack, 2013).
Dr. Rollings from the Hay group in the US developed a scientific model that linked employee opinion and business performance (Corporate Leadership Council, 2003). Among its findings was that there was a correlation between employee satisfaction and company performance but there was no causation between other different aspects of company and employee performance. The issue of causation was not addressed as the purpose statement was whether the improved performance and productivity was as a result of employee satisfaction only or other factors also contributed to the improved performance.
However, it was noted in a study conducted in 2001 by Personnel Psychology that positive behaviors and also attitudes directly influenced the company’s outcomes. Positive behaviors and attitudes in employees can only be attributed to good working terms and relationship from the employer (Corporate Leadership Council, 2003). These effects can only be achieved if the employees working terms are favorable and the working environment is also friendly. The study did not conclude if it’s true that good business performance can also influence the behaviors and attitudes of employees.
The study later categorized employee satisfaction and attitudes into five employee behaviors that were measurable; altruism, civic virtue, courtesy, conscientiousness and sportsmanship. Participants were measured along the five categories against employee turnover rates, employee population and compared with the company’s financial performance. The research question and the hypotheses still remain whether employee satisfaction can be applied to determine the company’s future profitability and if they also contribute to customer satisfaction and increased productivity per se.
Assignment Instructions.Write an analysis of your chosen article that includes the following:
• Describe the essential objectives of the selected article.
• Explain how the article supports your knowledge of training and development.
SAMPLE ANSWER
Introduction
Many organizations today are offering training and development to their employees as an investment to their business functions since it scales up the productivity levels of its employees. It has been determined that companies that undertake such efforts motivate their employees to be confident in their various work positions who in turn remain the assets to the company. This paper, therefore, seeks to determine the essence of training and development n a contemporary work setting.
Essential Objectives of the Selected Article
According to (Nadda, Rahimi, Dadwal, & Bhan Singh, 2014), the human resource management functions have been considered as the most significant elements of an organization strategy. Organizations seeking to achieve success in their operations need to acquire and invest in the development of employees. This can be done through the initiations of training and development that is treated as the most essential element in HRM.
Nadda, et al. states that adequately trained manpower is considered as the highest valuable asset within an organization, with particular reference to the hospitality industry. This Human Resource practice is one of the efficient tools that may have positive effects on the performance of employees that would ensure that employees utilize all the available resources, a factor that would create a competitive advantage for the organization.
Training and development have a direct relationship with the performance levels of each and every employee in an organization in different ways. Training and development increase the abilities and skills of an employee, a factor that leads to the improvement of productivity as well us reducing the instances of job dissatisfaction (Nadda, et al). Through training and development, several elements such as communication, problem solving, reliability and validity in an employee are essentially nurtured, a factor that ensures employees are effective in their functions. This article therefore emphasizes on the need for organizations to consider trainings and development as an approach of increasing productivity levels of employees.
The Articles Support of My Knowledge
This article clearly supports my knowledge on the need and importance of training since it has come to my knowledge that the companies that offer their employees good paying jobs and also give them room to advance their productivity levels have turned out to be successful in their operations.
Through training and development, it has been evident that employees are capacitated to do extremely well in their prospective work areas, as well as advance their skills in their desired fields (Nadda, et al). In accordance with my view, it is significant that organizations develop training and development programs that allow employees to grow their productivity levels, a factor that would translate to the increase in profitability levels of an organization.
Training in my view should also be considered as a key motivational approach that can allow employees to extend and develop their areas of interests and their anticipations within a workstation. A lack of trained and developed employee base would, therefore, cost an organization millions through petty faults that can be avoided through training (Nadda, et al). Out of this, the performance levels of an organization are likely to increase, a factor that would translate to a maximized achieved objective.
Conclusion
Companies that undertake training and development initiatives motivate their employees to be confident in their various work positions who in turn remain the assets to the company. Through training and development, it has been evident that employees are capacitated to do extremely well in their prospective work areas, as well as advance their skills in their desired fields. It is therefore essential for organizations to consider training their personnel’s in order to improve their skill levels.
