You are expected to write a 8 page double-spaced, paper with 1.25” margins, 12pt Times New Roman Font
Bibliography: Collect 7 quality news or cultural media sources and 3 academic
Keys to Success:
Define key terms; define them in your own words.
Focus your answer on what is critical. Get to the Point.
Graded on clarity, your connection of the materials to theory, and proof reading.
Works Cited is Required MLA style
Themes for Hegemony – Structure and Agency, Coercion and Consent, Resistance, Identity
Themes for Bio-politics – How do we turn knowledge into power? What actions do people take to shape knowledge in public arenas? (The spectacle), How do we produce knowledge about a situation or People? (Issues of representation, stigma) Governmentality – How do we turn people into subjects of power? What
organizations have the authority to do this?
Right this from an anthropology perspective.
I chose the dream act as my essay topic. It would work well with structure and identity (Themes for hegemony) because it would show how certain laws are structured against certain people who also would have identity issues since they are undocumented. This essay topic will also work well with governmentality (themes for bio politics) and what organizations or people have power to choose who has the right to a college education. So continue with the dream act as your paper topic.
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You are an adviser to the Electoral Commission in Britain. The Commission is concerned by low rates of turnout at recent elections. Drawing on the
comparative literature on electoral participation, set out the factors that have been found to contribute to turnout, and identify what ? if any ? measures
might be recommended to the Commission to stimulate turnout. (The Commission can recommend measures to other actors; it does not necessarily need to take the actions itself.)
NB; you may substitute the Electoral Commission for an equivalent actor/agency in another country.
Guidelines on writing.
How does a policy report differ from the usual essay? Both engage directly with the literature on the particular topic. However, while an essay merely
provides a substantive response to the question, a policy report goes beyond this to identify some practical steps that a policy actor might take in response to the specified problem.
So a policy report must contain the following elements:
(a) Review of the secondary literature on the causes of a particular issue or problem
(b) Based on direct evidence within the secondary literature (if policy solutions are addressed) and/or on extrapolation from the causes of an issue
identified within that literature, a review of the potential actions available to policy makers to address the issue, along with a recommendation on which action(s) would be most appropriate.
Note that this is not a piece of policy analysis as such; students shouldn’t worry too much about the particular policy actors or the role they play. Of more
relevance is the ability of students to identify ? based on the secondary literature ? the general factors that might affect a particular form of social behaviour and, based on that, the kind of policy responses that might be appropriate.
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As an early childhood educator, it is important to stay up-to-date with current and emerging issues in the field. It is also important to be well-informed as you shape your viewpoints on these issues.
(my topic)
Common Core State Standards
Research the topic to learn more about the issue. One resource you may find helpful to review is the National Association for the education of Young Children’s Early Childhood Education Topics
SAMPLE ANSWER
Common Core State Standards
The Common Core State Standards is a project that aims at developing and adopting common core standards in mathematics, English language and arts for K-12 students. The rationale behind the development of these standards is to ensure that parents and teachers are provided with a common basis to understand the issues that students are required to learn in school (NAEYC, n.d). The consistency of the standards play a significant role in providing students with proper benchmarks, regardless of their place of residence. Accordingly, the standards properly delineate the skills and knowledge that students in K-12 should possess. Currently, more than 45 states have incorporated the standards into the curriculum. Nevertheless, there has been significant debate with regards to the development and adoption of these Common Core State Standards. Some of the issues arising from the debate revolve around the contention that the process through which the new K-12 standards were created did not ensure adequate public dialogue, research, and input from the educators (Strauss, 2013).
Although NAEYC applauded this initiative, it has raised several concerns as well as recommendations on the best way to implement the standards. According to NAEYC, the standards should not be restricted to only mathematics, arts, and English languages, because this might lead to curriculum and instructional practice being narrowed down to the detriment of student learning and development. In particular, NAEYC recommended that the standards should also apply to students’ emotional and social development. Accordingly, NAEYC believes that the Common Core State Standards have a great role on contributing to their goal of ensuring that the development of children is effectively handled by giving them the highest quality of educational experiences in childhood. The main recommendation made by NAEYC in regards to the proper implementation of these standards include cooperation within the entire early childhood education community.
What type of macroeconomics policy (monetary,fiscal, structural) might include each of the following actions:
a) Abroad government initiative to shift from a high energy-use economy to a low -energy use economy.
b) A Government spending program to improve roads and other infrastructure during a recession.
c) series of internet rate cuts by the central bank to stimulate spending in the economy.
d) an attempts to reduce the government budget deficit by raising taxes.
e) central bank provision of additional cash to the banking system during a financial crisis.
f) a decision by developing country to impose controls on international capitals flows.
SAMPLE ANSWER
Macroeconomics Policies
Macroeconomics involves two major short-term policies, fiscal and monetary policies. Each of the policies addresses different issues in macroeconomics but they are all projected toward realization of economic stability. In monetary policy, money supply is regulated by the central bank. The policy mainly focuses on money circulation especially between banks. Central bank usually intervenes to regulate interest rates formulated by different banks. Fiscal policy on the other hand entails government intervention to manipulate a country’s economy by means such as taxation and revenue collection. In most cases, governments focus on demand manipulation to cause stability. Fiscal policy is significantly influenced by the political status of a nation unlike the monetary policy. Implementation of the monetary policy is considerably easier compared to that of the fiscal policy. Key players in the regulation of economic stability are the government and a country’s central bank.
Contrary to the short-term effect of fiscal and monetary policies, a third macroeconomic policy, the structural policy encompasses long term methods of creating economic stability (ABDEL-KADER, 2013, Pg. 46). Structural policies work on price control, management of public resources, labor, and social aspects among other variables.
Structural policies would for instance be implemented if a government wants to create an extensive shift from an economy highly dependent on energy to one that would have little dependence on energy. A decision by a country to regulate international capital flux would also entail the structural policy. On the other hand, the government would apply the fiscal policy in improvement of infrastructure in a state of economic recession. Likewise, the fiscal policy of macroeconomics is likely to be applied in a bid by the government to contain a budget deficit by increasing taxation. Instances of monetary policy application would include central bank’s act of increasing money supply to financial institutions. The same policy would be effective if the central bank induces cutting of internet rates so as to improve the state of a country’s economy.
Reference
ABDEL-KADER, K. (2013). What are Structural Policies? International Monetary Fund, 50(1), 46-47
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Comparison and contract of how the different areas of public policy in Australia are shaped and the role played by the relevant institutions, participants and forces
Order Instructions:
1. Please read the attached stimulus reading.
2. Write a response to the stimulus reading, arguing for or against the points made. (275 words).
3. Ensure that you make reference to any relevant news articles or academic publications to strengthen your argument.
4. All sources must be referenced correctly.
SAMPLE ANSWER
This paper is a response that argues for the essay on the comparison and contract of how the different areas of public policy in Australia are shaped and the role played by the relevant institutions, participants and forces (Jenny, 2007). The areas of policy represented are all in the realms of the actions that the government commits and the intentions that are used to determine the respective actions. In this context, it makes sense to examine the particular languages that politicians use, because this will form the basis of determining the intentions that underlie their political choices. Consider the case study given on Tony Abbott the prime minister; it is easy to determine his innate intents based on his choice of political language (Daniel and Bridie 2014). And from the illustrations from the various speech experts, it is clearly demonstrated that Abbot has a traditional view on the issue of gender roles, especially for the case of women – his speech still betrays him for a traditionalist who has a strong advocacy for traditional male masculinity and the submissive role women are poised to play (Daniel 2014). This clearly coincides with his government’s public policy regarding the various legislations addressing issues of gender. Secondly, this essay points out that racial discrimination is an intent that can be filtered as a public policy following the speech of politicians. True to this assertion, the prime minister is prove to this through the changes that Abbott proposed to the racial discrimination act – the proposal was meant to repeal the “Section 18C, Racial Discrimination Act, that forbids acting in a manner likely to ‘offend, humiliate, insult and intimidate someone because of their race or ethnicity” (Heath, 2014). In his address, he referred to the section as a “hurt feelings’ test”, but the backlash from the public was sufficient evidence that his speech intent was aligned to racial discrimination (Daveed Gartenstein-Ross, 2014).
Reference
Daniel H. (2014), Tony Abbott not keen to revisit racial discrimination law after France attack, The Guardian, 14 January 2015
Daniel H. and Bridie J. (2014), Tony Abbott faces internal backlash over racial discrimination law change. The Guardian 18 March 2014
Daveed Gartenstein-Ross, (2014) ‘Legislating Religious Correctness: Religious vilification laws converge with the Islamist vision of a blasphemy-free society’ The Daily Standard 27 October 2014.
Heath A. (2014), Tony Abbott Dumps controversial changes to 18c racial discrimination laws, The Sunday Morning Herald, August 5, 2014
The role of the HR leader in CSR
CSR will remain a lofty ideal with no practical impact if organisational leaders do not take responsibility for its implementation. As with other strategic aspects of organisations, CSR planning and implementation is often a joint effort of leaders in many roles, including the HR leader. In this week’s Collaboration, you will continue your discussion on the nature and value of CSR, expanding your dialogue on the role of HR professionals in CSR.
a)Search for examples of CSR online and for additional scholarly research on CSR, focusing on the role of HR.
b)Critically analysing the CSR-related HRM practices of organisations with which you are familiar or which you have researched online.
c)Synthesising general lessons about the HR leader’s role in, and responsibility for, promoting, planning for and implementing CSR
d)Discussing the ability of CSR to enable HR leaders to address ethical and cultural issues within an organisation
Also, the following conditions must meet in the essay:
1) The answer must raise appropriate critical questions.
2) The answer must include examples from aviation experience or the web with references from relevant examples from aviation companies.
3) Do include all your references, as per the Harvard Referencing System,
4) Please don’t use Wikipedia web site.
5) I need examples from peer reviewed articles or researches.
Note: To prepare for this essay please read the required articles that is attached
Appreciate each single moment you spend in writing my paper
Best regards
SAMPLE ANSWER
The role of the HR leader in CSR
As the function of human resource department in a company continues to expand and human resource personnel become more entrenched in the business strategy in many organizations across the United Kingdom, CSR can have considerable implications for the HR profession. In this paper, a discussion of the role of the human resource (HR) professionals in corporate social responsibility (CSR) is provided. A critical analysis of the CSR-related human resource management practices of organizations in the aviation industry is also provided. Moreover, this paper discusses the general lessons about the role of the HR in, and responsibility for, promoting, planning for, and implementing CSR as well as the ability of CSR to enable HR leaders to address both cultural and ethical issues within an organization.
Cohen, Taylor & Camen (2011, p. 15) pointed out that the commitment of an organization to CSR is a component of both customer brand and the employment brand. Human resource professionals have embraced it and use it as a tool when retaining existing talent or recruiting new talent to the company. HR departments play a vital role in making sure that the organization adopts CSR programs. In addition, the human resource department can manage the corporate social responsibility plan implementation and proactively monitor its espousal, whilst noting and celebrating its success in the organization (Preuss, Haunschild & Matten 2009, p. 973).
Successful corporate social responsibility calls for a clearly expressed mission statement, vision, as well as values. The human resource leader could endorse or initiate the upgrading or development of a values, mission, and vision foundation if one is lacking or if it exists but does not address corporate social responsibility in an explicit manner (Cohen, Taylor & Camen 2011, p. 16). For the foundation to foster alignment, it should include elements of CSR or sustainability. Where a corporate social responsibility ethic is yet to take hold, the HR leader could support the need and opportunity for a mission, vision, and a set of values for the company and explain the way it could add return on investment to the company; that is, why this can be a good people strategy and a good business strategy at the same time (Guerci et al. 2015, p. 328). The HR leader can inform the organization’s board and senior executives about the opportunity and what it means and the reason why it actually makes good business sense. In essence, these are the initial steps to building corporate social responsibility into the DNA of the company and into the strategic and operating framework of the company (Voegtling & Greenwood 2013, p. 66).
The moment the mission, vision, and values framework is clear, the company is now set to take on the development of its corporate social responsibility strategy. At this stage, the HR leader’s role is of major importance to every step. HR professionals have a significant people perspective to contribute and they would be involved in the implementation of the main measures (Morgeson et al. 2011, p. 287). In organizations in which corporate social responsibility is housed within the HR department, the HR leader has a central role in the development of CSR strategy. The HRM manager is a strategic partner in the company; hence he or she can assist in driving the formulation of the corporate social responsibility strategy.
Lis (2012, p. 282) stated that not every business organization has the resources – personnel, time, and money – to funnel corporate social responsibility programs. Nonetheless, these CSR initiatives may not be costly or may not necessitate a commitment of too much time. Companies which are interested in corporate social responsibility can decide to begin with small projects which demonstrate their dedication to the community and their staffs. Human resource managers could address a challenge such as this one by considering various options and coming up with ingenious approaches to Corporate Social Responsibility to present to their organization. For instance, they can consider partnering with other companies such as a co-sponsor (Mankelow 2008, p. 2177). Thus, the HR leadership as the company’s ears and eyes is critical to the corporate social responsibility equation. It is notable that through properly-managed policies, programs, and practices, HR has the opportunity of engaging the company’s top management and the company’s stakeholders in the value of CSR. It can do this by focusing on employee relations, community relations, communications, safety, and health to offer their companies a competitive advantage. Lis (2012, p. 291) stated that HR managers can influence 3 key CSR standards – community involvement, employment practices, and ethics – which relate either in an indirect or direct way to the local community, clients/customers, or staff members. By taking into consideration these 3 corporate social responsibility standards, HR managers can then recognize their company’s CSR stage prior to making decisions to develop and carry out corporate social responsibility initiatives.
An example of the critical role of the HR leader in CSR in the aviation industry is as regards Air Greenland. Air Greenland takes CSR very seriously. This airline is committed to creating a common value for the company and the society in everything it does. As such, Air Greenland chose to call its Corporate Social Responsibility approach We bring Greenland forward (Air Greenland 2013). With viability, reputation, and at times survival of the organization at stake, the HR leadership at Air Greenland undertook the critical role of spearheading the development as well as strategic execution of corporate social responsibility throughout the company and promoting sound corporate citizenship. Air Greenland understands that a fundamental barrier to Greenland’s development is the lack of skills and competencies (Air Greenland 2013). For that reason, this airline is actually committed to developing competence throughout the organization as well as to supporting education more generally outside the organization. Moreover, this airline is committed to skills and competence development of its staffs in a balance between the staffs own wishes and the needs of the airline (Air Greenland 2013). In this regard, the HR department at Air Greenland manages the corporate social responsibility plan execution and the HR leader proactively monitors its adoption, whilst noting and celebrating its success organization wide.
CSR initiatives and programs are able to enable HR leaders to address ethical and cultural issues within an organization. As part of HR initiatives related to ensuring the inclusion of employees from diverse cultures, HR managers would recruit and employ individuals of different cultural backgrounds. HR leaders are also vital in the development and implementation of ethical practices and standards in dealings with every stakeholder of the organization. HR leaders explicitly communicate the organization’s commitment to ethical conduct and ensure that all employees strictly uphold ethical conduct in the organization (Preuss, Haunschild & Matten 2009, p. 962).
Conclusion
To sum up, HR departments in many organizations play an imperative role in making sure that their organizations adopt corporate social responsibility initiatives. The HR manager is a strategic partner in the business organization and can be of assistance in driving the development of the corporate social responsibility strategy. Through properly-managed policies, programs, and practices, the HR leader can engage the company executives and stakeholders in the value of Corporate Social Responsibility for instance focusing on worker relations, community relations, communications, safety, and even health so as to offer their firms a competitive advantage in the marketplace.
Cohen, E., Taylor, S., & Camen, MM 2011, HR’s Role in Corporate Social Responsibility and Sustainability. Coventry, England: Cengage Learning.
Guerci, M, Radaelli, G, Siletti, E, Cirella, S, & Rami Shani, A 2015, ‘The Impact of Human Resource Management Practices and Corporate Sustainability on Organizational Ethical Climates: An Employee Perspective’, Journal Of Business Ethics, 126, 2, pp. 325-342, Business Source Complete, EBSCOhost, viewed 6 February 2015.
Lis, B 2012, ‘The Relevance of Corporate Social Responsibility for a Sustainable Human Resource Management: An Analysis of Organizational Attractiveness as a Determinant in Employees’ Selection of a (Potential) Employer’, Management Revue, 23, 3, pp. 279-295, Business Source Complete, EBSCOhost, viewed 6 February 2015.
Mankelow, G 2008, ‘Social responsibility paradox of small business human resource management practices’, International Journal Of Human Resource Management, 19, 12, pp. 2171-2181, Business Source Complete, EBSCOhost, viewed 6 February 2015.
Morgeson, F, Aguinis, H, Waldman, D, Siegel, D, Kraimer, M, Takeuchi, R, & Frese, M 2011, ‘Special Issue Call for Papers: Corporate Social Responsibility and Human Resource Management/Organizational Behavior’, Personnel Psychology, 64, 1, pp. 283-288, Business Source Complete, EBSCOhost, viewed 6 February 2015.
Preuss, L, Haunschild, A, & Matten, D 2009, ‘The rise of CSR: implications for HRM and employee representation’, International Journal Of Human Resource Management, 20, 4, pp. 953-973, Business Source Complete, EBSCOhost, viewed 6 February 2015.
Voegtling, C., & Greenwood, M 2013, CSR AND HRM: A Review and Conceptual Analysis. Academy Of Management Annual Meeting Proceedings, 65-70. doi:10.5465/AMBPP.2013.21
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Reflect on your experience with any HR practices described in the articles 4 articles that you found in organizations with which you are familiar.
Note : The 4 Articles are listed below in the references list :
References:
1) Koys, D. (2013).Using the Department of Labor’s O*NET Database in Teaching HRM -. Journal of Human Resources Education, 7(3/4), 1-21.
2) Caldwell, R (2001) Champions, adapters, consultants and synergists: the new change
agents in HRM, Human Resource Management Journal, 11(3), pp 39–52.
3) Caldwell, R (2004) Rhetoric, facts and self-fulfilling prophesies: exploring practitioners’perceptions of progress in implementing HRM, Industrial Relations Journal, 35(3), pp 196–215.
4) Mees, A. and Bonham, J. (2004). Corporate Social Responsibility Belongs with HR. Canadian HR Reporter, pp. 11 – 13, April 5, 2004.
The following conditions must meet in the essay:
1) I want a typical and a quality answer which should have about 1100 words.
2) The answer must raise appropriate critical questions.
3) The answer must include examples from experience or the web with references from relevant examples from real companies.
4) Do include all your references, as per the Harvard Referencing System,
5) Please don’t use Wikipedia web site.
6) I need examples from peer reviewed articles or researches.
Appreciate each single moment you spend in writing my paper
Best regards
SAMPLE ANSWER
Reflection on Human Resource Management Practices
How HRM Managers Act as Strategic Business Partners through Targeted Policies & Practices
There are numerous issues that have been identified in the provided model articles, as problems, and need to be addressed in case an organization needs to succeed in how it addresses issues that relate to HRM and to enhance its prosperity and service provision to the humankind. It is evident from the articles that the policies and practices of the Human Resource across several organizations have not been optimized to assist the organization succeed in its undertakings and achieve goals, and meet objectives. An organization can achieve this by means of creating the skills and the knowledge of workers or developing the knowledge and skills of the employees, or the ‘human capital pool’ the human resource factor affects the ability of the organization to adapt to vicissitudes that enhances the competitiveness of the workers. Koys (2013, p 18) argue that as the ability of the organization, competitiveness enhances and gains the shares of the market in its industry. He further argues that there are numerous factors, which are crucial for an organization to address.
In the first place, an organization necessitates hitting the satisfactory of its shareholders by ensuring the profit and produce high quality goods as well as services to its clients at the same time. Therefore, the company has to reflect on its role to the people around them in the community by observing good environmental friendliness. Additionally, a firm should involve itself in the activities present in the community. The organization must also ensure that it offers an environment of work, which is admirable for the betterment of the workers (Caldwell, 2001, p. 43)
Additionally, an organization’s HR office plays an important role for the posting of the jobs, hiring, administration welfare along with counseling, the training of the employees in the campuses and promotion, hiring, wages and salaries. The HR office collects a fitting data of statistics, puts it in order and analyzes the information with the personnel transactions respect like the transfers, terminations, hires and the promotions. Another arising problem is that a firm may have neglected the emphasis on gender balance, thus women and men can access the advertisements and the position posting except for the occasions where there is an occupational qualification of a bona fide. To make sure that a tag line is pinned to all the advertisements; giving the affirmative action plan to all the employees and the policies of the sexual harassment along with other information, which is related to this (Donaldson, 2004). In addition to this, it creates job description as well as establishing it for all places within the campuses and review as well as updating as expected. The Human Resource offices also centralize the clerical staff’s initial interviewing. In summation, there will be the performance of all testing regarding the clerical positions in the Human Resource office so that to make sure that all people gets the same treatment. The discipline of benefit handles different forms of the employers who are not direct. Compensation, which people refer to as benefit, the managers uses it to identify, attract, and retain the employees. This contains the designation and the administration of compensations like the insurance, the income of retirement or the pension, pay leaves, and different services of the workers along with different compensation that the federal state and the laws authorize.
There is also a very poor business leadership that should be handling activities and processes, which the company uses in many ways. For example, to formulate the objectives, aiming at the short and long meetings, the policies, and the practices requires the opportunity of the organization and gears particularly on the issues of the capital of the human kind (Caldwell, 2004, p. 206). This comprises of the planned process of planning and the procedure of well arranging the plan management of the capital of human kind in a planned strategy.
Proper compensation equally remains a challenge for most organizations. Compensation handles numerous forms of compensations, which are direct. This is the payment of the workers. The managers utilize this amazing strategy to identify, to attract, and to retain the workers. This comprises of the system of designation and administration of the compensation. It can also be recognized that a firm needs to embrace consultation when handling the practices of conveying features of the human resource management like the provider, which is external along the professional, and the issues of the business. While operating this kind of practices, one should consider the development of the customer, the management of the customer, the like, and the contrast (Foss & Foss, 2005, p. 550).
Diversity management handles the similarities and the differences that create uniqueness in the individuals of the firm. Those kinds of the difference and the similarities of the uniqueness are like individuals and the traits of the organization, experiences, beliefs, values, behaviors, and preferences, background, and not forgetting how the organization can transform those useful qualities sustenance of the objective of the business (John, 1998, p. 306). There is also need for proper employee relations to enhance a positive, fruitful, and cohesive environment of work. This comprises of the analyzing process implementing, developing, and administering the relationship of the employers and the employees; managing the performance of the workers; making sure that the workers relation matches with the authorized laws and regulation of the firm and resolving disputes in the workplace.
Sometimes a firm may have a poor enhancement of its Corporate Social Responsibility and Ethic with regard to HRM to handle the personal and the organizational qualities in addition to its expression of behavior and decision making in the business (Marianne & Gunther, 2004, p. 340) Therefore, it strongly considers the code of the organization of the ethic but then contain the requirement, which are legal. This ethic and corporate social responsibility discipline handles the effect of the decision of the business in the region of the practices of employment, sustainability and philanthropy, the corporate governance and the responsibility of the profession of the human resource in advancing the value of the workers life together with its families.
In addition, an organization may lack proper organizational and employee development programs. The program associates with the performance of an organization and its means of human developmental resource. The resources negotiate on advancing the efficiency of an organization as well as training the workers to be able to meet the demands of the present jobs and other jobs in future. Other resources negotiate on the management of transformation, the development of leadership, coaching, the systems of measurement and outsourcing the development of the workers.
Key Components to Business Success from a Human Resources Standpoint
Technology favorably affects the performance of the organization. Therefore, since the management policy and practices of the Human Resource widely includes the majorly studied policies and practices of an organization, it can give support to the decision making of the managers and a suitable problem solving concerning the identification of the location of a firm that requires special enhancement to improve the performance of the organization (Mees & Bonham, 2004, p. 12).
Improving the Business through Strategic Human Resources Business Plan
In this case, three issues arise out of contextual factors. These factors include the new technology, the trend of workforce, and transforming the values of the employees. The technology that enhances the boundaries of the organization, both inside and outside is currently an organizational critical issue. The difference in the specialization flexibility and the production of the mass has insinuation in managing the workers. The alteration in the technologies consistently changes the firm’s products. The industrial technologies linked with the higher productive as well as the lower rate accidents particularly outcomes to the poor performance of the overall manufacturing. In addition to this, Koys (2013, p. 18) claims that the shortfall of the labor supply is most likely to be spread widely in the future. This claim is associated to the labor force retiring generation.
Conclusion
With regard to the current trends seen across most organizations globally, it is obvious that the HRM assists the organization to achieve a very modest advantage. The Human Resource Management can achieve this by advancing the employees skills and the knowledge. The practices of Human Resource are strategic when there are targets towards its activities like diversity management, recruitment, and the training and development to achieve the goal of the organization. In the organization, the strategy of the recruitment promotes the growth through the attraction of the candidates who are highly skilled. One should see the training and development as an asset, which is important to the performance of the work. The organization gives the surrounding which the workers can appreciate and experience individual growth through the understanding of the diversity in the place of work hence contributing to the welfare of the organization.
Reference List
Caldwell, R. (2001) Champions, adapters, consultants and synergists: the new change agents in HRM, Human Resource Management Journal, 11(3), pp 39–52.
Caldwell, R (2004) Rhetoric, facts and self-fulfilling prophesies: exploring practitioners’ perceptions of progress in implementing HRM, Industrial Relations Journal, 35(3), pp 196–215.
Foss, N. & Foss K. (2005). Resources and transaction costs: how property rights economics furthers the resource-based view. Strategic Management Journal 26(6): 541-553.
John E. Delery. (1998). Issues of fit in strategic human resource management: Implications for research. Human Resource Management Review. 8 (3), 289-309.
Koys, D. (2013).Using the Department of Labor’s O*NET Database in Teaching HRM -. Journal of Human Resources Education, 7(3/4), 1-21.
U.S. Health Insurance Portability and Accountability Act
U.S. Health Insurance Portability and Accountability Act (HIPAA)
Order Instructions:
formed Consent
The concept of informing participants of what they participating in during a research study along with informing them of all possible side-effects, or outcomes, of their participation has only been in place for the last 50 years. The Declaration of Helsinki was the first documentation to state that any research involving humans needs to include informed consent of participants.
Review the historic perspective studies listed in this week’s reading. Then summarize one of the following explaining its role in the development of ethical research practices:
U.S. Health Insurance Portability and Accountability Act (HIPAA)
Jesse Gelsinger – Gene Therapy Trial
Ellen Roche – Asthma Study
SAMPLE ANSWER
U.S. Health Insurance Portability and Accountability Act (HIPAA)
The following discussion will indulge in examining the role of U.S. Health Insurance Portability and Accountability Act (HIPAA) in the development of ethical research practices. One of the roles of HIPAA in the development of ethical research practices is enhancing education of health care researchers and patients. HPPAA suggests that the ability to share patient information across the continuum of health care increases the responsibility to protect that information. According to Nass, Levit, Gostin and Institute of Medicine (U.S.) (2009), not only should patients be informed about the practices for the use and disclosure of their information, but they must also be given written consent to use and disclose the information for treatment, payment and health care operations. Another role of HIPAA in development of ethical research practices is protection of patients involved in the research from harm and preserving their rights as an essential to ethical research practice (Nass, Levit, Gostin & Institute of Medicine (U.S.), 2009). This is because ethical health research is vital to improving human health and health care. Therefore, HIPAA requires research to obtain individual authorization in all situations where the individual to be studied may want to disclose information for the research.
HIPAA also has a role in developing ethical research practices by condemning discrimination and all other vices in conduction health care research. In fact, HIPAA provides that ethical research practice can only be felt if strict punishments are offered to those researchers who do not abide by the provisions of HIPAA and Privacy Rules (Grove, Burns & Gray, 2013). HIPAA dictates that failure to observe the set standards in research can lead to severe civil or criminal penalties, which can be as high as $250,000, and/or prison terms of 10 years for those who sell, transfer, or use individually identifiable health information for commercial advantage, malicious harm, or for personal gain.
Reference
Grove, S. K., Burns, N., & Gray, J. (2013). The practice of nursing research: Appraisal, synthesis, and generation of evidence. St. Louis, Mo: Elsevier/Saunders.
Nass, S. J., Levit, L. A., Gostin, L. O., & Institute of Medicine (U.S.). (2009). Beyond the HIPAA privacy rule: Enhancing privacy, improving health through research. Washington, D.C: National Academies Press.
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How to Communicate Public Policy Change around the World
How to Communicate Public Policy Change around the World
Order Instructions:
How to Communicate Public Policy Change Around the World.
This paper is a continuation of 111744 so please reference to that paper and my other paper on the propose policy change to complete this section
Using the three recommendations in my previous paper with reference 111744, discuss why you chose each one and explain how you plan to use each recommendation to communicate your amendment change to health system stakeholders around the world.
SAMPLE ANSWER
How to Communicate Public Policy Change around the World
Communication plays a critical role in our lives as human beings. It is through communication that governments make known their policies to the members of the public and other institutions. To communicate effectively requires proper choice of communication channels (Mohr & Nevin, 1990). Communication on cost-effective public policy change in the provision of contraceptive services by the government to employees as part of their insurance coverage globally requires proper choice of communication channels. The author deliberates on the reasons for selecting the three communication media, and how they can be used to communicate amendments to health system stakeholders across the world.
One of the media that can be used to communicate amendments is social media. Various reasons explain why this media is appropriate to reach all stakeholders across the world. One of the reasons is that the media is accessible across the world. Many people including health care organizations and stakeholders use social media on their daily basis. People have embraced technology and such platforms as their way of reaching one another (Shi & Singh, 2012). Another reason is that social media is cost effective way of conveying a message as well as influencing other people about various aspects in the society. Therefore, using the platform in this campaign will record higher level of success. The fact that people or stakeholders in healthcare can access their internet on their phones makes this a conducive medium of conveying this information to them. Use of this media is not complex, as the government needs to compose a message about the amendments in healthcare and then post it on its social media platform (Mount & Garcia Martinez, 2014). Once the information, it will be accessible to many individuals interconnected across the world. The message travels quickly due to high level of interconnectivity.
The second way to reach all stakeholders globally is through lobby groups and professional organizations. The reason for selecting this channel is that lobby groups have machinery to reach many people in their respective localities through campaigns. These groups as well attract the attention of the media hence, will reach to many target audience and communicate the policy changes. Furthermore, professional groups are perceived positively as credible source of information, hence, they would greatly impact on behavior change among the target population. The groups will use their members spread in various localities to facilitate communication about the changes in the amendment. This will make many people to get the information, hence, influencing the communication.
The other way to reach stakeholders is through opinion leaders. Society has various opinion leaders it depends on to provide leadership and a sense of direction on various issues (Corey, 1971). Example of these opinion leaders includes; religious groups, professionals in various fields, managers at various levels, community leaders among others (Shoniregun, Dube & Mtenzi, 2010). The reason for focusing on such leaders is that they resonate well with the members of the society and are trustworthy. They will transmit this information to people they lead and influence them to embrace the chances.
In conclusion, information is what helps to transform society. People will make decisions based on how they perceive the benefit of the information available to them. In such scenario, the government must ensure that these communication channels selected are utilized well in a professional manner to ensure that all target stakeholders are able to get the information. Use of social media, lobby groups, professional organizations, and opinion leaders will enhance communication on the amendments in the public policy.
Choice one from the following:
1. How does culture affect public policy? You may use a case study as an example.
2. Can the concept of political culture explain public policy choices?
3. What are the implications of postmodernisation for public policy?
4. Is democracy culture specific or universal?
SAMPLE ANSWER
Introduction
Since culture influences government policies, and is also influenced in return, one of the public policies of a government should be to create conditions that will promote a vibrant and happy culture. Culture is a dynamic yet constantly changing process, therefore no one definition is correct. However, to better understand how it affects culture, it is important to first consider what a relevant definition should constitute. Hence, a relevant definition should make sense to people in the milieu in which they live so as to give a real sense of direction and meaning. This cultural milieu in which an individual is present can strongly affect the level of happiness and quality of life as it closely influences the type of public policy passed. Public policy, just like culture, can be described in various ways. Therefore, a relevant definition should constitute a determination of who gets what, when, and how they get it. From theory, it can be influenced by any individual or group of people that manages to garner sufficient power to enable them change resource distributions across society. This paper looks at the relationship between culture and public policy, and it also analyses other underlying components that may also affect the two.
How Culture Affects Public Policy
In every country, there is a presence of mixed cultures that end up affecting public policy. Therefore, this means that the people of a country have varying beliefs on what is right and what is wrong. This presence of people with conflicting ideas in a society creates the impression that culture affects public policy by stirring moral disputes over areas to be pursued by law. This, however, is not the case as Enserink et al. (2007: 24) states that culture affects public policy by triggering empirical disagreements over the economic, crime control, national security, and other policy consequences that have been designed to promote the people’s common interest. Since culture is a source of identity for many people within a society, they always try to ensure that even the law respects their identity by not passing any policies that will go contrary to what they believe in their culture. Therefore, when the culture of a certain group encompass customs, code of etiquette, rituals and ceremonies, it is considered very important for the members to maintain all these beliefs. This is why the members of the cultural group may contest public policies that are against their code of etiquette, rituals and custom. If the group is powerful enough, the resulting public policy will be in their favour.
Disagreements on the empirical dimensions of most public policy related issues are quite common. Since different cultures have their own views of what is acceptable and what is not, it is expected that members of the society will have differing beliefs on certain issues such as the death penalty effects, handgun ownership’s role on crime, global warming significance, the health consequences of promiscuous sex and many others. According to research by Griswold (1994), such factual disagreements are polarized across distinct social groups including; ethnic, religious, racial, ideological, and regional groups. Moreover, the factual beliefs are more correlated across discrete and disparate issues. When such groups disagree, the public policy makers have the obligation of hearing them out, before trying to come up with a policy that will not negatively impact either groups, in terms of making them go against their culture. Therefore, it is clear that culture, which varies from one group to the other, will affect public policy as actions will be taken to ensure that the policy does not go against the groups’ customs and beliefs.
Culture affects public policy indirectly since it is what affects the identity of many within a society. As culture changes gradually, so does the identity of its members. However, as viewed in religion and civilisation, an individual will always have a fixed identity which is considered a false concept. This false fixed identity conception undercuts an individual’s identity freedom by making it impossible for the identity to change constantly in line with culture as it is supposed to be. Therefore, cultural diversity is smothered in the process. Since the different cultures expected to influence public policy making in this case will be smothered, the resulting public policy will be flawed as the false fixed identity will result in the contribution of few cultures only. Hence, cultural diversity is yet another value which contributes to the well being and coordination of public policy. It also expands choices for the policy makers since each culture presents its own customs and beliefs that should not be crossed in the public policy. Enserink (2007: 24) argues that diversity can be a very useful resource when it comes to resolving conflict. This is because it enhances conditions and conducive qualities that promote cultural differences, which come about as a result of complex patterns of customs, behaviours, and beliefs. These patterns are what play a major role in determining how public policy developed, as the policy makers will have to come up with ideas that are accepted by all cultures.
Cohen (2013: 12) however cautions against diversity as he states that it may end up threatening solidarity when it comes to participations of different cultures in public policy making, especially if it is growing rapidly. All governments from different parts of the world deal with common challenges such as how to manage food, water, infrastructure, education, health, social welfare, the environment, economic development, security, and governance systems. Yet, despite this similarity in challenges, the national governments and other stakeholders use varying public policies to address these issues depending on the country or region. This is an indication that culture affects public policy since different cultures are present in different countries, and the resulting public policies are usually in line with the cultural beliefs of that country (Cohen 2013, p.3). Cohen (2013: 4) further argues that the governments should obtain solid knowledge culture, above other socioeconomic factors that influence human behaviour, which are commonly applied in the modelling of public policy. This is because policy makers will be aware of the differences in beliefs and customs of all the available cultures, thus they will be better placed to create public policies that will be accepted generally across all cultures and produce desirable outcomes.
Frequently, public policy ideas developed and implemented in a certain jurisdiction will be transferred to, or even transformed to comfortably meet the needs and objectives of other jurisdictions (Heath 2012, p. 386). However, these transfers are not always desired, and may not be implementable as a result of the wide range of socio-political, economic, geographical and cultural differences that are existent between jurisdictions. Culture affects public policy in that what is right for one culture may be the opposite when the policy is transferred to another culture. This shows that culture affects public policy by triggering the inclusion of varying cultural ideas to ensure that all ideas from various cultures are included. Therefore, having an improved knowledge on national culture and the differences existing between them can play an important role in informing the international policy transfer practices, and also the joint policy learning exercises (Cohen 2013, p. 5).
To better explain this, a case study that looks at how national culture orientations may be used to better understand the relationship between knowledge construction and policy making, from a cultural perspective, is employed. When it comes to the inclusion of stakeholders who have the power to affect or get affected by the public policy making process, different countries have their own preferences on how the act may be handled to avoid problems which may surface as a result of disagreements (Heath 2012, p. 385). Such public participation in the decision-making or their participatory approaches to public policy has been highlighted as important internationally. This is because culture triggers the participation of groups or individuals in the process of public policy making. This is especially true in fields such as the environmental and technological risk focused decision-making, as well as development policy (Maleki & Bots 2013, p. 377). These public policy fields are what most cultures fight for as they have varying beliefs on each one of them.
In this case study, it is visible that alongside other political, technological, economical, and ecological factors, culture is also an element of public policy. For example, when cultural change takes place, social problems may arise, which will need the policy makers to resolve. According to Heath (2012: 386) the rise in rates of unwed childbearing and poverty of such families raised an issue saw to it that many activists joined hands to urge a focus on the promotion of various factors that would in turn reduce these cases. This form of change resulted to issues for the government as they had to find a way of ensuring that heterosexual, two parent households is achieved so as to reduce the instances of poverty for these families. Therefore, from this perspective, it is clear that culture can influence public policy through its effects on the economy (Kahan 2006, n.p). This example used from the case study shows the relationship since culture, as is depicted in early childbearing and polygamous marriages affected the economy as it enhanced poverty.
Next, this case study also supports the argument that culture affects the interests pursued by policy makers, and thus the eventual content of the public policy (Heath 2012, p. 387). Gollnick and Chinn (2009: n.p) argue that these interests of public policy makers is influenced by culture when these actors take their time to understand the different cultures effectively. Therefore, they will know what will be right and wrong for these cultures. This step will lead them towards wanting to create a policy that will be right for all cultures, thus it affects the content of the public policy. This leads us to the next point.
Culture also influences public policy since it is a source of the ideas that determine the policy (Rao & Walton 2004, n.p). According to the case study, Heath (2012: 387) states that policy scholars have studied the mode through which ideational processes inform the normative and cognitive procedures, which determine the legitimacy perceptions. Culture, therefore, plays an important role in producing ideas to be used for formation of public policy in that it actively articulates, understands consciously, and strategically deploys these ideas (Swidler 1986, p. 280). For policy makers to possess these ideas, they must first be ready to deeply learn and understand the various concepts and views of the different cultures.
Conclusion
Judging from the arguments in this paper, it is clear that culture truly affects public policy since it is the people who decide on what can be implemented. This is usually influenced by their customs, beliefs and world views, which stems from their culture. Since there are different cultures in every country, it is important that public participation is encouraged in the process of policy making. This is because the varying cultures will be expressed, and the policies resulting from the process will be accepted nationally. No group will feel left out in the process, thus no one will feel obligated to reject the policies or cause chaos. From the content of this paper, and the case study used, it is clear that culture affects public policy by triggering empirical disagreements over issues designed to promote the people’s common interest, as a result of false identity resulting to smothered cultures, a difference in what is right and wrong between cultures and many more. Therefore, culture affects public policy from more than one dimension, as is noted in this paper.
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