Review Case Study : ‘Evaluation of Performance Management System at Accounting, Inc;Employee motivation
Order Instructions:
Dear Admin,
Review Case Study :
Evaluation of Performance Management System at Accounting, Inc.,
Refer back to the information presented in Case Study 7-1.
1)What other types of data should be collected to assess the effectiveness of the system and how would this contribute to the effectiveness of the system?
2)User satisfaction is important, but what does that mean?
3)An employee could be dissatisfied with being assessed due to personal or cultural reasons.
4)Should we develop a system that focuses on increasing satisfaction or reducing dissatisfaction?
5)To what extent does training of the raters, and possibly those being rated, influence satisfaction?
6)Does the data being collected influence satisfaction – what happens when its beyond the rated employee’s power to control?
Also,
1)The answer must raise appropriate critical questions.
2)Do include all your references, as per the Harvard Referencing System,
3)Please don’t use Wikipedia web site.
4)I need examples from peer reviewed articles or researches.
5)Turnitin.com copy percentage must be 10% or less.
Note: To prepare for this essay please read the required articles that is attached by email
Appreciate each single moment you spend in writing my paper
Best regards
SAMPLE ANSWER
Evaluation of Performance Management System
Employee motivation is one of the yardsticks that lead to the success of a company. Good performance enables an organization to attain its objectives and achieve organizational sustainability. Managers often use different performance measurement tools to assess employee performance, and gauge their level of motivation. It is paramount to measure performance so as to reward outstanding performance, recognize and correct failure as well as provide a way forward towards the achievement of company objectives (Bititci et al., 2012 pg 76).
The purpose of this paper is to evaluate the performance measurement system adopted by Accounting, Inc. The paper provides types of data that can be collected to assess the performance measurement system. On the same note, give the kind of information that each measure provide as well as the rationale for implementing each type of measure.
There are quite some tools and techniques managers employ to measure the performance of employees. The practice of measuring employee performance involves the use of statistical data and modeling (Taticchi et al., 2012 pg 123). The accounting field is governed by stringent rules and code of conduct that must be adhered to at the workplace to maintain professionalism. Accounting, Inc can adopt the balanced scorecard approach to measuring employee performance. A balanced approach can enable managers at Accounting, Inc to get a complete look at employees work performance. This goal is achieved by measuring employee behaviors, processes, actions, and also the outcome of employees at work (Taticchi et al., 2012 pg 104). By using a balanced scorecard approach to measure employee performance, the management can collect data relating to customer perspectives, and internal business perspective (Micheli et al., 2012). On the same note, measure financial perspective and growth perspective so as to assess the effectiveness of the system.
The customer’s perspective: Managers at Accounting, Inc can know if the company is satisfying customer needs. Managers can achieve this goal by circulating questionnaires to collect data relating to customer satisfaction.
The internal business perspective: It is paramount to for managers to obtain information relating to internal operations that can enable them to satisfy client needs. The organization need to collect data relating to the ratio of protest sustained through general accounting board, to determine if the organization has an active control system.
Financial Perspective: managers should collect data such as sales ratio, purchases so as to determine the return on investment.
Growth and sustainability: managers can rate the performance measurement system by collecting data such as employee satisfaction on the work environment, professionalism, values, culture and empowerment.
After processing the data obtained from the four perspectives obtained using the balanced scorecard, the information can be used by the top managers to evaluate the organization performance. The information will give the managers a comprehensive view on the organization process and results measures. Information from the data based on a balanced approach to the employee performance system is useful on a comprehensive outlook on employee work performance and manage resistance to change. On the same note, the information is critical to developing a good reward system that rewards success and avoid rewarding failure without intention.
Such information is also important to offer a comparison that effectively gauges the degree of change in performance over time. Finally, the information collected is valuable to measure accomplishments, not just the work performed.
By and large, each measure has a rationale behind. Measuring customer satisfaction is important to understand if the clients are fully satisfied with the quality, responsiveness, communication skills and cooperation of the employees. The management should also measure the internal satisfaction to understand all the operations in the organization and how employees work together as a team in ensuring employee satisfaction (Micheli et al., 2014 pg 66). Information regarding the financial perspective is necessary for the company to understand the financial position of the organization and align the financial management policies with the company’s policies. The growth perspective is needed to understand the extent of reliable management information (Cassel et al., 2014 pg 142). And ensure that employees are meeting mandatory qualification standards. Therefore, collecting information regarding the different perspective enables the managers to assign to scores regarding employee satisfaction without being biased. Consequently, it helps in efficient allocation of rewards, according to performance. Further, each measure contributes to the ranking of the department’s performance to determine the units that stood out.
In conclusion, for the employee performance system adopted by Accounting, Inc to be effective, data from different sectors of the organization should be collected. Such data should encompass data relating to the customer perspective, internal business perspective, financial perspective, and growth and performance perspective. Analyzing such data is important to provide critical information that managers can use to evaluate employee performance effectively. And develop a reliable rewards system that rewards performance rather than results.
References
Bititci, U., Garengo, P., Dörfler, V., & Nudurupati, S. (2012). Performance measurement: Challenges for tomorrow*. International Journal of Management Reviews, 14(3), 305-327.
Taticchi, P., Balachandran, K., & Tonelli, F. (2012). Performance measurement and management systems: state of the art, guidelines for design and challenges. Measuring Business Excellence, 16(2), 41-54.
Micheli, P., & Mari, L. (2014). The theory and practice of performance measurement. Management accounting research, 25(2), 147-156.
The neurological system affects all parts and functions of the body through nerve stimulation. Nerves also control the sensation and perception of pain. While pain can be described in a variety of ways, it is essentially labeled according to its duration and source. As an advanced practice nurse evaluating a patient, you need to consider the following questions: Does the pain quickly come and go, or is it persistent and ongoing? Does the pain arise at the source of injury or in another location? In this Discussion, you compare three common types of pain—acute, chronic, and referred.
To prepare:
•Review this week’s media presentation on the neurological system, as well as Chapter 13 in the Huether and McCance text.
•Identify the pathophysiology of acute, chronic, and referred pain. Consider the similarities and differences between these three types of pain.
•Select two of the following patient factors: genetics, gender, ethnicity, age, or behavior. Reflect on how the factors you selected might impact the pathophysiology, diagnosis, and prescription of treatment for acute, chronic, and referred pain.
Post on or before Day 3 a description of the pathophysiology of acute, chronic, and referred pain, including similarities and differences between them. Then, explain how the factors you selected might impact the pathophysiology, diagnosis, and prescription of treatment for acute, chronic, and referred pain.
SAMPLE ANSWER
Pathophysiology
Acute pain is sharp and normally occurs abruptly in the neurological systems. This type of pain often depicts ailments in the body associated with infection. The pain sensation begins when the peripheral receptors become triggered, transmitted trough the spinal cord to the cerebral cortex; leading to interpretation of unpleasant sensation (pain) and discomfort. It normally ends as healing continues. Chronic pain is more of a continuation of the unpleasant sensation after injuries. The transmission process is through the dorsal horn in the spinal cord to the cerebral cortex. On the other hand, referred pain includes pain, which is not localized in the stimulus site. However, there is no exact pathophysiology for referred pain, but it is suggested that sympathetic fibers are affected forming painful sensations in other body organs (Bullock & Hayes, 2012. P.461)
These three types of pain are similar is that point of sensation is through peripheral receptors at the site of injury. Secondly, all the three types of pain involve the neurologic system and its implication on the overall person health i.e. weakening the immune system. The differences includes that chronic pain is usually persistent and manifests for a long period of time. On the other hand, acute pain is abrupt. Point of stimulation also differs, for instance, referred pain point of stimulation is usually different from the infection site, unlike the other two types of pain (Allerton, 2013, P. 8).
Age and genetics affects the pathophysiological process of acute, chronic as well as referred pain. Genetic factors influence person’s ability to preserver pain, and rate of spread of infection. On the other hand, age influences the healing process, and spread of pain. Research indicates that pain spreads at a faster rate and more severe in elderly than in youth (Allerton, 2013, p. 4).
Reference List
Bullock, S., & Hayes,M. (2012). The principles of pathophysiology. Philadelphia: Pearson Higher Education AU.
This is a discussion board assignment for an online class in Criminal Procedure.
Assignment Instructions:
Each of the Scriptures below concern a given criminal procedure topic. All Scriptures are from the New International Version, 1984. After reading the scriptures below answer the questions that follow.
Witnesses
Deuteronomy 19:15 “One witness is not enough to convict a man accused of any crime or offense he may have committed. A matter must be established by the testimony of two or three witnesses.”
Deuteronomy 17:6 “On the testimony of two or three witnesses a man shall be put to death, but no one shall be put to death on the testimony of only one witness.”
Cross Examination
Proverbs 18:17 “The first to present his case seems right, till another comes forward and questions him.”
Deuteronomy 19:16–19 “If a malicious witness takes the stand to accuse a man of a crime, the two men involved in the dispute must stand in the presence of the LORD before the priests and the judges who are in office at the time. The judges must make a thorough investigation, and if the witness proves to be a liar, giving false testimony against his brother, then do to him as he intended to do to his brother. You must purge the evil from among you.”
Physical Evidence
Deuteronomy 22:13–18 “If a man takes a wife and, after lying with her, dislikes her and slanders her and gives her a bad name, saying, “I married this woman, but when I approached her, I did not find proof of her virginity,” then the girl’s father and mother shall bring proof that she was a virgin to the town elders at the gate. The girl’s father will say to the elders, “I gave my daughter in marriage to this man, but he dislikes her. Now he has slandered her and said, ‘I did not find your daughter to be a virgin.’ But here is the proof of my daughter’s virginity.” Then her parents shall display the cloth before the elders of the town, and the elders shall take the man and punish him.”
Exodus 22:12-13 “But if the animal was stolen from the neighbor, he must make restitution to the owner. If it was torn to pieces by a wild animal, he shall bring in the remains as evidence and he will not be required to pay for the torn animal.”
Answer the following questions for your thread:
•Did these Scriptures change or confirm your views about how criminal procedure should operate according to each topic?
•How does our current system deal with each topic?
•How could our current system change (or not) to deal with each topic in a more biblical manner?
•Provide at least 1 reference and 1 different Scripture (other than those given above) in support of your post.
SAMPLE ANSWER
Criminal Law comparison with Biblical Examples
The Biblical passages provided did confirm my beliefs on how the criminal justice system should operate, specifically with respect to how criminal cases are handled in courtrooms. The rules need to be flexible and relative to the cases at hand. This is because different cases have different circumstances and as a result there likelihood of and manifestation of malice varies from case to case. There should always be more than one witness in any case. Their testimonies need to be put to the test to check if there is any malice.
The current system is partly fair in the way it deals with some of the criminal issues. With many criminal cases however it is hardly fair because the testimony that matters is that of the members of law enforcement and in many such cases it is hard to test the evidence or accusation to find out if there is any malice. For criminals who cannot afford an attorney, one is often appointed by the state. The officers prosecuting also owe their allegiance to the state. In theory the case will be fair but it is necessary that such an attorney be sourced from an independent body from the state as seen in the case where the girl’s parents come to her defense (Deutronomy 22: 13- 18).
The country’s criminal justice system can however maintain the provision for multiple witnesses being called to the stand. This gives the defendant’s defense team a chance to defend their client and such a scenario makes it possible for the court to establish the credibility of an account being given by the witnesses. This reduces the chance of a malicious individual having undue influence over the fate of the accused. The suspect’s liberty to choose their own attorney where possible means they can have someone who will have their best interests at heart. Biblically it is clear that those in authority need to be fair to the powerless or those under them (Proverbs 29:14; Nelken, 2010).
American writer Nikki Giovanni once said: “Mistakes are a fact of life. It is the response to the error that counts” (Goodreads, 2012). Whenever you make an error when writing a prescription, you must consider the ethical and legal implications of your error—no matter how seemingly insignificant it might be. You may fear the possible consequences and feel pressured not to disclose the error. Regardless, you need to consider the potential implications of non-disclosure. How you respond to the prescription error will affect you, the patient, and the health care facility where you practice. In this Assignment, you examine ethical and legal implications of disclosure and nondisclosure of personal error.
Consider the following scenario:
You are working as an advanced practice nurse at a community health clinic. You make an error when prescribing a drug to a patient. You do not think the patient would know that you made the error, and it certainly was not intentional.
To prepare:
•Consider the ethical implications of disclosure and nondisclosure.
•Research federal and state laws for advanced practice nurses. Reflect on the legal implications of disclosure and nondisclosure for you and the health clinic.
•Consider what you would do as the advanced practice nurse in this scenario including whether or not you would disclose your error.
•Review the Institute for Safe Medication Practices website in the Learning Resources. Consider the process of writing prescriptions. Think about strategies to avoid medication errors.
To complete:
Write a 2- to 3- page paper that addresses the following:
•Explain the ethical and legal implications of disclosure and nondisclosure. Be sure to reference laws specific to your state.
•Describe what you would do as the advanced practice nurse in this scenario including whether or not you would disclose your error. Provide your rationale.
•Explain the process of writing prescriptions including strategies to minimize medication errors.
This Assignment is due by Day 7 of this week.
SAMPLE ANSWER
Pharmacology: Prescription Errors
Errors of medication can have grave effects on patients. Prescribers and dispensers of medicines require being keen to avoid making mistakes in their practice. In terms of pharmacology, drugs are simply poisons if they are not used in a specific and appropriate manner. However, mistakes prescription mistakes still occur even if prescribers and dispensers of medicines are keen. When they occur, medication mistakes compromise patient safety. When prescription errors happen, healthcare providers should act in an ethical manner and take the appropriate actions. Patients may not realize when they take erroneous medications, and they solely rely on health professionals for their well-being.
Accepting and disclosing prescription errors to either the patient or the authorities operates within healthcare ethical principles. It could attract both understanding and misunderstanding if prescribers reveal their mistakes. Healthcare providers should apply moral guidelines to address errors that they make (Ghazel, Saleem, & Amlani, Pg. 2). Moral and ethical conduct demands that practitioners seek to resolve the problem first and then disclose their errors Ghazel, Saleem, & Amlani, Pg. 2). When practitioners commit medication errors, they find it hard to let their victimized patients know. While it could be ethically right to let patients know that they have taken wrong medication, disclosure could attract more trouble as patients may react in a hostile manner to express their dissatisfactions. On the other hand, patients may react by developing more trust in their care providers, if prescribers are honest with them (Ghazel, Saleem, & Amlani, 2014, Pg. 1). Regardless of the feared patient reactions, prescribers owe patients disclosure if mistakes occur. In the U.S, the bill of rights grants patient the right to know if they receive erroneous care from healthcare practitioners (Ghazel, Saleeem, & Amlani, 2014, Pg 1). It would be unethical if following fear of patients taking legal actions, prescribers protect themselves by concealing their mistakes. Both non-maleficence and beneficence principles of healthcare practice encourage disclosure of mistakes to patients (Ghazel, Saleem, & Amlani, 2014, Pg. 1). In addition to benefiting patients, disclosure of mistakes also benefits prescribers and hospitals. For instance, healthcare institutions could consider using methods that would minimize occurrence of medication errors, if practitioners report their errors (Ghazel, Saleem, & Amlani, 2014, Pg. 1). Again, prescribers earn more trust from their patients, if they let the patients know when errors occur.
Advanced practice nursing practitioners are guided by both federal and state laws. The Nursing Practice Act is the central institution that governs nursing practice in America. The Nursing Board guides nurses in interpreting acts that are not within Nursing Practice Act (American Nurses Association (ANA), 2015). Several laws monitor drug use and address cases of medication errors including those that occur during prescription. Advanced practice nurses and other prescribers are guided by the established laws on matters concerning use of medicines. In the U.S, FDA monitors medication errors through its Medication Errors Department. The agency receives concerns regarding use of medicinal substances including conventional medicines, healthcare devices, and medically-active biological compounds among other substances (HG.org, 2015). Other institutions and guidelines involved in control of medicine use in the States include National Institute of Health, the U.S Pharmacopoeia, and Federal Food, Drug, and Cosmetic Act (HG.org, 2015).
In the scenario presented, I would disclose the prescription mistake I made to the patient. Patients have a right to know if medication errors occur. Advanced care nurses and other healthcare practitioners have the obligation to disclose prescription errors to patients from both legal and moral perspectives. Letting patients know about medication errors promotes their safety, and builds trust between clinicians and the patients. In addition to disclosing the mistake to the patient and the hospital management, I would also take corrective approaches to ensure that the patient is not harmed.
Writing Prescriptions
To avoid making mistakes, prescribers should apply strategies that are designed purposely to minimize chances of errors. To apply the appropriate strategies, prescribers should first obtain as much important patient information as possible. They should explore on patient factors that could compromise the normal functioning of the drugs. Understanding the physiological conditions of patients could, for instance, allow prescribers to determine possible adverse reactions. As such, prescribers would withdraw drugs that would not match the physiological status of the patients, and replace them with better alternatives. Performing a thorough and appropriate diagnosis also helps in minimizing prescription errors. With proper diagnoses, prescribers would not only determine the best medication, but they would also determine the most appropriate dosage and frequency. In diagnoses, prescribers should also assess patients for factors that could interfere with drug pharmacodynamics and pharmacokinetics. Activities such as smoking and alcoholism are known to interfere with medications, and prescribers should promote patient safety by assessing them before making prescriptions. In addition, prescribers need having adequate drug information before prescribing them to patients. Legible handwriting for prescribers could also help in minimizing medication errors, especially at the level of dispensing. Prescribers also minimize prescription errors by keeping reliable drug references. Paying attention to guidelines would also help reduce the occurrence of prescription errors. Usually, some medicines have special properties which could be important for both drug prescribers and dispensers to understand (Pharmacy Board of Australia, 2015, pg. 2).
Ghazal, L., Saleem, Z., Amlani, G. (2014) A Medical Error: To Disclose or Not to Disclose. J Clin Res Bioeth, 5(174), 1-3. doi:10.4172/2155-9627.1000174
As an advanced practice nurse, you will examine patients presenting with a variety of disorders. You must, therefore, understand how the body normally functions so that you can identify when it is reacting to changes. Often, when changes occur in body systems, the body reacts with compensatory mechanisms. These compensatory mechanisms, such as adaptive responses, might be signs and symptoms of alterations or underlying disorders. In the clinical setting, you use these responses, along with other patient factors, to lead you to a diagnosis.
Consider the following scenarios:
Scenario 1:
Jennifer is a 2-year-old female who presents with her mother. Mom is concerned because Jennifer has been “running a temperature” for the last 3 days. Mom says that Jennifer is usually healthy and has no significant medical history. She was in her usual state of good health until 3 days ago when she started to get fussy, would not eat her breakfast, and would not sit still for her favorite television cartoon. Since then she has had a fever off and on, anywhere between 101oF and today’s high of 103.2oF. Mom has been giving her ibuprofen, but when the fever went up to 103.2oF today, she felt that she should come in for evaluation. A physical examination reveals a height and weight appropriate 2-year-old female who appears acutely unwell. Her skin is hot and dry. The tympanic membranes are slightly reddened on the periphery, but otherwise normal in appearance. The throat is erythematous with 4+ tonsils and diffuse exudates. Anterior cervical nodes are readily palpable and clearly tender to touch on the left side. The child indicates that her throat hurts “a lot” and it is painful to swallow. Vital signs reveal a temperature of 102.8oF, a pulse of 128 beats per minute, and a respiratory rate of 24 beats per minute.
Scenario 2:
Jack is a 27-year-old male who presents with redness and irritation of his hands. He reports that he has never had a problem like this before, but about 2 weeks ago he noticed that both his hands seemed to be really red and flaky. He denies any discomfort, stating that sometimes they feel “a little bit hot,” but otherwise they feel fine. He does not understand why they are so red. His wife told him that he might have an allergy and he should get some steroid cream. Jack has no known allergies and no significant medical history except for recurrent ear infections as a child. He denies any traumatic injury or known exposure to irritants. He is a maintenance engineer in a newspaper building and admits that he often works with abrasive solvents and chemicals. Normally he wears protective gloves, but lately they seem to be in short supply so sometimes he does not use them. He has exposed his hands to some of these cleaning fluids, but says that it never hurt and he always washed his hands when he was finished.
Scenario 3:
Martha is a 65-year-old woman who recently retired from her job as an administrative assistant at a local hospital. Her medical history is significant for hypertension, which has been controlled for years with hydrochlorothiazide. She reports that lately she is having a lot of trouble sleeping, she occasionally feels like she has a “racing heartbeat,” and she is losing her appetite. She emphasizes that she is not hungry like she used to be. The only significant change that has occurred lately in her life is that her 87-year-old mother moved into her home a few years ago. Mom had always been healthy, but she fell down a flight of stairs and broke her hip. Her recovery was a difficult one, as she has lost a lot of mobility and independence and needs to rely on her daughter for assistance with activities of daily living. Martha says it is not the retirement she dreamed about, but she is an only child and is happy to care for her mother. Mom wakes up early in the morning, likes to bathe every day, and has always eaten 5 small meals daily. Martha has to put a lot of time into caring for her mother, so it is almost a “blessing” that Martha is sleeping and eating less. She is worried about her own health though and wants to know why, at her age, she suddenly needs less sleep.
To prepare:
•Review the three scenarios, as well as Chapter 6 in the Huether and McCance text.
•Identify the pathophysiology of the disorders presented in the scenarios, including their associated alterations. Consider the adaptive responses to the alterations.
•Review the “Mind Maps—Dementia, Endocarditis, and Gastro-oesophageal Reflux Disease (GERD)” media in this week’s Learning Resources. Then select one of the disorders you identified from the scenarios. Use the examples in the media as a guide to construct a mind map for the disorder you selected. Consider the epidemiology, pathophysiology, risk factors, clinical presentation, and diagnosis of the disorder, as well as any adaptive responses to alterations.
To complete:
Write a 2- to 3-page paper that addresses the following:
•Explain the pathophysiology of the disorders depicted in the scenarios, including their associated alterations. Be sure to describe the patients’ adaptive responses to the alterations.
•Construct a mind map of your selected disorder. Include the epidemiology, pathophysiology, risk factors, clinical presentation, and diagnosis of the disorder, as well as any adaptive responses to alterations.
This Assignment is due by Day 7 of Week 2.
SAMPLE ANSWER
Pathophysiology Mind Map
The body employs certain mechanisms to overcome pathological conditions. In some situations, the mechanisms that the body applies end up causing disease. The body applies mechanisms that counter the effects of pathological processes. Patients may realize that they are sick after observing the outcomes of the response processes. Nurses and other clinical care providers also use the signs in their diagnoses for diseases. It is often possible to determine pathological situations depending on the mechanisms that the body employs as response. Normal physiological processes in the body occur in a certain manner, and illnesses alter their pattern. The changes observed under disease are important in diagnoses, especially when coupled with patient history and risk factors.
The disease condition in Jenifer’s case presents with hypertension, fever, restlessness, swollen lymph nodes and sore throat. Jenifer also has erythematous on her throat, and she experiences swollen lymph nodes. Fever, high pulse and heart rate are common signs of a wide variety of diseases (“Fever, headache, high rate of breathing, and rapid pulse”, 2015). In patients of hypertension, the rate at which the blood flows from the heart to other organs is elevated. The pathological condition subjects the heart and blood vessels to straining. Under normal situations, pediatrics of Jennifer’s age exhibit a heartbeat of 80 to 120 beats in a minute (Wedro, 2013, Pg. 1). Under hypertensive situations, the heart has to pump blood faster and patients can record a heartbeat as high as 128 beats in a minute as seen with Jennifer. Hypertension causes a number of alterations on the normal body functioning. Other body processes may have to happen at a faster rate than normal. Too much blood passing through vessels within a short while could, for instance, require vessels to offer a larger volume to allow for flow. The body adapts to hypertension by making changes such as vasodilation. When the blood vessels are dilated, they allow for more blood to pass through. Too much blood in the vessels causes reddening of body surfaces. In Jennifer’s case, surface that redden include tympanic membranes. Drying of the skin could also be a mechanism that the body employs to lose excessive heat. Jenifer has fever, and the drying of her skin allows her to lose water and heat at the same time. However, the condition could also depict more serious health conditions such as thyroid insufficiency (Mirror.co.uk, 2012).
The pathological condition in Jack’s case presents with reddening of the hands. Blood capillaries in the patients are likely to be softened. When too soft, the vessels may dilate easily to contain lager volumes of blood. The corrosive agents that Jack works with are likely to have caused softening of the capillary walls. When the capillary walls are too soft, they may rupture when subjected to pressure. Body alterations that occur with dilated blood capillaries include higher than normal blood flow to the affected region. Dilated vessels have large volumes and decreased pressure. To match the decreased blood pressure, the body adapts by allowing more blood to flow into the affected vessels. The occurrence causes surfaces to appear red, but patients may not necessarily experience pain as in jack’s case. Hardening of capillary walls could reduce their tendency to rupture. Abnormal reddening of hands may also imply underlying blood disorders. In most cases, reddening may occur with easy bruising, suggesting problems such as blood clotting insufficiency. Hormonal imbalances that result with liver damages could also cause reddening of the palms (Mirror.co.uk, 2012). There are also other conditions that could cause reddening of the hands. While the condition may seem petty as there is no pain associated with it, it could be a symptom of serious health abnormalities. Other disease situations that could cause reddening of the hands include thyroid diseases and rheumatoid arthritis (Mirror.co.uk, 2012).
Martha’s disease presents with abnormalities such as sleep apnea, elevated heart rate, as well as loss of appetite. Her history suggests high chances of hypertension being the underlying disease condition. Too many commitments, as seen in caring for an elderly in Martha’s case, could cause the disruption of sleep and eating behavior. Loss of sleep could cause depression in patients, which may in turn lead to decreased appetite for food as in Martha’s case. To adapt to loss of appetite, the body consumes less energy and patients may become less active. Adaptations for elevated heart rate include vasodilation. Patients with sleep apnea experience inactivity and depression as a response mechanism. On the other hand, depression could be that cause of sleep apnea (Rubin, 2012).
Hypertension Mind Map
Physiological and pathological conditions
old age, obesity, diabetes
Risk factors
Environmental factors
Fatty diets
High consumption of low density cholesterol, trauma, too heavy physical activities
epidemiology
Signs and symptoms:
High pulse rate, high heartbeat, loss of sleep
pathophysiology
hypertension
Adaptive responses:
Vasodilation, increased rate of metabolic processes
diagnoses
Patient history:
Previous diagnoses
Clinical presentations:
Increased heart rate, high pulse rate, fever, restlessness,
Note: To prepare for this essay please read the required articles that is attached then answer the following questions:
1)Evaluate the findings of the authors in regards to the validity of introducing performance contracts into a branch of government in The Netherlands.
2)Analyse the effectiveness of the performance measurement system discussed in terms of crime and employee satisfaction.
3)Support your argument with evidence from the study and other real examples where possible.
4)Keep in mind this is a public organization and not a business firm.
Also,
1)The answer must raise appropriate critical questions.
2)Do include all your references, as per the Harvard Referencing System,
3)Please don’t use Wikipedia web site.
4)I need examples from peer reviewed articles or researches.
5) Turnitin.com copy percentage must be 10% or less.
Note: To prepare for this essay please read the required articles that is attached
Appreciate each single moment you spend in writing my paper
Best regards
SAMPLE ANSWER
Performance measurement in The Netherlands police
The success of performance contracts in managing government operations, especially in the police department, are disputed by the authors, who note that the performance based contracts are informed by political environment and do not represent the ideal approach to enhancing performance. Obvious question that arise are: is the performance contract system sustainable? And what happens when a different political office with varying ideologies comes in? The argument by the authors is well calculated and this can be explained by the fact that government agency operations are influenced highly by the office in place and policies are bound to change with each elected government office. This explains the fear that officials in the police department have that the situation may change with political reasons.
The fact that performance contracts in the Netherlands government is highly politicized leads to a question on whether this system is for the benefit of the citizens or for the government officials. In their argument, Hoogenboezem and Hoogenboezem (2005, p. 573) quote the Mayor of Beverwijk who notes that the systems will not work to make Netherlands safer while the Mayor of Utrecht is of the opinion that the performance measurement requirements are just a public relations instrument. In support of this argument, it can be established that for any system of performance improvement to work, there must be well set goals and objectives that the organization seeks to achieve as well as well articulated plans on how this will be achieved (Binderkrantz and Christensen, 2009, p. 287-291). Such plans must include assuring employees of what is expected of them as opposed to imposing targets. In the case of Netherlands, it is apparent that there is no clear goal for using performance contracts as it is mostly for the government to remain popular among voters. This means that the measures may not be taken seriously by the executors as observed in the case of the two mayors and this would result to poor performance.
The authors argue that this system makes executing officers feel trapped between achieving specific targets and exercising their personal responsibilities as police experts. This is because as much as they are expected to meet targets, police work is not systematic and there are many random duties that police must execute in enhancing the safety of the nation. These may not necessarily be in the performance contract and this may lead officers to feeling like their efforts are not being fully recognized. This argument is not only valid but it can also be related to studies on motivation and job satisfaction. Binderkrantz and Christensen (2009, p. 270) note that while contracts exist, decisions made by supervisors may often override targets as set in the contract and hence contracts cannot be fully considered complete or precise. It therefore poses a dilemma for employees who find that the extra duties do not feed into their performance outcomes. In a similar argument, Tan, S, & Lau (2012, p. 60-61) introduce the concept of procedural fairness and suggest that in order improve job satisfaction, the organization must make the performance measurement procedures as fair as possible. Gauging police officers based on targets only therefore deviates from this goal.
Imposing targets without proper consideration of the consequences that these are likely to have on the organization’s performance may lead to unintended outcomes as established by Crede et al (2009, p. 247) This is because employees are likely to focus on targets and give little attention to quality of service and they may end up taking up unscrupulous behaviors in a bid to meet their targets. The requirement of police to reach a certain targeted number of fines as explained in this article is not only detrimental to the department’s ability to improve services but it has also led to mistrust among citizens. An example as given by Hoogenboezem and Hoogenboezem (2009, p. 574-575) is that the police in a bid to meet targets have been forced to give fines even in situations which could have been solved differently. They note that the public is offended that police officers are more concerned with fine-writing in order to meet their targets and thus neglected the fundamental duty of maintaining security and safety. This phenomena is further explained by Melnik, Petrella and Richez-Battesti (2013, p 1301-1302) who note that organizations must ensure that the performance measures put in place will work as desired to improve treatment outcomes.
The impact of performance systems on the police department can further be analyzed in terms of employee satisfaction. The use of performance contracts has been proved to have both negative and positive impact on employee satisfaction (Dusterhoff, Cunningham and MacGregor, 2014, p. 267). In this case for example, it is apparent that the use of set performance targets does not lead to increased motivation for employees. This is because police work to a significant extent involves prevention of crime; which may often pass without being noticed. Police men may therefore feel like their work is not being recognized or included in the performance management system. This may result in poor performance among the employees as they may feel like they are not being merited based on their actual performance.
Cullen et al (2014, p. 271) question employee adaptability to uncertainty related to change and link this to overall job satisfaction and performance. The dilemma that employees are caught up in is ‘will the changes in the system lead to different expectations and how can one be satisfied with their job if the future is so uncertain?’ This is a major cause of concern in the police department, given that the use of performance contracting is highly political and has been introduced by the government as a means of meeting voter demands. However, what happens once the current administration leaves office? Will the police be subjected to a different performance system with different expectations? Such uncertainty as established by Cullen et al (2014, p. 276) may lead to low job satisfaction and consequently low levels of performance besides high employee turnover. This can only be reverted if the organization constantly offers support to employees that will reduce perceived uncertainty.
Performance contracts may have positive impact on employee performance if they are linked to a reward system as noted by Chomal and Baruah (2014, p. 59). In their research, they establish that employees are likely to be more committed to the organization if there is promise of a reward based on their performance. In the case of Netherlands therefore, it is imperative that the government considers enhancing police officers’ remuneration in order to promote job satisfaction.
In conclusion, the performance measurement system discussed in this paper could either have a positive or negative impact on crime depending on how it is executed. The authors suggest that police work is more than routine; and targets based on fines may lead to a diversion of the police’s core objective of crime prevention. Performance measurement leads employees to focus only on set goals and this means that they do not utilize their full potential which would otherwise lead to better job outcomes. This can be directly translated in the police department where police may work more towards meeting set targets and neglect some of their undocumented roles; thus leading to poorer crime management.
Choosing a Performance Measurement Approach at Paychex, Inc.
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CASE STUDY Choosing a Performance Measurement Approach at Paychex, Inc.
The following job description is for an account executive at Paychex, Inc. (www.paychex.com). Paychex, Inc., is a leading national provider of payroll, human resources, and benefits outsourcing solutions for small- to medium-sized businesses. Paychex is headquartered in Rochester, New York, but the company has more than 100 offices and serves hundreds of thousands of clients nationwide. Because account executives often make sales calls individually, their managers do not always directly observe their performance. Furthermore, managers are also responsible for sales in their markets and for staying up-to-date on payroll laws. However, account executives are responsible for training new account executives and networking in the industries in which they sell products. For example, if an account manager is responsible for retail companies, then that account executive is expected to attend retail trade shows and professional meetings to identify potential clients and to stay current with the issues facing the retail industry.
ACCOUNT EXECUTIVE JOB RESPONSIBILITIES
•• Performing client needs analysis to ensure that the major market services product can meet a client’s requirements and expectations.
•• Establishing clients on the host processing system.
•• Acting as primary contact for the client during the conversion process.
•• Supporting clients during the first few payrolls.
•• Completing the required documentation to turn the client over to customer service for ongoing support.
•• Scheduling and making client calls and, when necessary, supporting sales representatives in presales efforts.
•• Keeping abreast of the major market services system and software changes, major changes and trends in the PC industry, and changes in wage and tax law.
Then answer the following questions:
1)What approach do you think Paychex should use to measure performance? Give reasons for your answer.
2)Is it important to consider developing good relationships within the industry?
3)Should we consider an absolute or comparative system?
4)Consider that the results of doing so may not pay off immediately or translate directly into sales. That could be a problem on your performance review!
Also,
1) The answer must raise appropriate critical questions.
2) Do include all your references, as per the Harvard Referencing System,
3) Please don’t use Wikipedia web site.
4) I need examples from peer reviewed articles or researches.
5) Turnitin.com copy percentage must be 10% or less.
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SAMPLE ANSWER
Performance measurement plays an important role in an organization as it provides a tool for both supervisors and managers to gauge employee performance. Furthermore, Performance measurement is paramount to enable managers to find out if employees can meet organization goals. Performance measurement can be defined as a practice of analyzing, collecting and reporting individual performance in a company (Bititci et al., 2012 pg 208). It involves analyzing company’s processes to find if the business processes output are consistent with the objectives of the company.
However, this paper focuses on coming up with the most appropriate Performance Measurement Approach that can be used by Paychex Inc managers to assess account executives. Furthermore, this article discusses the ideology that developing good relationships within the industry is of dire importance for the success of Paychex, Inc.
Be as it may, account executives at Paychex, Inc work at different offices nationwide apart from working at the headquarters office which is situated at Rochester. They incur minimum supervision from their managers. They perform different duties such as training of new account executives, establishing clients on the host processing system, supporting new clients during the initial stages in receiving payrolls and performing the client need analysis. Furthermore, it is their duty to perform administrative functions such as documentation, scheduling and receiving client calls among many other duties. Due to the nature of account executive duties, it is best for managers to assess account executive performance using the Result Based Approach.
The result Based Performance approach is the best for this case given the nature of job executives who work at Paychex, Inc. That is, account executives work with minimal supervision from the managers. Hence, the managers should analyze results of their duties in the organization to assess their performance.
Result Based Approach is efficient for measuring the performance of employees who work with little or no supervision. Managers can begin by identifying account executive goals and list the resources required for the account executives to achieve this goal. The employee performance is gauged by the number of goals he/she has accomplished within the stipulated time frame. To achieve this goal, managers can employ Management by Objectives technique as one of the tools to measure performance using Result Based Approach. Managers at Paychex can come up with corporate goals, set and align account executive goals, monitor their performance and measure their performance based on their outcome (Searcy, 2012 pg 247). Also, managers should reward account executives who perform best to encourage them to perform even better at work.
Results based approach is advantageous because; takes less time, the cost of performance measurement is low, and the information collected are objective oriented (Zairi, 2012 pg 94). This approach is appropriate for assessing executive because: they are skilled in the necessary behavior. Behaviors defining account executives and the results of their jobs are related. It is expected that account executives should always exhibit a consistent improvement in their results over time. Managers also expect account executives to do their duties in the right way and ethically.
Having a good relationship between an organization and external business environment plays an important role in creating an enabling environment for business. The success of a company in business activities depends on developing a good and strong relationship with other companies within the industry. Good organization relationship with the external environment helps an organization to fill gaps within the market and, therefore, enable an organization to focus on producing core products and services.
Paychex Inc can enjoy the following by having a good relationship with other organization within the industry. Having a good relationship with other key players within the industry can enable an organization to access resources such as raw material, capital, intellectual property, buildings and many others (Rice, 2013 pg 64). A good relationship with other organizations within the industry can help the organization to expand into the international market. This expansion would not have been easy without having a good relationship within the industry. A good relationship with clients enables a company to develop products that fit customer needs. Therefore, the company will be able to develop better products that are tailored towards the customer needs and hence fit the entire market. Companies often work under the umbrella of industrial associations to help in increasing credibility. On the same note, industrial associations help companies to spread risks and rewards as well as increase the rate of adoption of new technology and innovations (Rice, 2013 pg 92).
Furthermore, good relationship in the internal environment can help a company to improve teamwork, employee morale and, therefore, increase the company productivity. Teamwork often results in better performance by employees. A dynamic team of well-motivated employees plays an important role in improving the organization’s reputation and improve the organization sustainability.
For Paychex, Inc it is best for them to employ absolute standards appraisal method as compared to a comparative system. Absolute standard systems employ appraisal methods such as Behaviorally Anchored Rating Scale (BARS), Management by Objectives (MBO) and Critical Incidents. Behaviorally Anchored Rating Scales (BARS) compares individual performance in the workplace against specific examples of traits that are anchored to numerical ratings. The best appraisal tool for evaluating account executive is Management by Objectives (MBO). MBO measures actual performance and achievement against the defined objectives (Carmen, 2014 pg 438). Therefore, Management by Objectives is ideal because it aligns organizations objectives with the quantitative measures such as profits and defects in units produced as well as the number of sales. Management by Objectives is beneficial because it improves employee commitment and motivation. In our case, it also ensures better communication between the managers and account executives. However, it as a weakness as it emphasizes more on attaining set objectives rather than having a systematic plan of attaining such objectives (Austin, 2013 pg 67).
The issue of results not paying off immediately or translate directly into sales may not be a challenge on performance review. This is because result based approach does not focus only on the short run results but the long run. MBO focuses on the set objective and working towards the attainment of long-run goals rather than short-run (Bititci et al., 2012 pg 307).
To conclude, the best performance measurement approach that can be adopted to measure the performance of account executive is the results-based approach. This is because it is less costly, objective oriented and takes less time to measure performance. Be as it may, organizations should have good relationships within the industry it operates. This feature enables an organization to network and acquire items that would not have been otherwise easy. As a final point, Paychex should employ absolute standard method of performance appraisal such as Management by Objectives (MBO)
Searcy, C. (2012). Corporate sustainability performance measurement systems: a review and research agenda. Journal of business ethics, 107(3), 239-253.
Bititci, U., Garengo, P., Dörfler, V., & Nudurupati, S. (2012). Performance measurement: Challenges for tomorrow*. International Journal of Management Reviews, 14(3), 305-327.
Zairi, M. (2012). Measuring performance for business results. Springer Science & Business Media.
Carmen, A. (2014). Management by Objectives. Ovidius University Annals, Economic Sciences Series, 14(1), 433-436.
Rice, A. L. (2013). The enterprise and its environment: A system theory of management organization (Vol. 10). Routledge.
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Note: To prepare for this essay please read the required articles that is attached then answer the following questions:
A perplexing issue, particularly for many human resource management and marketing professionals, is the absence of a valuation in the traditional financial statements relating to human capital and other internally generated intangible assets, such as brands. Often these value drivers of an organisation form a critical key success factor. Goodwill does appear in many financial statements and this includes intangible assets acquired by another organisation, which are often subject to large impairments losses. However, this raises questions about the sustainability and volatility relating to goodwill valuations. It is against this background that accountants have decided to be cautious in respect of recognising intangible assets in the financial statements.
To prepare for this essay:
•Consider the controversy of whether human capital should be included in the financial statements.
•Consider how human capital could be defined and quantified in financial statements.
•How do you define human capital?
•What is the importance of human capital?
•What are the reasons to measure or not measure human capital?
In an approximately 900-word response, address the following issues/questions:
With the rise of the ‘knowledge economy’, the traditional valuation of an enterprise as consisting solely of measurable assets, such as buildings, equipment and inventory, is increasingly being questioned. Human capital, although widely recognised as an important component of an enterprise’s total value, does not appear on a statement of financial position (balance sheet).
•Discuss whether or not you believe human capital should be included in the financial statements. Identify how you are defining human capital. What are some of the difficulties that may be encountered in attempting to quantify and record this (these) asset(s)? If recorded, would such values remain constant or be subject to change?
Also,
1) The answer must raise appropriate critical questions.
2) Do include all your references, as per the Harvard Referencing System,
3) Please don’t use Wikipedia web site.
4) I need examples from peer reviewed articles or researches.
5) Turnitin.com copy percentage must be 10% or less.
Note: To prepare for this essay please read the required articles that is attached
Appreciate each single moment you spend in writing my paper
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SAMPLE ANSWER
Introduction
The value of a person is difficult to quantify. Different people have different skills and abilities. To measure the actual value that people contributes in an organization is very challenging. It’s almost impossible to compare and measure the services of a lawyer and an accountant in terms of monetary value. Both are valuable in their professions and it’s only the fees that they charge for their services that can act as a rough measure of their value.
Several factors have to be considered before valuing people just like brands have to be differentiated and positioned differently through segmentation; people too have to be segmented on the basis of what they posses and what value exactly are they adding to the company. Valuation of individuals is based on estimates and it results from two different interacting variables. These are the conditional value of a person or employees and the probability that they will still remain for a particular period of time in that company. The conditional value of a person is literally the current worth of the employee’s potential services or even the production that a person can render to a company if the person works for a specific number of years. The conditional value can also be described as a person’s worth in the combination of productivity or performance, flexibility of skills or transferability and the person’s promotability. The last two depend on the first element. These factors are then multiplied by the person’s probability of still working for the business for particular years. The calculated amounts provide the total realizable value that an employee and his skills are worth (Mayo, 2008).
The same way the overall effectiveness of a person’s abilities are developed and the programs that are applicable in the process. Some advanced programs or computer soft ware’s generate specific units that change in respect to transferability and productivity of a person plus it collectively adds value to an employee’s total worth.
However, this approach has problems with future services which is still not clear on how it should be calculated. The concept also leads to lower value estimation for old and experienced persons and who have limited time to offer for services in future mostly because of old age or poor health. The approach fails to consider the rich experience gathered over the years.
Lev & Schwartz (1971) devised a system similar to accounting for human resource management and which some companies like Infosys, an Indian IT firm have already adopted in their systems. The Indian company’s annual report has a section that deals in Human Resource Accounting. The evaluations used to quantify and evaluate the present value of the employees future value is based on the company’s 2006 discounted rates which were estimated to be 12.96% and which were also the company’s cost of capital. The value that has been calculated as the cost of human capital is then applied in all other calculations including ratios and other year-to-year comparisons.
The value that this approach adds to corporate governance is still questionable. The need for this information in accounting or investing circles is yet to felt as it’s just on paper with little or no application at all.
The purpose and objective of human capital management can be classified into four major roles; a) pure labor, b) maintenance and administrative, c) value delivery to stakeholders and those that creates new value for future use.
The basis of classification may be on personal skills and employee behaviors, b) business or professional knowledge and also experience c) the kind of relationship held d) achievements e) alignment f) mobility and the potential to contribute and also grow and be more resourceful.
Fitz-Enz (2000) organized human capital into three levels;
a). The concept of human capital outlines the total contribution of the wholesale process and largely concentrates on manpower and productivity ratios.
b), The second measure deals with the process that leads to the service and quality of productivity.
c). The final part deals with the management of human capital and it concentrates on the traditional roles of the human resource department like acquiring and training staff. It also deals with evaluation and development of staff for effective job placement.
The choice of the people related measures and its application to the employees plan which depend heavily on the company’s strategies and the major goals of each department, its employees and the task that the company expects the department to participate and achieve. However, each workforce would include in its framework careful analysis to evaluate and measure the value of human capital, overall employee engagement, productivity and the added value.
For the balance sheet purposes, human capital would belong either on the assets side or the liabilities depending on the targets derived from the benchmarks or as set by the management.
Finally, to conclude, according to the research done on HRM practices and business performance that was done by the institute of Employment Studies (Tamkin, Cowling and Hunt, 2008) and later supported by the Work Foundation entitled People and the Bottom Line several questions popped up (Mayo, 2001).
Several questions can be posed in respect to human capital cost calculations. For example the relationship between poor performance and employees’ treatment; Are they related, should the management invest on systems that motivate workers or on the feedback systems that calculate individual performance and analysis human capital (Mayo, 2008)
Mayo (2008) contends that the human capital accounting has minimal effect on human performance but if it’s implemented positively it can create significant changes in cost calculations. Few companies have integrated human capital measurement mostly as a result of the challenges and difficulties of standardization. But it would be useful to understand the value of such intangible assets as human capital. There is a lot of knowledge on its benefit and how it can be applied in companies.
References
Fitz-Enz, 2000, The ROI of Human Capital, Amacom New York.
Lev, B. & Schwartz, A., 1971, The Use of the Economic Concept of Human Capital in Financial Statements’, The Accounting Review, January 1971
QN1. Evaluate the parameters of ethical decision-making models as they apply to the recommended policy, and explain how the decision-making model selected justify the recommended corporate policy.
Answer:
In the recent times, there has been a realization of the crucial role of ethical decision making in business organizations. This follows the need to keep to the expectations of the society. In order to arrive at viable ethical decisions, it is crucial to consider parameters of models of ethical decision making. Any ethical decision will have aspects of clarity, evaluation, decision, implementation as well as monitoring and modification. These aspects form a basic decision making model which can effectively be applied in the policy of non-discrimination/equal employment opportunity and anti harassment. In view of this model, this policy involves clarifying on what needs to be decided. For the decision to be viable, it must be addressing a realistic issue that is relevant and of priority. There is need to evaluate the condition and separate facts from mere beliefs. This is because; personal intuitions that are not based on reality could lead to wrong decisions and therefore, poor policies. It is crucial to arrive at a decision when facts have been established. In the face of this policy, the realization that there is discrimination in the workplace justifies the arrival at the policy of non-discrimination. The next step is implementation of the policy whereby, care must be taken to ensure that, the right environment for implementation of the policy has been cultivated. In view of this model, there is need to carry out effective monitoring and modification when necessary. These efforts enable positive results of the policy
QN 2. Assess how the recommended corporate policy is socially responsible, and justify the responsibility.
Answer:
The corporate policy of non discrimination and equal employment opportunity is socially justified. This view emanates from the realization of orientation of society towards fairness for all people. In a justified society, everyone should get an equal opportunity regardless of the various differences that people have, for instance, gender. When there are efforts in an organization to arrive at equality in the undertakings, it is socially responsible move. In the wake of realization that women have been discriminated for a long time, especially in the work place, policies towards provision of equal opportunities for all genders is seen as being socially responsible. The effects of such policies would be felt not just in the work place, but deep in the society. This follows the provision of chances to more women and other discriminated groups of individuals. When they get the opportunities to work in the organization, following implementation of this policy; their families and the society at large benefit.
QN3. Recommend a corporate policy for resolving the issue, and provide examples of how the comprehensive nature of the corporate policy covers the major aspects of the issue.
Answer:
In order to solve the issue of gender discrimination, touching on payment of less remuneration to women employees despite equal productivity with the male counterparts, there is need to adopt the policy of non discrimination and equal employment opportunity. Adoption of the policy of non discrimination and equal employment opportunity provide a comprehensive focal point of resolving the issue of gender discrimination in the organization. This is because; the policy will subject the people perpetrating such injustices to being responsible to justify their deeds. If they persist, then, the policy offers grounds for termination of their continued working with the organization. With full implementation of this policy, there would be provision of equal employment opportunity in the organization despite the differences of gender. There would also be elimination of harassment especially on basis of gender difference. If anyone engages in harassment of an employee due to their gender, then, the policy provides grounds for such a person to justify their deeds with high possibilities of having their jobs terminated. With adoption of this policy, there would be feeling of safety for the employees of both genders.
QN 4. Support corporate policy recommendation for business ethics policies and standards with well-reasoned analysis and specific examples, and cite statistics based on cited references that also support the recommendation.
Answer:
From observation of what happens in most of workplaces and the available, there is need to have corporate policy geared towards reduction f discrimination especially against women. Picault (2013) asserts that there have been models that point to support that men and women have different reservation wages. It is on basis of such models that there has been wide discrimination of women in workplace. These orientations come from data that is collected by panel surveys concerned with discrimination at workplace. For instance, in Europe, data covering the final years of 1990s shoe that reservation wages for women are lower than those of men. This is not a unique case but it is a reflection of the condition in many areas. This justifies the need to have corporate policies to shield women from discrimination. There have been efforts, not only in organizations but in government laws that seek to protect women from gender discrimination in the workplace. For instance, statistics show that the US has been in the fore front in enacting policies for protection of women against gender discrimination in the work place. Discrimination against women in many workplaces is evidenced by myriads of available. This is as shown in the data below which point to more male favors at workplace in different continents
. Higher number of men of all ages at workplace shows that there is discrimination of women hiring and recruitment. For example, in America there is difference of about 20% of the number of male workers compared to women.
QN 5. Recommend a strategy for communicating the policy to the organization in a manner that meets the needs of the audience, and explain and justify how the communication meets the needs of the audience.
Answer:
When a policy has been decided upon, it is crucial to adopt a communication strategy. This view follows the realization that; how the policy is communicated can make the difference how it will be received. To have effective communication, it is crucial that the employees get memos notifying them of the need to embrace such a policy. At this stage, the employees could be given an opportunity to provide their views concerning the same and what more they would like to be added. After consideration of their views, in a general meeting, the facets of the policy should be discussed. The consequences of breaking such policies are made clear. This mode of communication meets the needs of the audience in the sense that; they are first provided with an opportunity to air their views. Making the final communication of the policy in an open meeting makes it clear that the policy is applicable to everyone. The initial memos serve to shoe the official nature of the policy and to make the audience aware of the policy before the final talk over it is done.
QN 6. Describes potential limitations of the policy and strategies for monitoring and compliance, and explain the repercussions of not complying with the corporate policy.
Answer:
As much as this policy appears to be perfect, there are some observed limitations to it. For instance, the female employees could take advantage of the policy to falsely accuse male employees of mistreating them. This could lead to unfair punishment of the male employees and even losing of their jobs unjustifiably. There could also be laxity among the women such that they do not do their work as expected because, if followed up by the male supervisors, they accuse them of harassing them on basis of their gender. In order to have success with the implementation of the policy, it is crucial that there are stipulated strategies for monitoring and compliance. The strategy for monitoring would involve surveying the turnover of women employees in the subsequent years. With compliance with the policy, there would be employment of more females in the different posts. There would also be monitoring of complaints related to harassment based on gender. To ensure compliance to the policy it is always crucial to stipulate the repercussions for not complying. Such repercussions would include facing disciplinary panel whereby one would have to explain the deeds against the policy. With persistent incompliance, there would be termination of job. The harsh repercussions are meant to ensure that there is full compliance to the policy in a bid to stick to ethics.
References
Everly, B. A., & Schwarz, J. L. (2015). Predictors of the Adoption of LGBT-Friendly HR Policies. Human Resource Management, 54(2), 367-384. doi:10.1002/hrm.21622
Picault, J. (2013). Unionization and Labour-market Discrimination: A Closer Look at Non-unionized Workers. LABOUR: Review Of Labour Economics & Industrial Relations, 27(3), 272-287. doi:10.1111/labr.120
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Content
1. Introduction to the paper includes a few general statements on the idea of nursing theory being applied to solve problems/issues in nursing practice, regardless of the specialty area of practice. For example, why would one pick a nursing theory to solve a practice problem? Would a grand, middle-range, or practice theory be best? Does the writer have any experience in using nursing theory this way? In addition, a brief one-paragraph summary of a specific nursing theory and information on the sections of the paper are provided. The selected nursing theory can be a grand theory, a middle-range theory, or a practice theory.
2. Description of the problem/issue for which strategies will be developed. The problem to be resolved must be in nursing leadership, nursing education, nursing informatics, or health policy. Scholarly evidence (in the form of a literature review) supporting the issue is included. The problem/issue could be local to one’s specific practice setting. For example, the setting might be a nursing unit, a nursing-education program, an informatics department, or a health-policy unit of a consulting firm. The problem/issue needs to be something that a nursing theory can impact, whether it solves the actual problem/issue or enables people affected by the problem/issue to deal with it. It is best if the problem/issue is from real life – something the writer of the paper has dealt with or is currently engaged in.
Some examples (these are fictitious examples)
a. A nursing unit has experienced rapid turnover of professional staff, including several nurse managers. A new nurse manager from outside of the nursing unit is appointed.
b. Informatics nurse specialists face a lot of resistance from all healthcare professionals to implementation of a computer-based order entry program. The implementation date will not be changed.
c. A nurse educator is assigned to take over a large class of undergraduate nursing students, with a mix of young adults and adults returning for a second degree. The subject is difficult, students have not been doing well, and frustration and tempers are impeding group work.
d. A health-policy nurse specialist works for a consulting firm that lobbies on behalf of many healthcare professions. Within the specialist’s work unit, there is much debate over the pros and cons of various policies being proposed for attention in the coming year.
3. Applying concepts and principles from the selected theory, one strategy for resolving the identified issue is described in depth. Details on how the theory would be applied are included (consider: who, what, when, where, and how). Rationales for the strategy as well as evidence from scholarly literature are included. One ethical and/or legal aspect of the strategy is discussed. Expected outcome(s) from implementing the strategy are proposed.
4. Concluding statements include new knowledge about applying nursing theory gained by writing the paper
Format and Special Instructions
1. Paper length: 6 pages minimum; 8 pages maximum, excluding title page and reference page. Points will be deducted for not meeting these requirements.
2. The textbook required for this course may not be used as a reference for this assignment.
3. A minimum of 3 scholarly references are used. References must be current – no older than 5 years, unless a valid rationale is provided. Consult with the course instructor about using an older source.
4. Title page, body of paper, and reference page(s) must be in APA format as presented in the 6th edition of the manual
5. Ideas and information from readings and other sources must be cited and cited correctly.
6. Grammar, spelling, punctuation, and citations are consistent with formal academic writing as presented in the 6th edition of the APA manual
SAMPLE ANSWER
Introduction
Barr and Welch (2012) suggest that leading change in health care has become more rampant among the nurse leadership. Strong leadership in partnership facilitates smooth transformational change. Nursing theory shape nurse practice in a myriad ways, and provides considerable positive impact. Nursing theory provides a framework, which support nursing practice and offers solutions to nursing ethical dilemmas, thereby ensuring delivery of quality care. Nursing theories assists the nurse discipline in the clarification of beliefs, goals, and values. This facilitates proper definition of the unique nurse contribution to the concept of care. In fact, nurse clinical practice standards are derived from the nursing theories. The nursing theory resolves challenges in educational, leadership and research as well as practice settings.
Depending on the health issue under investigation, there are three major types of nursing theory. Grand nursing theory is the broadest, but provides generalized propositions. This level of nursing theory reflects on the nurse practice, thereby offering very insightful solutions. Theories in this level include conceptual frameworks. The middle range theories scopes are narrower than Grand nursing theory. The importance of this level of nursing theory is that it acts a bridge between the grand nursing theory and nursing practice. The nursing practice theories have very limited scope. These theories are developed within a specific nursing practice. The nursing theories at this level offer intervention for nursing practice, and predict outcomes of nursing practice. The advantages of nursing theory will be demonstrated by Jean Watson’s theory (Clark, Zickar & Jex, 2013).
Identification of practice problem
The main issue in the health care facility I work at is staffing ratio. Literature indicates that nurse-staff ratio ensures quality of care. However, high turnover rates and reduced number of nurse graduates has been an ongoing challenge of nurse managers as well as administrators. Blignaut, Coetzee & Klopper (2013) argue that challenge is associated with negative patient outcome, reduced safety in work place and reduces patient satisfaction. The high turnover rates are attributable to nurse overwork, burnout, and fatigue. This affects nurse’s practice because the nurse lacks compassionate working.
Witges & Scanlan, (2014) state that the staffing ratio has been associated with reduced patient and nurse safety. The availability of health as nurses who have had ample rest is important in providing quality and empathetic acer. However, most work places are described with innumerable stressors, which often result to disease or even injuries. The stressors occur in various forms such as, characteristics of the facility’s leadership, internal and external changes the organization. Some of these changes includes lean contracts, use of advance technology without refresher courses, increased population of older workforce and high number of aging population seeking care in the healthcare facility have been associated with reduced patient safety.
The hazardous working condition can impair nurse’s health. This includes health complications such as musco-skeletal disorders, infections, mental discomfort, cardiovascular diseases, and other complications such as neoplastic diseases. Working for longer shift affects nurse sleep pattern and gastro-intestinal system. This results to psychological response such as stress and depression. Long hour shifts also increases rate of exposure to harmful chemicals and infectious agents. Long hour working can increase smoking and alcohol consumption rate, and caffeine use with the aim of fighting fatigue (Blignaut, Coetzee & Klopper, 2013).
According to Lievens and Vlerick (2013), the traditional approach of addressing the nurse staffing issues has not been very successful. The paper suggests that by applying the theory of human caring will help solve this challenge. This is because the model points out on nursing leadership solutions, which can help the administrators and the healthcare management by guiding them on how to solve this issue amicably.
Proposition of Jean Watson’s theory
Thomas-Hawkins & Flynn (2015) study indicates that the main concepts of the Jean Human caring theory assume that the foundation of nursing and its essence resides in provision of care. According to this theory, quality care provision is enhanced through interpersonal interaction. The main and basic assumptions of the theory include the fact that caring is effectively practiced through interpersonal interaction. The theory suggests there are a set of carative factors, which increase patient satisfaction. The theory also suggests that effective care promotes health of the patient, family and the community at large. Additionally, the theory suggests that caring responses accept a person as what she is currently and what she may become in the future. The nursing theory concept suggest that a caring environment is important as it provides an opportunity for a person to choose the best care plan for themselves at any given point of care.
Witges and Scanlan (2014) research indicates that a caring leadership is more healthogenic, this makes caring an integral concept to nursing practice. The theory has ten carative factors including the establishment of humanistic-altruistic leadership system. This factor is mediated through experiences and exposures to various healthcare challenges. This factor is paramount for maturation of nurse leadership and management skills. This nursing theory suggests that an effective leadership is one that cultivates sensitivity to others and to oneself. The nurse leader must ensure that the nurses are more sensitive and authentic. Moreover, the nurses should be encouraged such that self-actualization and self-growth is sustained. This in turn ensures that those people the nurse interacts with are empowered, thereby promoting health.
Empowered nurses will ensure that they build a strong relationship through effective communication. Effective communications is associated with good work place rapport and strengthen the aspects of human caring. The theory outlines that a good leadership is characterized by empathy, congruence, and warmth. These feelings foster a caring relationship between healthcare facility management and their staff as it improves the organizations awareness. The human caring theory enables the nurse leader to solve problems following systematic scientific approach of problem solving. This is the only approach to control, predict and to find the best solution. The human caring science should always be neutral and objective. The human caring theory focuses on the learning-teaching process. This will help the nurse understand the situation better, enabling them have a cognitive plan (Clark, Zickar & Jex, 2013).
Blignaut, Coetzee, and Klopper (2013) argue that for quality delivery of services, the model suggests that nurse must work in a safe environment. Tis will help the nurse to offer supportive and protective care adequately. The human caring theory recommends that both the internal and external environments should be at equilibrium as both environment are interdependent. The model as is grounded in a hierarchy of human demands similar to that of Maslow’s, and each need or demand is as important as the principles of nursing. Therefore, to provide an optimal care, the needs should be valued and attended. Lastly, the model has some allowance for existence of phenomenological forces. Phenomenology in this case refers to the way people understand and value this i.e. people’s opinion. The model allows the integration of psychology in nursing leadership. This helps the nurse and the organization management to mediate the concept of holistic nursing practice, and identify the best approach, which will empower nurses, improve staff ratio, lower nurse workloads and strengthen the quality of care.
Application of Watson’s theory
Witges and Scanlan (2014) reveals that Nurse Leaders can use this theory to address nurse safety issues associated with reduced nurse-staff ratio. Using the ten caritas, the health care facility can address the issue of nurse staffing and by enable the staff engage in holistic nursing practices, and making the uses engage in self-care. Additionally, the organization can plan on policies, which will ensure nurses do no work for long hours. The organization leadership should ensure that the nurses have enough time to rest so that they can rejuvenate. Incorporating this theory into practice, provides a great impact to the work environment as well as positively impact on the nurse’s perception. The theory enables the nurses to incorporate a caring practice in their practice; caring to patients and to their health’s. This indicates that there is connectedness between nurse leadership, nurse and the patients.
Strategy Rationale
Nurse safety is an integral component in any health care facility; however, the concept is overlooked. There are limited resources on the role of nurse leadership in enhancing staffing ratios. With the shortages of nurses in the country, it is high time that for leadership to explore other options such as the adoption of new technology such as robotics, telehealth, use of sensors in beds, motion sensors and thermos-sensors to help the nurse in delivering their services. Other options such as employing of unregistered nurses as staff assistance, more volunteers, and interns could be other options, which can be applied to reduce nurse workloads (Blignaut, Coetzee & Klopper, 2013).
According to Clark, Zickar & Jex, (2013) the strategy intends to reform the healthcare facility policies and protocols, which acts as barriers to improving, nurse safety through increasing nurse-staff ratio and reducing overworking the nurses. The exact model, which will be applied in this strategy, is Continuous Quality Model commonly referred to as FOCUS-PDSA. The Strategy rationale includes searching and seeking the underlying concept, which cause high turnover rates and increased workloads for the employees. This includes exploring options of integrating computerized health care devices such as Tele-health concept. Organization committee comprising of relevant stakeholders will be formed. These people (including nurses, managers, head of departments and community representatives) will preside over the barriers and facilitators of working; analyze the discrepancies and to establish the most effective interventions.
Expected outcome
The evaluation of the expected outcome will be done after one year. However, this should not be limited within this time because interventions outcomes may take a while before they are realized. The expected outcome includes improved and safe working environment. The nurses should not act for long hours. The turnover rate should decrease as well as the number of work injury or ailment related complication. The benefits of improving working environment for the nurses are manifested through increased quality of care. This includes reduced number of hospital acquired infections, hospital falls and postoperative infections. This is because the nurses will be in a position to deliver quality care, with minimal confusion or error. Relaxed and nurses with adequate rests manifest proper communication and interpersonal skills. This implies that there will be a reduction in medical errors, improved quality of life, and patient’s satisfaction.
The main challenges with this nursing theory is that it does not rely on the conventional mechanism of ensuring that only qualified people are employed, which are still being applied in most of the healthcare facility. Additionally, the theory lacks mechanisms to motivate nurse work force to ensure that they are retained. This implies that the theory is somewhat too abstract that the leaders may become reluctant to integrate into practice (Blignaut, Coetzee & Klopper, 2013; Witges & Scanlan, 2014).
Conclusion
Nurse staffing and nurse safety is a major issue, which need to be addressed. For a long time, these challenges have been solved using shortsighted interventions such as additional incentives and recruitment bonuses. These interventions solve the problems temporarily, and introduce fiscal difficulties to the organization. This calls for the integration of nursing theory to address this issue more amicably, through practical interventions. This implies that the nurse leaders must be involved, and must apply nursing theory to identify the underlying mechanism. The nursing theory should be applied when exploring available options. It should also be applied when making long-term changes that will shape the health care facility in to a safer environment for both the service user and service provider. Using theoretical framework, the nursing leadership as well as organizations will record higher employee retention rate, and simultaneously improve the quality of care and patients outcome.
Reference list
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Blignaut, A., Coetzee, S., & Klopper, H. (2013). Nurse qualifications and perceptions of patient safety and quality of care in South Africa. Nurs Health Sci, 16(2), 224-231. doi:10.1111/nhs.12091
Clark, O., Zickar, M., & Jex, S. (2013). Role Definition as a Moderator of the Relationship Between Safety Climate and Organizational Citizenship Behavior Among Hospital Nurses. J Bus Psychol, 29(1), 101-110. doi:10.1007/s10869-013-9302-0
Lievens, I., & Vlerick, P. (2013). Transformational leadership and safety performance among nurses: the mediating role of knowledge-related job characteristics. J Adv Nurs, 70(3), 651-661. doi:10.1111/jan.12229
Thomas-Hawkins, C., & Flynn, L. (2015). Patient Safety Culture and Nurse-Reported Adverse Events in Outpatient Hemodialysis Units. Res Theory Nurs Prac, 29(1), 53-65. doi:10.1891/1541-6577.29.1.53
Witges, K., & Scanlan, J. (2014). Understanding the Role of the Nurse Manager: The Full-Range Leadership Theory Perspective. Nurse Leader, 12(6), 67-70. doi:10.1016/j.mnl.2014.02.007
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