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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Removing personal information of prospective employees
Pros and cons of removing personal information of prospective employees
Order Instructions:
Identify the pros and cons of removing personal information, such as age, gender, ethnic origin, and family or marital circumstances, prior to the screening and shortlisting of applicants for employment. Take a position for either removing or retaining such information.
SAMPLE ANSWER
Introduction
It is critical to mention that one of an essential human resource management practices is staffing. According to sources, the functions of management involve the prospect of retaining an organization’s structure through an accurate selection, appraisal and development of the human labour meant to fill the roles required within a work environment (Baert, Cockx, Gheyle, & Vandamme, pp. 467-500. 2015). In this case, the process of staffing involves an appropriately structured recruitment, selection, development and compensation of the workers within an organization.
Additionally, human capital remains an essential element in the growth of an employing organization since it offers the workers the opportunity to exercise their collective skills, abilities and competencies that would spur the organization to gain successfully a competitive advantage (Baert, et.al). The recruitment process at times become a challenging experience to the recruiters since it becomes difficult to determine the best choice of staff to recruit and how to go about the process. This paper, therefore, seeks to synthesize the pros and cons of neglecting personal information of an applicant during the process of screening for employment.
Pros and cons of removing personal information
The selection process remains a critical aspect of the staffing function of an organization. An ineffective selection has the capacity to affect the decisions of the hiring and placement of workers within an organization (Corell, Benard & Paik, pp.1297-1338.2007). Staffing, therefore, involves an approach geared towards placing the right men and women at the good job. This process can, therefore, be effectuated through a thorough recruitment approach that determines the best suitable candidate for a position.
Pros
During the selection process, there are some biases that need to be avoided. The removal of personal information remains an essential element in reducing or eliminating discrimination prior to the short listing and recruitment process. Sources reveal that several incidences of discrimination have been noted in recruitment processes where people are judged based on their nationality/ethnicity, gender, disability and equality in authority (Corell, et.al).
These factors clearly depict the fact that removing personal information prior to the short listing and recruitment process will maintain the processes equality, a factor that clearly spells out that fact that all the applicants will be treated fairly, with the best taking the job irrespective of their ethnicity, gender, social status (Corell, et.al). These factors are known to stereotype several recruitment processes thus removing personal information prior to the process of recruitment ensures equality in recruitment.
Cons
Some schools of thought allege that the recruitment process should not only rely on how the applicants are recruited but who fits a job position for selection. The primary idea in this remains the fact that applicants should be in their right mental, physical and psychological state for the positions declared vacant within an organization (Corell, et.al). An instance of this can be determined by the fact that certain jobs require men as compared to women. Women are known to fit in particular job positions since they have not the strength needed to handle some jobs. Men, on the other hand, are better placed in carrying out hard labour such as building houses, drilling, and driving trucks.
In support to this, some particular cultures impact the nature of jobs that both these sexes should partake. An instance of this is a case of Saudi Arabia where men are not allowed to engage in the sales of female lingerie. It is through this that the removal of an applicant’s personal information prior to the process of short listing and recruitment may result in the hiring of wrong personnel (Corell, et.al). It is also essential to determine where an applicant comes from, their gender, physical conditions among other factors that can assist in the process of recruitment. This information’s remain pertinent in ensuring that the personnel’s hired are suitable for the job thus removing them would give the Human Resource functions difficult in determining the appropriate employees.
My Stand in either Removing or Retaining such Information
According to the findings stated in this analysis, it is essential that the applicants detail their personal information in their applications to aid the recruiters with the right information during the process of recruitment (Fratričová, & Rudy, pp. 149-155.2015). Employers should, therefore, request for this information since the hiring of wrong applicants may lead the organization into incompetency, a factor that would affect its production immensely.
From an experience I have personally had, there are several factors that are required to get a job with a government institution. The recruiting agencies need to ensure if an applicant is of the right age and has the capacity to perform the duties delegated appropriately (Fratričová, & Rudy, pp. 149-155.2015). The government has also set a retirement age bracket, a factor that typically requires an individual’s personal information. In an incidence where the personal information is removed, the recruiters are more likely to recruit the wrong personnel to fill the job positions.
Conclusion
According to the findings detailed in this research it is critical to note that the removal of an applicant’s personal information during the recruitment and selection process has several adverse impacts that may affect the operations of a company. It is therefore essential to determine that an applicant’s personal information should be included during the process of recruitment.
References List
Baert, S, Cockx, B, Gheyle, N, & Vandamme, C 2015, ‘Is There Less Discrimination in Occupations Where Recruitment Is Difficult?’, Industrial & Labor Relations Review, 68, 3, pp. 467-500, Business Source Complete, EBSCOhost, viewed 3 September 2015.
Corell, S.J., S. Benard and I. Paik, 2007. “Getting a Job: Is There a Motherhood Penalty?”, American Journal of Sociology, Vol. 112, No. 5, pp.1297-1338.
Fratričová, J, & Rudy, J 2015, ‘Get Strategic Human Resource Management Really Strategic: Strategic HRM in Practice’, International Journal Of Management Cases, 17, 4, pp. 149-155, Business Source Complete, EBSCOhost, viewed 3 September 2015.
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Role of Nurse in Nursing Care of the Child and Family Order Instructions: Australian based nursing; nurse’s role in relation to nursing care of the child and family when there is a suspicion of child abuse
Role of Nurse in Nursing Care of the Child and Family
Evaluate the nurse’s role in relation to nursing care of the child and family when there is a suspicion of child abuse. Discuss how this information will guide evidence based Australian nursing practice.
(My Artefacts content is attached below in a file)
ONLY AUSTRALIAN DATA VALID
PLEASE USE THE DATA I PROVIDE YOU IN A FILE, WILL MAKE YOUR JOB EASIER.
The essay is aimed at critically evaluating the content of the artefacts in the portfolio and the importance of using and evaluating evidence-based artefacts when caring for children, adolescents and their families in relation to current Australian nursing practice. This should include the following;
• Demonstration of what learning was achieved through the content of the artifacts selected for the portfolio relevant to the chosen essay topic.
• Evaluation of evidence and value of the information or message within the chosen artifacts. The essay will demonstrate the ability to critically evaluate the research contained in the artifact portfolio. This will be undertaken whilst discussing the importance/value of the evidence-base for future nursing practice.
FORMAT TO FOLLOW IS
1.into about child abuse
2.Child abuse data Australia stats.
3. Types of child abuse
4. Nursing process in DETAIL
5. Sign and symptoms (Recognise when suspicion)
6. Assessment (Diagnosed by assessment)
7. Intervention(nursing goal)- Nursing care plan
8. Evaluation (outcome)
9. Conclusion
I am providing you most you the data with links please follow it will make it easy for you. Please email or msg me if confused.
Role of Nurse in Nursing Care of the Child and Family Sample Answer
Introduction
According to World Health organization, child abuse refers to all forms of ill-treatment (physical and emotional) including, neglect, sexual harassment, and exploitation, and results to potential harm to child’s development, dignity, and health. This broad definition identifies five main subtypes including a) sexual abuse, b) negligent treatment, c) physical abuse, d) exploitation, and e) emotional abuse (Biehal, 2014). Actions by the abuser or failing to act especially by the caregiver or parents will also result in child abuse. Child abuse can take place in different environments including the school, home, organizations, or the communities that the children interact with (Fraser et al, 2010).
Child abuse data Australia Statistics
Child abuse is a common social problem in Australia despite it been under-reported and underrated. Reports and statistics for the year 2013-2014 confirmed a high number of child abuse and neglect to about 40,844 children (Budiselik et al, 2010). The statistics indicate that for every 13 minutes, children suffer neglect or abuse in Australia. Emotional abuse accounts for most of the cases involving child abuse that is about 40 % as per statistics in 2013-2014(Reeve&Gool, 2013). Physical abuse and sexual abuse accounts for 19% and 14 % of the cases respectively. The statistics also indicate that there is a higher possibility of girl falling victims of child abuse as compared to the boys. The comparison of the 37,700 cases in 2011-2012 and the 40,844 cases in 2013-2014 indicates that there is some rise of the child abuse and neglect problems in Australia (Budiselik et al, 2010). The figures reported by the Australian Institute of Health and Welfare showing high cases of child abuse should prompt those responsible for addressing the issue with utmost seriousness.
Types of Child abuse
In Australia, there is a high prevalence of emotional abuse as compared to other types. Emotional abuse will refer to the social or psychological aspect of child abuse and includes, rude or coarse attitude, denigration of the child’s personality, harsh criticism and inattention are major ways that indicate the instance of emotional abuse (Budiselik et al, 2010).
Neglect occurs when the responsible people or parents fail to provide the required needs and support to the children. Physical abuse will entail the causing of harm of injury to children whereas Sexual abuse will entail the engagement of children in sexual acts or exposure to inappropriate sexual behavior or material (Paavilainen&Flinck, 2013).
Sign and Symptoms (Recognize when Suspicion)
Signs and symptoms of child abuse depend on the type of abuse the child is undergoing. Physical signs and symptoms include unexplained injuries and bruises, untreated dental or medical conditions. Sexual symptoms and signs include pregnancy; abuse of others sexually, sexually transmitted infections and the inappropriate sexual behavior at the child’s age Psychosocial disorders are the most common signs and symptoms of child abuse and include social withdrawal, loss of self-esteem and confidence, inappropriate emotional development and the avoidance of certain situations (Allwood&Widom, 2013).
Neglect type of child abuse will lead to signs and symptoms such as, poor hygiene, poor growth, emotional swings, and psychological problems, lack of basic needs; poor school attendance and indifference in the child Recognition and suspicion of these types of signs and symptoms of a child prompt the taking of necessary actions and interventions. Registered nurses should use these signs and symptoms to identify child abuse incidences and to take the appropriate actions (Allwood&Widom, 2013).
Other effects of child abuse include guilt, nightmares, self-blame, and insomnia and are common in child abuse victims. Subsequent ill health and high-risk health behaviors are among the effects of child abuse (Camilleri et al, 2013).
Nursing process
Nursing process refers to a series of well-organized steps that are designed for nurses aimed at delivering safe and quality care. The process involves five key steps namely assessment, diagnosis, planning, implementation, and evaluation.
During the assessment stage, the nurses need to identify the suspected child abuse cases properly (Francis et al, 2012). Identification is the first step in the nursing process when handling child abuse cases. The nurse will receive a disclosure or observe indicators. If the concerns relate to cases of child abuse, the nurse should assess and consult the issue (Oates, 2013).
Observations and concerns should be documented after the complete assessment. Assessment and diagnosis of the child are vital before interventions of the issue. Examples of assessment tools include the use of Estimate of Risk of Adolescence Sexual Offence Recidivism (ERASOR), Maltreatment and abuse chronology of exposure (MACE) scale used to assess child abuse due to neglect, other relevant psychological assessment scales. Various assessments of safety risk, family, and child functioning are vital when it comes to child protection strategies (Budiselik et al, 2010). The risk assessment scale will be used by nurses to diagnose the severity of the case. The history of the child will be useful to the nurses during the assessment of the child abuse issues during his/her lifetime. Contributing factors to the risk of child abuse and also the future risk will be assessed by the nurses through dependence on the risk assessment scale.
Diagnosis of child abuse victims will rely on symptoms of trauma, depression and the presence of unexplained injuries can be used to diagnose the case of child abuse (Babington, 2011). The nurses should thereafter refer the child urgently to those responsible for handling neglect issues. Legal action should be sought before referring the children to the relevant departments (Camilleri et al, 2013). Physical examinations of the child’s situation and circumstances are also crucial at this stage. This helps in planning and implementing of intervention strategies as described by evidence based nursing.
The nursing goal for Treatment
Nursing treatment goals will be guided by evidence-based practice. The nursing goal is to ensure improved physical state of children by treating those who might have experienced child abuse. Prevention is a key goal that would help avoid challenges that could be encountered during addressing the cases during severity levels. Most studies indicate that the effective treatment of child abuse is the use of a cognitive behavioral framework (Babington, 2011). However, this framework depends on the victim’s extent of abuse and other attributes such as age, gender, and ethnicity. In one randomized control study on 291 adults, it was identified that psychodynamic therapy resulted into the better outcome of victims than those who received CBT alone. This indicates that the nurse must reflect on the victim’s psychological status to select the best type of treatment (Camilleri et al, 2013). This is in accordance with nursing treatment goals of health restoration.
Evidence-based research also identities Trauma-focused cognitive behavioral therapy (TF-CBT) as a good treatment strategy. This therapy involves training sessions for both the offender and the caregiver. The key components of this treatment is an acronym as PRACTICE and entail, Psycho-education, Parenting techniques that are effective, Relaxation, Affective modulation, the ability for cognitive coping and trauma narrative. Six randomized studies have proved that the use of TF-CBT as best treatments within two years post-treatment (Fraser et al, 2010).
One follow up study on sexual child abuse associated with PTSD symptoms indicated that the use of TF- CBT therapy resulted to fewer PTSD symptoms as compared to use of Child-centered therapy (CCT). This involves implementing intervention strategies as supported by scientific research (Babington, 2011). The study concluded that effective treatment goals as evidenced by EBN entail the use of cognitive behavioral therapy (for both the victim and the offender), specifically those that are trauma-focused. Other treatment therapies such as multi-systemic therapy (MST) and Dynamic therapy are effective as they operate with concrete frameworks and are also more interpersonal, but they effectiveness is lower than TF-CBT (Oates, 2013).
Evidence-based research also indicates that the referral of the children to the relevant child protection agencies is a necessary intervention. This multi-factorial approaches and collaboration between the relevant stakeholders will facilitate effective coordination of intervention plans, maximum provision of support, and the quality provision of the care required by the abused children (Budiselik et al, 2010). It is the objective of nurses to monitor the children for as long as possible to avoid recurrence of cases and for the provision of vital physical and psychological medications.
Evidence-based research indicates that management and intervention are also vital in this process. The nurses can adopt the nurse-family partnership, which is an effective intervention method. The nurses will have the program for teaching appropriate parenting skills and healthy behaviors by those in the community (Fraser et al, 2010). The intervention will help the development of the child abuse cases to severity levels. The nurse will compare the It will ensure the follow up of assessed cases is effective to prevent issues related to abuse. The nurse can support the child-parent centers as an intervention measure. They will encourage the individualized approach to cognitive and social development. The nurse should provide support and ongoing treatment. Media based public awareness is a proper intervention where nurses will create awareness on the effects and ills of child abuse to the community (Babington, 2010).
The intervention is taken as a measure for prevention of the child maltreatment by encouraging responsibility among people. The nurses can also support the mutual aid groups that seek to address the child abuse cases. Further assessment, to identify exposure to other child abuse cases is vital for necessary interventions to be taken (Fraser et al, 2010). The nurses should respond to the child by providing moral support. In case of any physical injuries, first aid treatment should be provided The nurse should consider issues relating to sharing of information and consent to treatment. It will also involve having consultations with health workers or other child abuse managers.
Evaluation
To carry out the effective evaluation, the close monitoring of intervention plans is important. The outcomes of the interventions include reduction of risks of child maltreatment. Overall performance at the family and school level is another outcome to be evaluated by the nurses after implementation of the interventions. The improvement of the performance will indicate success of the intervention plans. The outcome of the intervention plan will also be done using the improvement of physical health, which is expected after implementation of efforts by the nurse. The success of intervention plans by the nurses is determined by the effectiveness of treatment administered as well as the child protection strategies (Oates, 2013). The child protection reports will be evaluated to identify the major issues that need better intervention methods. The family satisfaction in the achievement of the set goals will also be used to evaluate outcomes. The outcomes will be based on the risk factor consideration of the prevalence of signs and symptoms (Fraser et al, 2010). Improvements and the end of signs and symptoms assessed through various diagnoses is a positive outcome indicating the success of the process of child abuse management by the nurses (Fraser et al, 2010).
Role of Nurse in Nursing Care of the Child and Family Conclusion
Concisely, the nurses have the role of ensuring the cases of child abuse in Australia are properly addressed to reduce the prevalence. The identification, assessment, intervention, and evaluation of the issues affecting the children will be vital during the performance of their roles in accordance with the Australian nursing practice (Oates, 2013). The early identification of signs and symptoms will make the process for the nurses easier. Collaboration between all people in the society will smoothen and ensure child abuse management is efficient.
Role of Nurse in Nursing Care of the Child and Family References
Allwood, M. A., &Widom, C. S. (2013). Child abuse and neglect, developmental role sattainment, and adult arrests. Journal of research in crime and delinquency, 0022427812471177.
Babington, B. (2011). National Framework for Protecting Australia’s Children: Perspectives on progress and challenges. Family Matters, (89), 11-20.
Biehal, N. (2014). Maltreatment in Foster Care: A review of the evidence. Child Abuse Review, 23(1), 48-60. doi:10.1002/car.2249
Budiselik, W., Crawford, F., & Squelch, J. (2010). Acting in the best interests of the child: a case study on the consequences of competing child protection legislation in Western Australia. Journal Of Social Welfare & Family Law, 32(4), 369-379. doi:10.1080/09649069.2010.539356
Camilleri, P., Thomson, L., & McArthur, M. (2013). Needs or deeds? Child protection and youth justice in the Australian Capital Territory. Journal Of Social Welfare & Family Law, 35(2), 193-206. doi:10.1080/09649069.2013.800285
Francis, K., Chapman, Y., Sellick, K., James, A., Miles, M., Jones, J., & Grant, J. (2012). The decision-making processes adopted by rurally located mandated professionals when child abuse or neglect is suspected. Contemporary Nurse: A Journal For The Australian Nursing Profession, 41(1), 58-69.
Fraser, J. A., Mathews, B., Walsh, K., Chen, L., & Dunne, M. (2010). Factors influencing child abuse and neglect recognition and reporting by nurses: A multivariate analysis. International Journal of Nursing Studies , 146(153).
Oates, R. K. (2013). The spectrum of child abuse: Assessment, treatment and prevention. Routledge.
Paavilainen, E., &Flinck, A. (2013). National Clinical Nursing Guideline for Identifying and Intervening in Child Maltreatment within the Family in Finland. Child Abuse Review, 22(3), 209-220. doi:10.1002/car.2207
Reeve, R., &Gool, K. (2013). Modelling the Relationship between Child Abuse and Long-Term Health Care Costs and Wellbeing: Results from an Australian Community-Based Survey. Economic Record, 89(286), 300-318. doi:10.1111/1475-4932.12044
Please follow the instructions carefully…. they are in bold and underlined…… please use APA referencing and required turntin report thanks….. also required 1500 words
Communication between healthcare professionals and patients is often critical in that the latter could react unexpectedly to the information they get (Konstantis, & Exiara, 2015, Pg. 35). As such, healthcare practitioners should evaluate the beneficence and maleficence of their approaches before making decisions (Punjani, 2013). Clinicians need honoring the trust accorded to them by their clients and ensure that they do not harm rather than encourage them (Reinke, Shannon, Engelberg, Young, & Curtis, 2010, Pg. 982). However, some situations present dilemmas, especially when information is not friendly to the patient. Clinicians have to consider ethical principles of practice and still ensure that they act within the relevant laws.
(ii)Critical Thinking and Analysis:
The Australian code of ethics for nurses specifies ethical standards that practitioners should meet in their duties. Among the highlighted requirements are the recognition and appreciation of the diversity of people (Waubra Foundation, 2015). In the case scenario, Mrs. Y’s daughters explained their beliefs to the surgeon and warned against the hospital informing their mother about her poor prognosis. The physician’s consideration of the proposal was an expression of understanding of the diversity of people. Again, the code requires nurses to manage information in an ethical manner and to take caution regarding possible undesirable outcomes (Waubra Foundation, 2015). Therefore, it was necessary to communicate to Mrs. Y cautiously. Though Mrs. Y was entitled to know her health status, the manner in which she got the information would have determined her reactions both emotionally and physiologically. The code of ethics requires that nurses promote patient wellness and avoid actions that would hinder recovery (Waubra Foundation, 2015). It was important for the doctor to consult Mrs. Y’s family members to understand how negative information would impact the health status of the patient. As revealed in the case scenario, cancer was intimidating, and the patient was more likely to find it inconceivable and horrifying rather than understand the condition. On such basis, the doctor’s and daughters’ act of concealing the health status of Mrs. Y was justifiable.
On the other hand, the code requires nurses to grant patients an opportunity to make informed decisions concerning their lives and well-being. Concealing the information compromises the appropriateness of decisions that Mrs. Y would make concerning her life. It was necessary that she participate actively in making decisions that concerned the management and treatment of her disease (Gracia C., Gracia J., & Chen, 2010, Pg. 195). Also, she had the right to know the outcomes she was to expect about her wellness.
From a moral perspective, Mrs. Y’s daughters and the doctor should have told the truth but take an optimistic approach (Reinke et al., 2010, Pg. 982). On such considerations, the parties would not disclose everything to the patient nor would they lie. However minimal Mrs. Y’s survival chances could be, nurses should not imply that they are pessimistic about her recovery. Though nurses would be negative about the outcomes of the patient, it would be morally questionable for them to tell the patient that she was likely to succumb to the ailment. Practitioners should express empathy and compassion in their interactions with their patients (Russell & Ward, 2011, Pg. 193). Telling patients that they are dying is questionable from a moral perspective. So as to avoid discouraging the patient, the doctor was morally justified to withhold information concerning the health of Mrs. Y. It was a wise act for the daughters to fear the reactions of their parents and inform the surgeon concerning the issue. The daughters were morally right in that they sought to protect their parents by ensuring that they would receive the breaking news only when they were prepared for it (Narayanan, Bista, & Koshy, 2010, Pg. 61). Their communication with the doctor was for the betterment of the situation, and it did not bear an immoral motivation. Their concerns were an expression of their love and care for their parents.
On the other hand, it was morally questionable for Mrs. Y’s daughters and the physician to exploit Mrs. Y’s failure to understand English as an opportunity to discuss her health status without her knowledge. The parties were obliged to help Mrs. Y overcome the challenge of the language barrier and let her understand her situation. The patient trusted her daughters as facilitators of communication. By discussing her and suggesting that she should not be told that she had cancer, Mrs. Y’s daughters were betraying their mother’s trust. The daughters also betrayed the trust of their family when they requested that the information be concealed to their father as well. Also, the daughters assumed that their parents would not make appropriate decisions upon their learning of Mrs. Y having bladder cancer, an occurrence she had feared for long. The assumption prompted them to overlook the contributions of the patient and her husband hence limiting her autonomy. The doctor also failed to meet his moral role of interacting openly with the patient (King, & Hoppe, 2013, Pg. 385). The surgeon gave in to pressure exerted by Mrs. Y’s daughters and failed to meet the moral obligation of being available to the patient. The patient had a right to connect directly to her physician and express her wishes as well as seek the doctor’s assurance. It was also incorrect for the surgeon to assume that Mrs. Y’s daughters would deliver accurate information to their family regarding the critical issue. It was possible that the daughters would conceal necessary information to the patient. Again, it was not a guarantee that the two daughters would inform the rest of the family in the safest manner. The surgeon had the moral duty to protect the patient from potential harm by letting her know her condition in the most appropriate way. Trusting the patient’s daughters was a risky move by the physician.
Clinicians employ fundamental ethical principles in ensuring that they practice what is right while refraining from what is wrong (Scholl, Zill, Härter, & Dirmaier, 2014). It is such principles that guide practitioners in making decisions that are ethically and morally defensible. In the case scenario, the physician applied such principles when determining whether or not to inform Mrs. Y about her health status. The surgeon felt it ethically acceptable to withhold critical information considering the understanding that the patient’s daughters offered. The clinician considered various values and balanced them in the ultimate decision made. Both the physician and Mrs. Y’s daughters utilized fundamental ethical principles when they avoided lying and purposed to give information that would not cause severity in the health of the patient. One of the most conspicuously applied fundamental principles was beneficence. The parties evaluated the benefits of informing the patient against the associated disadvantages (Punjani, 2013). They also applied non-maleficence by ensuring that their move would not harm the patient regardless of whether it was beneficial or not.
However, the physician and the patient’s daughters failed to respect Mrs. Y’s autonomy when they decided to handle the patient’s condition without engaging her (Entwistle, Carter, Cribb, & McCaffery, 2010, Pg. 741). They ought to have offered full information and given the patient an opportunity to make informed choices.
With the advancement in healthcare, there is increased application of the law and clinicians would be sued in situations where their conduct hurts their clients. The law required that the physician protect the patient by offering her necessary information that would benefit her when making decisions (Scholl et al., 2014). Also, the law required that the clinician consider the concerns of the members of the patient’s family. The surgeon acted within the law by consulting the family and making reasonable considerations of their culture. Also, the physician expressed cultural competence by paying attention to the customs and beliefs explained by the patient’s daughters (Kodjo, 2009, Pg. 57). Considering the cultural background, acknowledging it, and orienting patient care in such a way that it incorporated the expected concepts was an expression of cultural competence by the physician (Kodjo, 2009, Pg. 57). Mrs. Y would learn her disease in a manner that was acceptable in her culture.
(iii)Conclusion
Mrs. Y’s daughters’ and physician’s decision to withhold diagnostic information to the patient and her husband was justifiable. The move was to facilitate the well-being of the patient, and it was not under ill motivations. Their decision paid attention to culture, and it was ethically and morally appropriate. Though the decision was questionable considering the rights and autonomy of the patient, its benefits outweighed its limitations. Also, the decision was defensible from a legal perspective as it had the ultimate intention of protecting the patient rather than harming her. In conclusion, the nurse assigned to Mrs. Y should concur with the surgeon and conceal the poor prognosis concerning the patient. The nurse’s response should be optimistic, and it should not cause an adverse impact on the patient.
References
Entwistle, V. A., Carter, S. M., Cribb, A., & McCaffery, K. (2010). Supporting Patient Autonomy: The Importance of Clinician-patient Relationships. Journal of General Internal Medicine, 25(7), 741–745. http://doi.org/10.1007/s11606-010-1292-2
Gracia, C. R., Gracia, J. J. E., & Chen, S. (2010). Ethical Dilemmas in Oncofertility: An Exploration of Three Clinical Scenarios. Cancer Treatment and Research, 156, 195–208. http://doi.org/10.1007/978-1-4419-6518-9_15
King, A., & Hoppe, R. B. (2013). “Best Practice” for Patient-Centered Communication: A Narrative Review. Journal of Graduate Medical Education, 5(3), 385–393. http://doi.org/10.4300/JGME-D-13-00072.1
Kodjo, C. (2009). Cultural competence in clinician communication. Pediatrics in Review / American Academy of Pediatrics, 30(2), 57–64. http://doi.org/10.1542/pir.30-2-57
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Narayanan, V., Bista, B., & Koshy, C. (2010). Breaks: protocol for breaking bad news. Indian J Palliat Care, 16(2), 61-65.
Punjani, N. S. (2013) Truth Telling to Terminally Ill Patients: To Tell or not to Tell. J Clin Res Bioeth, 4(159). doi: 10.4172/2155-9627.1000159
Reinke, L. F., Shannon, S. E., Engelberg, R. A., Young, J. P., & Curtis, J. R. (2010). Supporting hope and prognostic information: nurses’ perspectives on their role when patients have life-limiting prognoses. Journal of Pain and Symptom Management, 39(6), 982–992. http://doi.org/10.1016/j.jpainsymman.2009.11.315
Russell, B. J., & Ward, A. M. (2011). Deciding what information is necessary: do patients with advanced cancer want to know all the details? Cancer Management and Research, 3, 191–199. http://doi.org/10.2147/CMR.S12998
Scholl, I., Zill, J. M., Härter, M., & Dirmaier, J. (2014). An Integrative Model of Patient-Centeredness – A Systematic Review and Concept Analysis. PLoS ONE, 9(9), e107828. http://doi.org/10.1371/journal.pone.0107828
1.claim of the article may be:(a).state sovereignty need not be understood in absolute terms to obstruct direct application of international law.apprehension of superiority of international law over domestic law,serious undermine state sovereignty and power of the legislative organ of the state.
(b).impugned conflict is more imaginary than real.viz,states are presumed not to assume international obligations under treaties which are contrary to their domestic laws.on the other hand customary norm are universally assumed to be part of the law of the land.
2.suggesting measures to avoid major conflict between treaties and statutes.
3.to critique.
4.creativity and original in perspective and approach
4.to use footnotes.
SAMPLE ANSWER
State sovereignty
To fully understand the term state sovereignty, we must first comprehend the meaning of state and sovereignty. The word state has a lot of meanings which is attached to the particular context the word is being used. However, in the context of international law, the word state has the following meaning. A state is a territory or a nation that can be considered to have only one government and defined as an organized political community (Arend et al., 2014). Examples of states can be countries that are dependent on their own and are ruled by the government that exists in the country. Furthermore, the meaning of sovereignty in the contextual use of the word state has the following meaning. Sovereignty is referred to as the absolute right and power of a government or a governing body to govern itself without ant outside interferences from other regulatory bodies (Armstrong et al., 2012).
Therefore, a sovereign state it a territory or nation that comprises of an organized political community that is governed by one government without outside interferences from other governing bodies. In the context of international law, state sovereignty, therefore, refers to the ability of a country, state or nation to have the complete power or absolute control over what goes on within its territories (Gould et al., 2015).
The issue of sovereignty in countries has been a major one in the discussions about the international law. The ability of a nation to make its decisions can be excellent and wrong at the same time in the context of international law or law itself. For a sovereign state, the decision made by the state government cannot be influenced by any other outside party. This gives the country the power to be the judge and the jury of whatever happens within its territories.
However, this leaves the country at a disadvantage because its citizens stand to lose at any minute the government decides to make decisions that harm or endanger their lives.
The state sovereignty also gives a nation the power to decide to enter into deals with other sovereign states or not. It gives the government control over what the country does and how it acts in the international community. A sovereign state is considered as an individual whose actions are accountable only to itself alone and to no other individual. Therefore, a sovereign state may wage war on its citizens or conduct acts against the human rights of their citizens.
In international law, a state is considered as sovereign according to the following guiding factors. One of the factors is there be a permanent population (Law, 2014). The permanency of the population refers to the nation having its citizens not migrants from another nation, country or state. The second factor that defined a sovereign state has a defined territory. Without no defined territory, a state cannot be considered to be sovereign. Thirdly, for a state to become sovereign, it must have a government. The government should be a governing body that has no influence on any outside parties. Furthermore, the government should have the complete power and control over what happens within its territories. Lastly, for a state to be considered as a sovereign one, the government should have the capacity of entering into relations with other states (Law, 2014).
This paper will focus on state sovereignty and the obstruction it has on the direct application of international law in sovereign states. State sovereignty must not be defined or practiced in complete terms for it to make difficult any efforts regarding the application of international law. It is quite a hard task for international law to have full effect on sovereign states. However, much state sovereignty stands in the way of implementation of international law. At some point, the international law finds its way into sovereign states and takes charge of the government from the sovereign governing body of that particular nation.
In the context of international law, state sovereignty needs to be limited to some point. International law is what makes possible the existence of some international organizations. Examples of international organizations include The United Nations, The European Union, and the African Union. For this international organization, international law is significant. Organizations like the United Nations are very influential in most countries when it comes to matters concerning economy, human rights, education and war. It is just impossible to run international organizations without cooperation among states. However, state sovereignty is making it difficult for the association to exist among some states.
At some point, a sovereign state will decide to do something that well affects the international community. Most of the times, the significance of the actions of a sovereign state may impact negatively on the international community. It may even impact adversely on the effort of human rights in the said sovereign state. Consequently, the international community, through some international organizations will want to exercise international law in the given state. Therefore, if the sovereign state refuses to enter into a deal with the international community, the sovereignty will be seen as an act that diminishes the efforts of international law. The international community is left with no choice but to intervene.
In most instances, the international community will invade the sovereign state and conduct acts aimed at taking the governing power from the sovereign governing body and give it to a more reasonable administrative body. The interference is then used to distrust the actions of the sovereign governing body of its citizens. For example, the United Nations will make every effort to enter into a deal with the sovereign state to stop act against human rights in the sovereign state (Cosentino, 2015). However, if the state refuses to cooperate. The international organization, United Nations will have to intervene to save the citizens from the dehumanizing acts of their sovereign government. Hence, state sovereignty need not be defined in a complete term to create a barrier to the application of international law in a country. Where the significance of the application of the international law will be for the greater good of the international society.
The international community had witnessed a worrying trend of state sovereignty during the Second World War. Some to the aspects of the international law were being violated regarding the capacity of national sovereignty. Due to the significance of these violations in the states ant the presence of national sovereignty, there was an obstacle in the application of international law. However, the recent trend in the international community is to restrain sovereignty in a country to a point where it is appropriate and acceptable. Some of the aspects of the international law have witnessed quite a development due to the restraint on the power of sovereignty in the international community.
The aspects of international law include foreign; human rights law and international environmental law. For some time in the international community, there has been a noted awareness of on the adverse effects that sovereignty cause to the efforts of the application of these aspects of international law. It has been noted that sovereignty has been quite an obstacle to the application of these international laws. Therefore, the international community has made an effort to restrain sovereignty in matters that touch on international law.
For example, when an authoritarian administration goes ahead and places fundamental importance on the economic development of its state through prioritization of expanding the scale of the economy through means that endanger the environment, violate human rights laws and environmental laws. Such violations include industrial pollution caused by massive burning of fossil fuels. What leads is the pollution of air, coastal waters and the rivers (Juda, 2014). Restraining of sovereignty was made necessary due to such acts that violated international human rights laws and environmental laws. To avoid such abuse I the future or currently, a restraint has to be put on state sovereignty. Therefore, the obstruction created by sovereignty will be dissolved to give way to the application of international law in a various way. The different ways involve super state controls that will be advocated by environmental and some human rights law experts.
In the issue of the apprehension of the superiority of international law over domestic law, regarding the power vested in governing bodies of sovereign states. The international law sometimes has to be made clear that it is superior to the domestic law that exists in such countries. For most sovereign states, some laws may be introduced that are not of positivity to human rights or environmental conditions. The laws or policies may even lead to the undermining of international law. The international community thereby pulls in to re-affirm the superiority of international law over the domestic law. The acts of the international community will thus undermine the power of the legislative organ of the state as well as state sovereignty.
To reinforce the superiority of international law over domestic law, the following acts are conducted by the international community through the jurisdiction of the formed international organizations like the United Nations. The significance of the actions come in when protecting the environmental conditions and human rights conditions in various states against the destruct caused by some authoritarian administration of some sovereign states. Some actions include decisions that are taken by the international organization concerning international laws the sovereign country in which the government of these States has no decisive influence over. The other thing allowed by the international community is the jurisdiction mandated to regional or international judicial institutions that an individual can turn to on issues that concern the violation of human rights. Lastly, in situations of war like foreign invention, internal conflicts or civil war, the international community is allowed to intervene, thereby infringing sovereignty in these states to protect individuals for the grave violations of human rights that comes with the acts of war.
Through the intervention by the international community on matters concerning a sovereign state, sovereignty is said to be restrained. In agreement with the international law, the infringement on sovereignty is a necessity to show the superiority of international law over domestic law. The advantage is shown when the sovereignty is undermined through various ways as indicated in the paragraphs above. Therefore, a sovereign state can cooperate with the international law. However, the sovereignty of these state cause an obstacle to the display of the superiority of international law over domestic law.
Speaking, international law, from its definition has jurisdiction over international law. However, domestic law has its authority within the confines of its territory. Therefore, the magnificence of international law is thereby said be glorified by the undermining of sovereignty through the acts of international organizations that apply international law in different instances that prove to be endangering to the environmental conditions and the grave violations of human rights laws.
The state of the sovereignty of a nation is a very conflicting one. In the sense that it conflicts majorly with international laws, the domestic laws that are created as a result of sovereignty have no regard for international obligations that go with them. Therefore, a sovereign state which is presumed to acknowledge international obligations bounded in treaties and statutes will not do so in an effort to protect their own sovereignty and pride of the country in an ever global world in terms of economy and other significant aspects of power. A developing or a small country will want to be seen as powerful or in the same way as a large and powerful country. In the road to achieving this power or state of pride, a state adopts sovereignty that highly disregards the significance of international law to demonstrate its power to the international community. It is therefore very common nowadays to see developing countries be in more conflicts that are more internal than external. The conflicts arise from the efforts of the governing body to exercise its power on its citizens. Therefore, the government of these sovereign states overdoes it, and this leads to internal conflicts that capture the attention of the international community. The international community, therefore, intervenes to apply international law in these nations and protect human rights laws and environmental laws (Sassen, 2013). What follows are treaties and statutes that need to be enforced in the conflicting society. The sovereign nations, therefore, disregard the obligations of the international law through disagreeing to sign the treaties to regain peace and order in the sovereign states.
In the same context of domestic laws and disregarding of the obligations that come with treaties and statutes, sovereign states need not fight with the powers that be. The reason being the international law will ever be superior to domestic law. In the instances that the sovereign state refuses to perform its obligation to the international community by refusing to sign the treaties and recognize the statutes. The governing bodies of the sovereign states will be shown the upper hand of the international law. However, international laws may sometimes or many times conflict with the customary law. Customary law is regarded as the law of the land. In instances, that international law conflicts with the customary law. Then the law of the land may have an upper hand at some point. Being that most sovereign states are not amongst the most powerful nations in the world. They can be pressured into disregarding their customary laws in favor of the international law.
For example, if a sovereign state that is currently experiencing internal disputes or civil war. The international community will take note of the situation and try to intervene to neutralize the situation. You may find that the war in these sovereign states will mostly affect the human rights laws and environmental laws in an adverse manner, especially when there is the breaking of any international recognized statute. Therefore, the situation will catch the attention of the international community, and they will try to correct the situation. This leaves the international community with no choice but to intervene. They will intervene in various ways. The possible way being the signing of treaties between the two conflicting parties.
To save face and regain their pride, the governing body will choose not to sign the treaty. This in turn will be perceived negatively by the international community. The international community will view that action as one of deciding not to cooperate with any efforts of applying international law. Therefore, action will be taken against such states. The international organizations will gang up to come in and try to neutralize the situations. All the efforts of the international community will be aiming towards restoring peace and order in the war-stricken nation. Furthermore, also there will be efforts in enforcing international judicial jurisdiction in such countries, protection of human rights laws as well as environmental laws.
Sovereignty cannot be absolute. The complete nature of sovereignty can never be agreed upon to exist in the international community. Moreover, the absolute nature of sovereignty will deny the very nature of international law to exist in the first place. However, as sovereignty has its limits, also international law does. Therefore, there are some boundaries that cannot be crossed whatsoever the urgency the international community has. For example, the international community can not apply international law to touch on issues such as an election process in a sovereign nation. Such issues are regarded to be internal affairs that need no helping hand from the international community.
There is one significant measure that can be put in place in the process of resolving conflicts between statutes and treaties. The measure involves putting into effect the one that was enacted later that the other. In a state where a treaty and a statute seem to conflict, the measure above will be of significance to the goal of resolving the conflict between the two aspects of the law. Treaties are regarded as the law of the land. However, a statute may be an international law that has an effect on cooperating nations in the international community. Therefore, as a treaty is regarded a customary law and the statute as an international law. It is easier for a sovereign state to choose the customary law over the international one. The reason being the customary law is considered domestic as opposed to the contrary, international law.
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HRM contribution to success of an organization
Abstract
Human resource department is a critical function contributing to the well – being of employees in any business. In the past, human resource professionals were always in their traditional roles and played the role as an administrative expert who looked after the day-to-day operational human resources but today human resource professionals are becoming a more strategic role. Therefore, the purpose of this study was to explore human resource professionals’ experiences and strategies that may have contributed to the development and accomplishment of the organization objectives. The data collection process of this study used the interviews of two line managers who are in a business leader role. This study would help researchers, academicians, HR practitioners, business leaders or CEOs to improve their strategic skill sets and would provide suggestions for future research in human resource professionals’ roles.
Background of the Study
The role of human resource professionals is primarily accepted to be that of a supportive and an administrative one involving paperwork, but not that of strategy management. Traditionally, the role of human resource professionals in many organizations is to serve as the systematizing, policing arm of executive management.
According to Sondhi (2013), Human Resource (HR) had to transform itself from just being a support system to a strategic partner in business policy. HR can as well play a role of Strategic human resource management (SHRM) by participating in the formulation of the business strategy. Strategic human resource management involves making decisions that define the overall vision, mission, core values, and objectives of the organization. Human resource strategies are important because they help determine how to manage people in relation to business strategies (Brauns, 2013). Human resource professionals are moving towards a more strategic role today whereby they play a main role in devising strategies for the company together with other top level managers. Human resource professionals need to transform their roles, activities, and responsibilities to be more strategic business partner. According to Khatri (2013), HR transformation builds upon the excellence of HR professionals who are always ready to execute their role to achieve the business objectives. Even though, HR functions continue to change and HR professionals viewed as business partners, but they seem to lack enough skills and competencies to contribute to organizational profitability.
Problem Statement
42% of business leaders believe their HR professionals are underperforming (Benko et al., 2014). Hence, the specific business problem is HR professionals do not have the business skills/strategies required to help an organization increase its profitability. HR professionals need to develop deeper business acumen to become an effective business partner (Benko et al., 2014). Less than 8% of HR professionals have confidence that they have the business skills needed to meet the challenge of today’s global environment and consistently deliver innovative programs that drive business impact (Benko et al., 2014). 95% of HR professionals’ responsibility is administrative work that can be outsourced but most organizations would internally hold this work because of lack of lack of confidence in the HR (Vosburgh& Resorts, 2013). The general business problem is the most business leaders do not believe that HR professionals can transform their roles from an administrative role to a strategic business partner.
Purpose Statement
The purpose of this qualitative phenomenological study is to explore what HR professionals can do to help an organization increase its profitability. HR professionals need to learn and understand the business of organizations. They need to transform their roles, activities, and responsibilities to be more of a strategic business partner to add value to the organization. HR professionals have therefore, an obligation to embrace change in this modern times (Khan, 2012). Interviews will be conducted to seek roles, experiences, activities, and responsibilities of HR professionals with the targeted R professional participants located in Bangkok, Thailand. The researcher will use purposeful sampling to select the interviewee the choice of this strategy is intended to ensure to select interviewee with experience in the field of HR. HR transformation implication on business is to help HR professionals improve their knowledge and skills in business and help the organization increase its profitability.
Nature of the Study
Studying the role of HR professionals required an analysis of their experiences in an organization. Such in-depth assessment of HR professionals’ role may better align with the qualitative research design. Qualitative research is a method of inquiry and data collection. According to Creswell (2009), qualitative research is a form interpretative inquiry in which researchers make an interpretation of what they see, hear, and understand. Qualitative research is used to gather in-depth information and it is primarily exploratory research. It is also used to gain an understanding of underlying reasons, opinions, and motivations. Conducting a qualitative study has enabled a researcher to analyze individual’s behaviors, opinions, beliefs, emotions and relationship. Therefore, this research involves a phenomenological qualitative study to explore what HR professionals should do to help an organization increase its profitability. Phenomenology is concerned with the study of experience from the perspective of HR professionals. According to Creswell (2013), phenomenological study focuses on describing what all participants have in common, as they experience a phenomenon. It is also based in a paradigm of personal knowledge and subjectivity, and emphasizes the importance of personal perspective and interpretation. Phenomenology primarily uses interviews with individuals and observations to collect data. Other researchers have used phenomenological qualitative study to conduct their research and succeed in achieving their objectives hence, the choice of this method (Sedivy-Benton, Strohschen, Cavazos & Boden-McGill, 2015).
Central Research Question
The objective of this research study is to explore how HR professionals’ transformation contributes to increased productivity. In line with the statement of purpose, this study addressed the following research questions.
Research Question 1: What is the transformation for HR professionals as seen through their roles and as experienced in HR activities in the organization?
Research Question 2: What is the strategic plan in the transformation of HR professionals’ role to help an organization increase its profitability?
Research Question 3: What is the strategy being used and made changes in business by HR professionals to help an organization increase its profitability?
Significance of the Study
The study provides a framework for exploration of human resource professionals’ strategic roles. It study supports the organizations to create business value and competitive advantage. The study also provides insight into human resource professionals’ perceptions of strategic business partner role. It as well suggests human resource strategy to help the organization improve its performance for HR practitioners, business leaders, and CEOs. Moreover, this study will focus on the mastery of business acumen and HR strategic skills. Business leaders and HR professionals can learn more about HR professionals’ strategic roles. Furthermore, business leaders and HR professionals can apply the concept of this study for their business practice. The study can lead organizations in areas such as organization development, strategic utilization of employees to serve business goals, talent management and development. It can also make an impact improvement on management such as performance management, business development and skill improvement in the organizations.
Literature Review
Human Resource Department is a critical component of employee well – being in any business. HR responsibilities include payroll, benefits, hiring, firing, and keeping up to date with state and federal tax law. Historically, HR has grown up in a void of unaccountability. In the past, or up until recently, (need a temporal component here) HR leaders have not been held accountable for delivering metrics that show the value of their programs or investment (Robb, 2011). HR in business must focus on aligning itself with the business and think about key business challenges as well as design HR plan to respond to the challenges. Strategic human resource management (SHRM) is a link between HRM and strategic management processes of an organization (Sondhi & Nirmal, 2013). The most general implementation (of SHRM) challenge facing HR professionals reflects an interesting challenge. Executive business leaders expect human resource professionals to lead organizational initiatives and change efforts that can produce value to the organization.
Arachchige and Weerasinghe (2012) stated that traditional role of personnel or HR as a HR administrator is now not sufficient for survival in the highly competitive modern business environment. Brauns (2013) stated that human resource strategies could help determine how to manage people in relation to business strategies. The way in which people are managed within organizations need to be aligned with the strategy of the business. Moreover, Florah et al. (2013) argues that strategic human resource management provides a direct and economically significant contribution to a firm’s performance. However, the transformation towards strategic human resource management is a goal of most HR departments today (Glarino, 2013). HR professionals began to evolve and become strategic business partners by adding value to the firm. In an organization, SHRM means accepting and involving the HR functions as a strategic partner in the formulation and implementation of the companies’ strategies through HR activities (Jain, 2014). HR professionals have to work together with top executives to make competitive business strategies and to figure appropriate HR strategies to support the business strategies (Khatri, 2013). Khan (2014) illustrated that in the business partner role, HR helps various units in implementation of their business model. For HR professionals to have a major role in business strategy, they need to have critical skills, such as, business understanding, strategic planning, and cross-functional experience. Business leaders and HR professionals are all critical to the creditability and capability to engage in business decisions.
Hr professionals are expected to contribute to the business strategy through their domain expertise Khan, 2012). HR professionals need to spend time understanding the business strategy, competitors, technologies and customers, to help the firm gain a competitive advantage using HR practices (Loshali& Krishnan, 2013). In addition, HR role has changed from administrative services to business partner, and that the newest view that is less developed in most corporations is that of a strategic partner. HR professionals bring business, change, consulting and learning to their partnership with line managers, so that they can create value (Saleem and Perwez, 2012). To make HR professionals more available for participation in strategic decision-making process, HR professionals should be delegated to line managers as they have direct and frequent contact with employees (Sani, 2012).
The role of HR has become strategic with increasing competition, creating a motivating workforce, facilitating change management, recruiting, and retaining the most efficient employees (Sondhi and Nirmal, 2013). These functions make HR professionals’ key players and increase their role as part of strategic business partners within their organization (Mitsakis, 2014). However, Ugheoke et al. (2014) states strategic human resource management has a direct impact on the achievement of the business goal and performance improvement. HR professionals have shifted the role of an operational HR to be more strategic partner to the organization by getting more involved in strategic decision-making (Yousoff, 2012).
References
Arachchige, B. J. &Weerasinghe, B. L. (2012). Role Transition of HR Professionals in the Sri Lankan Banking Sector: A Study. The IUP Journal of Management Research, XI(4).
Benko., C., Bohdal-Spiegelhoff, U., Geller, J. & Walkinshaw, H. (2014). The Reskilled HR Team: Transform HR Professionals into Skilled Business Consultants. Deloitte University Press.
Brauns, Melody (2013). Aligning Strategic Human Resource Management to Human Resources, Performance and Reward.International Business & Economics Research Journal, 12(11).
Creswell, John, W. (2009). Research Design: Qualitative, Quantitative, and Mixed Methods Approaches 3rd Ed.
Creswell, John. W. (2013). Qualitative Inquiry & Research Design: Choosing Among Five Approaches. 3rd Ed. Los Angeles: Sage.
Florah, O. M., Nyagol, M. O. & Susan, R. (2013). Strategic Humane Resource Management Practices and Performance of Sugar Manufacturing Firms in Western Kenya. International Journal of Research in Social Sciences, 3(4).
Glarino, G. G. (2013). Strategic Human Resource Management: Influences on Perceived Organizational Support and Job Attitudes. International Journal of Business and Social Science, 4(12).
Jain, Mitushi (2014). Organizational Success through Strategic Human Resource Management. Journal of Social Welfare and Management, 6(1).
Khan, B. M. (2012). A Study on the Emerging Dimensions of Strategic HRM in Different Subsectors of IT Industry.The IUP Journal of Management Research, XI(2).
Khan, D. M. (2014). HR as a Strategic Partner: A Critical Review. International Journal of Human Resource Studies, 4(1). doi: 10.5296/ijhrs.v4il.5129.
Khatri, B. (2013). Modifying HR to Meet Advanced Business Prospects. International Journal of Management Research and Review, 3(11).
Loshali, S. & Krishnan, V. R. (2013). Strategic Human Resource Management and Firm Performance: Mediating Role of Transformation Leadership. Journal of Strategic Human Resource Management, 2(1).
Mitsakis, F. V. (2014). Human Resources (HR) as a Strategic Business Partner: Value Creation and Risk Reduction Capacity. International Journal of Human Resource Studies, 4(1).
Robb, Drew. (2011). Creating Metrics for Senior Management. Society For Human Resource Management, 56(12), 109-111.
Saleem, S. M. &Perwez, S. K. (2012). The Human Resources Role and Challenges in the Hotel Sector in Kanyakumari, Tamil Nadu. International Journal of Management Research and Review, 2(10), 1758-1763.
Sani, A. D. (2012). Strategic Human Resource Management and Organizational Performance in the Nigerian Insurance Industry: The Impact of Organizational Climate. Business Intelligence Journal, 5(1).
Sedivy-Benton, A., Strohschen, G., Cavazos, N., & Boden-McGill, C. (2015). Good Ol’ Boys, Mean Girls, and Tyrants: A Phenomenological Study of the Lived Experiences and Survival Strategies of Bullied Women Adult Educators. Adult Learning, 26(1), 35-41.
Sondhi, V. &Nirmal, P. S. (2013). Strategic Human Resource Management: A Reality Check. Review of Management, 3(1/2), 4-10.
Ugheoke, S. O., Isa, M. F. & Noor, W. S. (2014). Assessing the Impact of Strategic Human Resource Management on Tangible Performance: Evidence from Nigerian SMEs. Management and Business Research, 1163-1173.
Vosburgh, R. M. & Resorts, M. (2013). The Evolution of HR: Developing HR as an Internal Consulting Organization.Human Resource Planning.
Managing Chronic Disease in the Primary Care Setting
Managing Chronic Disease in the Primary Care Setting
Order Instructions:
For this paper, the writer must pay attention to details as indicated below. The writer cannot use any articles older than 5 years and APA is critical throughout the paper.
Managing Chronic Disease in the Primary Care Setting
Caring for clients with a chronic illness will mean multiple visits and careful managing of their plan of care to include medications, screening exams, and referral. More than 75% of all health care costs in the United States due to chronic illness. The impact that this has on the healthcare system is staggering. With the population aging and more chronic illness occurring, it has never been more important to properly manage this epidemic through the use of cost-effective, evidence based care where it begins: In the primary care setting.
In a 4 page APA paper minimum with a minimum of three APA references,
• Discuss the impact of chronic disease on health care as a whole.
• Examine how evidence based plans of care can reduce the health care cost burden placed on Americans and discuss cost effectiveness achieved by the use of evidence based plans of care.
• Discuss the role that advanced practice nurses play in caring for patients with chronic illness from the standpoint of health promotion, medication management, and symptom management, and the importance of this role.
Assignment Requirements
The finished Assignment should be a 4 page minimum descriptive and exploratory essay, excluding the title page and references. The viewpoint and purpose of this Assignment should be clearly established and sustained. (But must remember to include title page and reference page in APA)
Before finalizing your work, you should:
• be sure to read the Assignment description carefully (as displayed above)
• utilize spelling and grammar check to minimize errors; and
• review APA formatting and citation information found online, or elsewhere in the course.
Your Assignment should:
• follow the conventions of Standard American English (correct grammar, punctuation, etc.);
• be well ordered, logical, and unified, as well as original and insightful;
• display superior content, organization, style, and mechanics; and
• use APA 6th edition format for organization, style, and crediting sources including:
• properly formatted header
• 12-point, double-spaced, Times New Roman font
• use of in-text citations
• title page and reference page
• use of headings (if applicable)
Resources:
Artnak, K. E., McGraw, R. M., & Stanley, V. F. (2011). Health care accessibility for chronic illness management and end-of-life care: A view from rural America. Journal Of Law, Medicine & Ethics, 39(2), 140–155.
Hunt, L., Kreiner, M., & Brody, H. (2012). The changing face of chronic illness management in primary care: a qualitative study of underlying influences and unintended outcomes. Annals Of Family Medicine, 10(5), 452–460.
Lindsay, S., Kingsnorth, S., & Hamdani, Y. (2011). Barriers and facilitators of chronic illness self-management among adolescents: A review and future directions. Journal of Nursing & Healthcare of Chronic Illnesses, 3 (3)186–208.
Newsom, J., Huguet, N., McCarthy, M., Ramage-Morin, P., Kaplan, M., Bernier, J., & … Oderkirk, J. (2012). Health behavior change following chronic illness in middle and later life. The Journals Of Gerontology. Series B, Psychological Sciences And Social Sciences, 67(3), 279–288.
Pai, Ahna L.H., & Ostendorf, H. (2011). Treatment adherence in adolescents and young adults affected by chronic illness during the health care transition from pediatric to adult health care: A literature review. Children’s Health Care, 40(1), 16–33.
Strunk, J. A., Townsend-Rocchiccioli, J., & Sanford, J. T. (2013). The aging Hispanic in America: Challenges for nurses in a stressed health care environment. MEDSURG Nursing, 22(1), 45–50.
SAMPLE ANSWER
Order Instructions:
For this paper, the writer must pay attention to details as indicated below. The writer cannot use any articles older than 5 years and APA is critical throughout the paper.
Managing Chronic Disease in the Primary Care Setting
Caring for clients with a chronic illness will mean multiple visits and careful managing of their plan of care to include medications, screening exams, and referral. More than 75% of all health care costs in the United States due to chronic illness. The impact that this has on the healthcare system is staggering. With the population aging and more chronic illness occurring, it has never been more important to properly manage this epidemic through the use of cost-effective, evidence based care where it begins: In the primary care setting.
In a 4 page APA paper minimum with a minimum of three APA references,
• Discuss the impact of chronic disease on health care as a whole.
• Examine how evidence based plans of care can reduce the health care cost burden placed on Americans and discuss cost effectiveness achieved by the use of evidence based plans of care.
• Discuss the role that advanced practice nurses play in caring for patients with chronic illness from the standpoint of health promotion, medication management, and symptom management, and the importance of this role.
Assignment Requirements
The finished Assignment should be a 4 page minimum descriptive and exploratory essay, excluding the title page and references. The viewpoint and purpose of this Assignment should be clearly established and sustained. (But must remember to include title page and reference page in APA)
Before finalizing your work, you should:
• be sure to read the Assignment description carefully (as displayed above)
• utilize spelling and grammar check to minimize errors; and
• review APA formatting and citation information found online, or elsewhere in the course.
Your Assignment should:
• follow the conventions of Standard American English (correct grammar, punctuation, etc.);
• be well ordered, logical, and unified, as well as original and insightful;
• display superior content, organization, style, and mechanics; and
• use APA 6th edition format for organization, style, and crediting sources including:
• properly formatted header
• 12-point, double-spaced, Times New Roman font
• use of in-text citations
• title page and reference page
• use of headings (if applicable)
Resources:
Artnak, K. E., McGraw, R. M., & Stanley, V. F. (2011). Health care accessibility for chronic illness management and end-of-life care: A view from rural America. Journal Of Law, Medicine & Ethics, 39(2), 140–155.
Hunt, L., Kreiner, M., & Brody, H. (2012). The changing face of chronic illness management in primary care: a qualitative study of underlying influences and unintended outcomes. Annals Of Family Medicine, 10(5), 452–460.
Lindsay, S., Kingsnorth, S., & Hamdani, Y. (2011). Barriers and facilitators of chronic illness self-management among adolescents: A review and future directions. Journal of Nursing & Healthcare of Chronic Illnesses, 3 (3)186–208.
Newsom, J., Huguet, N., McCarthy, M., Ramage-Morin, P., Kaplan, M., Bernier, J., & … Oderkirk, J. (2012). Health behavior change following chronic illness in middle and later life. The Journals Of Gerontology. Series B, Psychological Sciences And Social Sciences, 67(3), 279–288.
Pai, Ahna L.H., & Ostendorf, H. (2011). Treatment adherence in adolescents and young adults affected by chronic illness during the health care transition from pediatric to adult health care: A literature review. Children’s Health Care, 40(1), 16–33.
The Most Dangerous Game by Richard Connell vs. The Child by Tiger by Thomas Wolfe
Order Instructions:
FICTION ESSAY INSTRUCTIONS
Write a 750-word (3–4-pages) essay that compares and contrasts 2 stories from the Fiction Unit. Before you begin writing the essay, carefully read the guidelines for developing your paper topic that are given below. Review the Fiction Essay Grading Rubric to see how your submission will be graded. Gather all of your information, plan the direction of your essay, and organize your ideas by developing a 1-page thesis statement and outline for your essay. Format the thesis statement and the outline in a single Word document using current MLA, APA, or Turabian style (whichever corresponds to your degree program).
The essay is due on Monday of Module/Week 3 and must include:
a title page,
a thesis/outline page,
the essay itself followed by a works cited/references page of any primary or secondary texts cited in the essay.
Guidelines for Developing Your Paper Topic
Read the following short stories to compare and contrast in your essay:
• “The Child by Tiger” by Thomas Wolfe
• “The Most Dangerous Game” by Richard Connell.
Also, make at least 1 of these elements of fiction the focus of your essay:
• Conflict/Plot/Structure,
• Characterization,
• Setting,
• Theme/Authors’ Purposes,
• Point of View, and/or
• Tone/Style/Irony/Symbol/Imagery.
If you need help focusing your essay, ask yourself questions that correspond to your chosen element(s).
Conflict/Plot/Structure (This is not a summary of the stories)
• What are the basic conflicts? How do these conflicts build tension, leading to major, complicated incidents and climactic moment(s)?
• What are the ways in which each major character experiences conflict (either with self, with other characters, or with the social and/or physical environment)?
• How are the conflicts resolved? Do the protagonists succeed in achieving their goals?
• Who receives your deepest sympathy and why?
Characterization
• Who are the main characters in the stories?
• What are their outstanding qualities? Does the author give any indication as to how or why the character developed these qualities?
• What are the characters’ emotions, attitudes, and behaviors? What do these indicate to the reader about the character?
• Can the characters’ motivations be determined from the text?
Setting
• Where and when do the stories take place (remember to include such details as geographic location, time of year, time period, if the setting is rural or urban, etc.)?
• Do the settings make the stories believable or credible? How does setting impact the plot of the story, and how would the plot be affected if the story took place in another setting?
• Are the characters influenced by their setting? How might they behave if they were in a different setting?
• What atmosphere or mood does the setting create (for example, darkness may create a mood of fear or unhappiness while light or bright colors may create one of happiness)?
• Is the setting or any aspect of it a symbol, or does the setting express particular ideas?
• Does setting create expectations that are the opposite of what occurs?
Theme/Authors’ Purposes
• What is the major theme (or themes) of each story?
• Are the themes of the stories similar or different?
• How does the author convey the theme (or themes) to the reader?
• How do the stories’ themes relate to the authors’ purposes (some examples of author purposes are to entertain, to satirize, to realistically portray life’s problems, to analyze emotions and responses, and/or to communicate a moral message)?
• What unique style, techniques, or devices do the writers use to communicate their themes?
Tone/Style/Irony/Symbol
• How would you describe the tone of the piece?
• Does the tone correspond with the action occurring in the plot?
• What style does the author use (for example, one way an author might satirize is by including a lot of ironies, hyperbole, and unrealistic scenarios)?
• How might the story be different if the tone or style is changed?
• Does the writer use irony or symbols to communicate the message?
The essay compares and contrasts two short stories. These are The Most Dangerous Game by Richard Connell and The Child by Tiger by Thomas Wolfe. The essay focuses on the following elements of fiction: conflict, theme, and imagery. Each of the two short stories has different themes, and imagery. However, they have the same conflicts.
Outline for the essay
Theme
In The Child by Tiger, the themes are: (i) both evil and violence exist within the human soul alongside goodness and gentleness, and (ii) like every other aspect of nature, human nature comprises 2 sides – one side is chaotic and repulsive whereas the other side is orderly and beautiful. In The Most Dangerous Game, the main theme is Violence and Cruelty. For instance, Zaroff shows off the heads of animals he has slayed and after he has described his latest prey, he refers to his latest collection of heads that are apparently human (Connell 157).
Conflict
In The Child by Tiger by Thomas Wolfe, the following conflicts are evident: person versus person, person versus nature, and person versus self. There are also conflicts of whites versus whites, whites versus blacks, and blacks versus blacks. In The Most Dangerous Game by Richard Connell, the conflicts include Human versus Human, Human versus Nature and Human versus Self.
Imagery
In The Child by Tiger, after Dick Prosser is first introduced, he appears a very religious, multi-talented and gentle person. Almost immediately however, Thomas Wolfe starts a consistent reference to Dick Prosser as a person who is very cat-like in nature, and who draws on his sly agility, speed and prowess (Wolfe 134). Thus, it could be gathered by the readers that the tiger symbolizes Dick Prosser. In The Most Dangerous Game, ungovernable, wild and teeming, the jungle powerfully symbolizes general Zaroff’s twisted psyche as well as the chaos in the island. In addition, the jungle symbolizes restriction and Rainsford’s loss of control given that it obstructs his efforts of returning to civilization.
Works cited
Connell, Richard. The Most Dangerous Game. Print. 1949.
Wolfe, Thomas. “The Child By Tiger.” Saturday Evening Post 210.11 (1937): 10-102. Academic Search Premier. Web. 1 Sept. 2015.
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PLEASE TYPE ALL ANSWERS UNDER THE QUESTIONS BEFORE SUBMITTING. PLEASE READ THE INSTRUCTIONS CAREFUL!
ASSIGNMENT INSTRUCTIONS:
Analyzes course concepts, theories, or materials correctly, using examples or supporting evidence.
Applies relevant professional, personal, or other real-world experiences to extend the dialogue.
Use your Blanchard and Thacker text, Effective Training, to complete the following:
Read Chapter 11, “Employee and Management Development,” pages 399–434.
This chapter discusses the value of employee development and some techniques used to develop employees. It also presents management development techniques including job rotation, coaching, and mentoring; and discusses the role of managers.
References:
Blanchard, N. P., & Thacker, J. (2013). Effective training (5th ed.). Upper Saddle River, NJ: Prentice Hall
ASSIGNMENT – Address the following:
1. Have you worked in a job where you had a formal career path?
If so, briefly describe that career path.
2. How effective was it in helping you develop as an employee?
3. If you have never had a formal career path (which is pretty common), address this question based upon your current career plans.
Describe the formal career path you would like to have. (PLEASE, NOTHING TO DO WITH SPORTS)!
How could it help you develop as an employee?
Use any outside sources you need to help you in this essay.
SAMPLE ANSWER
Career Path Development
At my former place of work, there exists a formal career path. Most of the time, my job has been concentrated on the functions of an assistant department manager. The department manager usually acted as a mentor as well as coach. In addition, the organization I had worked for provided mechanisms of self-learning to boost our adaptive strategies (Gowan, 2014, p.259). Job rotation was encouraged in my organization whereby I could switch places with other assistant department managers in the organization to eliminate monotony. On-job training was encouraged to ensure that employees circulated information among themselves at the place of work. Off-job training was experienced, for instance, before I first took the position of the assistant department manager, and I was introduced to training by the head of the departments outside the place of work. The managers had critical roles in ensuring that the employees were motivated. They were on the first line to address conflicts through excellent conflict resolution skills such as compromising and absorption (Gowan, 2014, p.302). Furthermore, the managers encouraged volunteering whereby we were able to build new expertise and practice existing skills in a different background from our daily jobs.
The career path was pertinent in developing me as an employee by instilling me with the needed skills and expertise to handle work challenges. Furthermore, the career path enabled me to realize the importance of sharing ideas among employees for effective career planning. The career path also allowed me to form better correlations with my colleagues and leaders in the organization that enabled me to seek assistance whenever I was faced with a difficult situation. The career path that I wish to have is a management career path that not to work longer as an assistant department manager, but as a department manager himself until I become the CEO in a Bakery industry (Blanchard & Thacker, 2013). This will help me as an employee to add more knowledge about dispensing orders rather than receiving orders as an assistant department manager. In addition, the path will assist me in getting self-esteem in making the industry achieve its objectives under my management as well as fulfilling my personal job satisfaction.
References
Blanchard, N. P., & Thacker, J. (2013). Effective training (5th ed.). Upper Saddle River, NJ: Prentice Hall. 399–434.
Gowan, M. (2014). Moving from jobs loss to career management: the past, present, and the future of involuntary job loss research. Human Resource Management Review, 24(3), 258-314.http://isiarticles.com/bundles/Article/pre/pdf/41049.pdf
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