Lobbying and Activism in Public Affairs; Australia
Order Instructions:
Using examples from an area of Australia public policy that has had significant news coverage during the course examine and discuss the role played by public affairs practitioners involved in lobbying and activism in this policy area.
Australian Asylum Policy
Australian government statistics show that between 2012 and 2013 more than 18,000 people arrived in Australia illegally by sea, compared to 7,300 in 2011 and 2012. The policy and legislation surrounding refugee policy, aptly named the ‘Stop the Boats’ policy, has caused significant controversy, attracting both criticism and support in Australian public policy over the last decade. The Asylum Seeker policy states that;
“These laws and policies have undergone continuing change by successive Governments over the last decade or more, and many have also been subject to judicial consideration and extensive public inquiry and review. The result is a system that is complex and difficult to access and understand. Changes have also occurred that have had an impact on the ability of protection visa applicants to access legal or migration advice.”
(Law Council of Australia, 2014).
Current state of play
Australia’s political processes are crucially influence by, and to a large extent dependent on the activities and efforts of stakeholder and interest groups. Lobbying plays a central role in Australia’s policy and legislative processes. While lobbying is only one means of exerting political influence, it is nevertheless an important one.
Lobbying is a legitimate activity and an important part of the democratic process. Lobbyists can help individuals and organisations communicate their views on matters of public interest to the Government and, in doing so, “improve outcomes for the individual and the community as a whole.” (Australian Government: Department of the Prime Minister and Cabinet, 2013)
As public policies become more complex and the stakes of government decisions rise, all interests need effective representation. Government officials need lobbyists, and vice-versa.
Relevant Background
In 2008, the Australian Government introduced a Lobbying Code of Conduct and established a Register of Lobbyists to ensure that contact between lobbyists and Commonwealth Government representatives is conducted in accordance with “public expectations of transparency, integrity and honesty” (Australian Government: Department of the Prime Minister and Cabinet, 2013).
Any lobbyist who acts on behalf of third party clients must be registered on the Register of Lobbyists and comply with the requirements of the Lobbying Code of Conduct
Australian lobbyists who do register must disclose whether they have served in the government.
There is a need to expand the definition of lobbying to “include attempts to influence grassroots campaigns, advertising, and the use of social media as so-called strategic communication firms increase their lobbying roles” (Loomis, 2013)
Key actors, forces and issues
Lobbyists
The Australian Government
Third party clients and organisations
Public affairs practitioners
The general Australian public
How do each of these key factors represent and influence asylum seeker policy in Australia?
Key issues or points of contention or controversy
Refugee policy in Australia has been hugely controversial. Australia has international obligations to protect the human rights of all asylum seekers and refugees who arrive in Australia, regardless of how or where they arrive and whether they arrive with or without a visa. Arguably, the Stop the Boats policy and introduction of Operation Sovereign Rights under the Abbott Government do not protect these basic human rights underlined by international treaties such as the International Covenant on Civil and Political Rights and the Convention against Torture and Other Cruel, Inhuman or Degrading Treatment or Punishment. The detention of asylum seekers has raised criticism regarding the refugee’s human rights.
Research
I am interested to investigate the ways in which lobby groups have changed refugee policy. I plan to conduct more research into the two opposing lobby groups, such as A Just Australia, that act on behalf of asylum seeker policy through websites and news articles. I plan to look at the cases for and against the recent asylum seeker policies whilst building on the framework on the importance of lobbying and activism in public affairs and the public interest.
Questions
Do you think that lobbying is fundamental to protect the public interest and develop policy?
“Government officials need lobbyists and vice-versa”: What do you think of this statement? Do you think this is true for the Australian Government?
What is your personal opinion and reflections on the ‘Stop the Boats’ policy and the way in which the Abbott Government respond to public lobbying surrounding the controversial issue?
Do you think that lobbyists should be held accountable for their actions in controversial policy areas?
SAMPLE ANSWER
Lobbying and Activism in Public Affairs
Lobbying involves the influence of government decision-making with the aim of protecting public interests, and it is a common practice in contemporary democratic societies. In most cases, lobbying helps in improving government decisions and legislation through the provision of significant data and insight. However, there is also a possibility of lobbying not to achieve these goals, or to result to unfair advantages in such cases where an improper approach is taken.
It is true to state that “Government officials need lobbyists and vice-versa”. This is because for any democracy to address fundamental concerns with regards to integrity and accessibility, it is important to ensure that the concerns of all stakeholders are put into consideration during decision-making. Accordingly, owing to the important role played by lobbyists in the protection public interests and development of policy, the government should work closely with these groups. However, in the Australian context, the government and lobbyists do not cooperate in public policy development due to their differing ideologies. Whereas the government aims at maintaining national security by preserving state control over the borders, lobby groups are of the view that policies which breach human rights are not good.
With regards to the ‘Stop the Boats’ policy and the manner in which Abbott’s Government is responding to public lobbying surrounding this controversial issue, I believe that the government is not ensuring integrity by locking out the views and grievances presented by lobby groups. The government has a mandate of giving proper weight to its human rights obligations (Bailey, 2002), as reflected in the insight given by lobby groups.
Do you think that lobbyists should be held accountable for their actions in controversial policy areas?
Find a research article from a psychology published in 2014 that is NOT a true experiment and answer the questions on the assignment sheet.
Do not need to read or cite any other literature for this assignment; the focus is only on the
article you have chosen.
SAMPLE ANSWER
Research in psychology
Abstract
This article is about a research study in psychology. The article reviews the challenges that gay and lesbian parents encounter in their early parenthood. The study shows the stress that these young parents meet in relating to their partners. In the article, both dependent and independent variables are also discussed. There are also threats to the internal validity of the design and the article discusses. These risks could affect the conclusions of the study. Hence, there are changes that could be to overcome these threats. In order to successfully carry out the research and come up with the correct conclusion, some gay, lesbian and heterosexual parents are studied.
a) Design of the study
This study is in such a way that researchers carried out a study of gay, lesbian, and heterosexual parents and the research use two variables the dependent and independent variables. The dependent variables include the behavioral change and the psychological changes. They are independent variables because they change according to the condition when the parents have adopted a child and when they have not.
The independent variable here is the adoption of a child of child welfare. This is a dependent variable because it does not change, but causes a change in the lives of the adopters. Thus, variable depending on the other in this study is the behavior change that occurs when these couples adopt. The research shows that when the parents take the children, their intimate relationships change and that they usually undergo much stress. This could be due to either the characteristics of their adopted children or the process that they experience to take the children through child welfare. Some couples take grown children (Baron, 2008).
Children adopted from child welfare tend to be much older than the ones taken from the domestic or international aid. This is because their parents could not cater for them. This characteristic of older children may be a significant challenge for the couple since talking and advising them maybe a new experience for them and understanding them could be a challenge too. The effects of the adoption are negative in their relationship. The interconnection between the parents is lost once there is an adopted child (Gradwell, 2005). A couple is an interconnection and depends on persons, and none would probably do better with isolation. This separation later brings on solitary confinement. The bringing of the child into the lives of the couples may produce fluctuating periods of disorganization and stability. An example is the disruption in communication. Lack of communication causes a loss in romance and partnership.
The indecent variable in this study is the children adopted. These are the ones that cause all the changes in the behavior and psychology of the parents. When there is the introduction of a child, it is noted that the relation between the parents changes. This was not the case before the child was adopted. The research shows that many parents show an adverse response to behavior change while a few new parents mention the positive change in their lives for example having a common goal in life.
b) It is not a true experiment.
This study is not an actual test. The primary reason is that a condition beyond the control of the experimenter controls it. Real experiments, the experimenter,monitor the operation by increasing or decreasing the levels of the independent variables to study the changes in the independent variables. In this study,however, the independent variable here, which is the adopted child, cannot be increased, decreased or manipulated, it is beyond the control of the experimenter. This independent variable will either affect the indecent variable that is the behavioral change either negatively or positively.
d) The Threats to the validity of the study
There are, however, some threats to the research carried out. Questions may pop up whether the conclusion made from the study is right or not. The conditions for reaching conclusions through a limited research may be a threat. Another threat may be that parents may have been encountering various problems before the children are adopted.
A limited number of conclusions may affect the conclusions made. For example, research may show that couples experience an adverse relationship with each other after the adoption of the children. Not all couples, however, experience this. Some research shows that some couples report a positive effect on their lives after the passage of the children as having a common goal in life (Baron, 2008). Therefore, this limitation of the research is a threat to the study and conclusions made.
Couples are experiencing some major problems before they also adopt another threat. Research may show that the adoption of the child caused a big negative behavior influence on the couple, but in real sense they were affected by external sources other than the child. This could change the conclusion of the research. Therefore, research on the background of the couple before the experiment begin’s should be carried out.There could be problems that may affect the solutions to implement these changes. It is unethical to investigate into the background of someone without permission. This could be difficult unless one gets the permission from the couple itself.
Conclusion
The research shows that the adoption of the child by gay, lesbians, and heterosexual parents has a major effect on their lives. Most couples are affected negatively. However, some are affected positively by the adoption. Researchers should tend to carry out deeper and extensive searchin order to avoid the validity of the research being questioned and make correct conclusions.
Gladwell, M. (2005). Blink: The power of thinking without thinking. New York: Little, Brown and.
Granaas, M., & Rhea, D. (1988). The psychology [sic] of computer displays in the modern mission control center. Edwards, Calif.: National Aeronautics and Space Administration, Ames Research Center, Dryden Flight Research Facility;.
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1. What is disintermediation? Give an example.
2. What is multichannel marketing? Give an example. How does omni-channel marketing
differ from multichannel marketing? As a consumer, do you value omni-channel
marketing? Why so/not? As an e-marketer, what are the key challenges you might face
when implementing omni-channel marketing strategy?
SAMPLE ANSWER
E-marketing
Disintermediation refers to a process where the supply chain for example consumers are given a direct access to entities at another stage of the supply chain simply by elimination of the need for intermediate entities like retailers within the access.it can also means the elimination of the all stages of the supply chain (Scott E. Sampson, 2001).
Examples of disintermediation include Dell and Apple companies who sell their products directly to the consumers.
Multi-channel marketing refers to a process of launching and creating the same campaigns in a multiple marketing communication channels. Multi-channel marketing is a straight forward way of recycling of similar content across all the channels.in a multi-channel the marketers are able to share information across all the mediums where various people cannot be connected to you.
Difference between Omni-channel and multi-channel
Multi-channel refers to the merging of business operation in such a way that ensures the customers carryout transactions through numerous connected channels. Such channels include online stores, mobile app stores, telephone sales and any other transacting methods with customers. The marketers operating across the multiple channels wish to put the same message to every customer in order to avoid confusing and alienating the customers.
On the other hand, Omni-channel is the evolution of multi-channel. However, Omni-channel concentrates on a seamless method of approach to consumer experience via all the shopping channels available. Such channels include computers, televisions, direct mail, mobile internet devices, radio and catalogue. For any company to be Omni-channel it should ensure proper planning, execution, measurement and optimization its efforts via each client touchpoint. The company will have to think about the best strategic approach to the selling and also servicing of the clients no matter the type of channel they consider to use (A WINTERBERRY GROUP WHITE PAPER, 2013).
As an e-marketer Omni channel is the best approach to marketing process. This is simply because Omni-channel marketing involves integration of the basic components of marketing communication such as branding, cadence and offer which serves to present identity to the new customers. Omni-channel marketing helps to promote development of customer-centered approach to promotion. Such approach is driven by the need to identify and have engagement with the true ideal customers. Omni channel promotes rethinking and reorientation of infrastructure, strategy and the allocation of various resources and this dictates how the brand will activate their media (Andrew Solmssen, 2012).
The challenges associated with Omni-channel marketing includes.
The organizations willing to use Omni-channel marketing will have to guard itself against business-as-usual disruption requirement. The organization should ensure that it does not lose both the medium and short-term competitive ground as it pursues the objectives that will provide the platform for a long-term success.
The organization faces the challenge of capturing and identifying opportunities for quick wins it should reinforce its support and buy-in from the broader spectrum of the organizational stakeholders.
Another challenge is that the organization should guard itself against poor decision making. The organization will be required to evaluate its strategies constantly to ensure that there is agreement with the customer best interests and the business strategy. The Omni channel marketing requires alleviation of the data governance to high strategic priority.
Work cited
A WINTERBERRY GROUP WHITE PAPER. (2013). Taking Cues From the Customer: “Omnichannel” and the Drive For Audience Engagement. Taking Cues From the Customer:.
Successful completion of a doctoral dissertation requires significant amounts of independent reading on the research topic. This allows the doctoral learner/researcher to become familiar with the scope of the topic and to identify gaps or tensions within the existing literature on the topic. These gaps and tensions become the source of the dissertation research. In this assignment, you will read and annotate potential sources in your dissertation field of interest. Those demonstrating the most merit to the best of your understanding of the topic at this time should be added to your RefWorks list for potential inclusion in the literature review section of your dissertation.
General Requirements:
Use the following information to ensure successful completion of the assignment:
• It is recommended that you engage in this activity throughout the duration of this course.
• Instructors will be scoring your submission based on the number of unique sources identified in the list submitted.
• Download the resource Literature Review Resources Tool and use it to complete the assignment.
• Doctoral learners are required to use APA style for their writing assignments. The APA Style Guide is located in the Student Success Center.
• Refer to the resource, “Preparing Annotated Bibliographies,” located in the Student Success Center, for additional guidance on completing this assignment in the appropriate style.
Directions:
Read at least 10 empirical articles in your general dissertation field Doctor of Education in Organizational Leadership with an Emphasis in Health Care Administration
In the “Literature Review Resources” document, provide the following for each source:
1 The APA formatted citation.
2 A brief annotation of the key points of the source.
3 An indication of whether the source has been added to (Y) or excluded from (N) your RefWorks list.
References
Frieden, T. R. (2010). A framework for public health action: The health impact pyramid. American Journal of Public Health, 100(4), 590–595.
Jones, C. P., Jones, C. Y., Perry, G. S., Barclay, G., & Jones, C. A. (2009). Addressing the social determinants of children’s health: A cliff analogy. Journal of Health Care for the Poor and Underserved, 20(Suppl. 4), 1–12.
Stuckler, D., King, L., & McKee, M. (2009). Mass privatization and the post-communist mortality crisis: A cross-national analysis. Lancet, 373(9661), 399–407.
Wilkinson, R., & Pickett, K. (2010). The spirit level: Why greater equality makes societies stronger. New York, NY: Bloomsbury Press. o Chapter 13, “Dysfunctional Societies” (pp. 173–196).
Jones, C. P., Jones, C. Y., Perry, G. S., Barclay, G., & Jones, C. A. (2009). Addressing the social determinants of children’s health: A cliff analogy. Journal of Health Care for the Poor and Underserved, 20(Suppl. 4), 1–12.
Stuckler, D., King, L., & McKee, M. (2009). Mass privatization and the post-communist mortality crisis: A cross-national analysis. Lancet, 373(9661), 399–407.
Wilkinson, R., & Pickett, K. (2010). The spirit level: Why greater equality makes societies stronger. New York, NY: Bloomsbury Press. o Chapter 13,“Dysfunctional Societies” (pp. 173–196).
Stuckler, D., King, L., & McKee, M. (2009). Mass privatization and the post-communist mortality crisis: A cross-national analysis. Lancet, 373(9661), 399–407.
The PLoS Medicine Editors. (2010). Social relationships are key to health, and to health policy. PLoS Medicine, 7(8), 1–2.
National Rural Health Mission. (2012). RSBY-Rashtriya Swasthya Bima Yojnab. Retrieved from http://www.rsby.gov.in/
The impact of varied types interventions in public health are described in this paper using a 5-tier pyramid, which provides a health improvement framework. The greatest potential impact interventions are presented at the base of the pyramid, including the efforts aimed at addressing health’s socio-economic determinants. Moving up the pyramid there is a progressive change in interventions from those which involve making healthy default decisions individually to clinical interventions requiring minimal contact but conferring sustained protection and direct clinical care that is ongoing as well as counseling and health education. The author reiterates that interventions that focus on the pyramid’s lower levels have higher efficiency since their reach is broader in the society and minimal individual effort is required. However, for optimal public health benefits that are sustained to be achieved, the need to implement the necessary interventions at each level is inevitable.
Jones, C. P., Jones, C. Y., Perry, G. S., Barclay, G., & Jones, C. A. (2009). Addressing the social determinants of children’s health: A cliff analogy. Journal of Health Care for the Poor and Underserved,20(Suppl. 4A), 1–12. (Y)
The authors of this paper presents an illustration of health interventions in three dimensions using a ‘cliff analogy’ for the purpose of helping people who are falling off the good health cliff. The paper illustrates how this goal can be achieved through provision of health services, as well as making sure that the social determinants of equity and health are succinctly addressed. A review of the analogy shows that, health care services are represented by an ambulance at the cliff’s bottom, a trampoline or net located halfway down the cliff, and a fence at the cliff’s top. There population should be deliberately moved away from the cliff’s edge in order to ensure that social determinants of health are addressed. Furthermore, it should also be acknowledged that the cliff has three dimensions for the social determinants of equity to be addressed, which mean that it has to involve measures on practices, structures, norms, policies, and values that are aimed at enabling differential distribution of risks and resources along the cliff’s face. As a result, the authors affirm that health’s social determinants (i.e. poverty) and equity’s social determinants (i.e. racism) have to be addressed if health outcomes are to be improved and health disparities are to be eliminated.
Stuckler, D., King, L., & McKee, M. (2009). Mass privatization and the post-communist mortality crisis: A cross-national analysis. Lancet,373(9661), 399–407. (Y)
During the beginning of 1990s, in most European countries that were post-communist there was a significant increase in adult mortality and over time the substantial variations across nations is not yet fully explained. However, there are previous empirical studies that have suggested that economic transition pace between countries has been the main driver the rise in mortality rates. This paper delves into the investigation of whether these adult mortality rate differences could be accounted by mass privatization. The authors analyses mortality rates based on age standardization among men in the working-age (15-59 years) in eastern European countries that are post-communist as well as the former USSR between 1989 and 2002 using multivariate longitudinal regression. The findings show that there is a relationship between mass privatization programmes and short-term increase in the mortality rates of adult males. This implies that the strategy of economic transition through rapid mass privatization was a key driver of the differential mortality rate trends amongst the post-communist countries; and the reduction of this trend was achieved through increased social capital.
Carey, G., & Crammond, B. (2014). Help or hindrance? Social policy and the ‘social determinants of health’. Australian Social Issues (Australian Social Policy Association),49(4), 489-507. (Y)
Social disadvantage and social inequality issues have been the main focus of research in public health over the recent past. This is attributed to the fact that, social issues such as unemployment and poor housing have been found to significantly influence health care provision, hence they are currently known as ‘the health’s social determinants’. As a result, the authors of this paper note that nowadays public health majorly involves issues that in historically were regarded as issues of social policy. The confluence of social policy and public health is discussed in this paper by examining the risk posed and opportunities presented by this convergence for social policy practitioners seeking to reduce inequality and poverty. It is argued that, despite the potential gains that may accrue from close working of the two fields, fundamental differences in approaches and perspectives exist which need to be addressed in order to achieve maximum benefits.
Corr, L., Davis, E., Cook, K., Waters, E., & LaMontagne, A. D. (2014). Fair relationships and policies to support family day care educators’ mental health: A qualitative study. BMC Public Health,14(1), 1-28. (N)
From onset of the paper, the authors emphasize that the extent of child care quality is proportional to the extent of investment in population health, which depends on the providers’ capacity. This means that child care educators’ mental health and wellbeing is crucial to the quality of provided care and turnover, and the perspectives of key sector informants and child care educators on how the mental health and wellbeing of educators is influenced by family day care working conditions are examined in this paper. The authors use semi-structured interviews through telephone among family day care educators and key informants representing government, family day care schemes representatives as well as other relevant stakeholders in Australia. The findings show a strong relationship between the mental health of educators with the quality of family day care schemes because the created social relationships establishes working conditions for the educators that may either diminish or promote their mental health and wellbeing. The authors affirm that this necessitates formulation of policies to protect and promote mental health and wellbeing of the family day care educators in Australia.
Kondilis, E., Giannakopoulos, S., Gavan, M., Ierodiakonou, I., Waitzkin, H., & Benos, A. (2013). Economic Crisis, Restrictive Policies, and the Population’s Health Care: The Greek Case. American Journal of Public Health, 103(6), 973-979. (N)
The Greek economy has been significantly been affected by the global economy crisis, making the country an essential test of how wellbeing of a population is related to socioeconomic determinants. The paper shows that between 2007 and 2009 there was 22.7% increases in homicide and suicide mortality rates among men; whereas between 2010 and 2011 substance abuse, infectious disease morbidity, and mental disorders showed a devastating trend. The authors affirm that there was a rise in the use of primary care services and public inpatient services by 21.9% and 6.2% between 2009 and 2011. However, during the economic crisis and increasing public services’ demand coincide with privatization and austerity policies, which further expose the population of Greece to more risks.
Acevedo-Garcia, D., Rosenfeld, L. E., Hardy, E., McArdle, N., & Osypuk, T. L. (2013). Future Directions in Research on Institutional and Interpersonal Discrimination and Children’s Health. American Journal of Public Health, 103(10), 1754-1763. (N)
This paper reiterates that ethnic/racial residential segregation and perceived interpersonal discrimination are the main forms of racial discrimination that influence health disparities among the children. The authors emphasize that despite that these form s of discriminations and health disparities previously focused on adults without considering that they also affect mental health of children negatively. As a result, the authors propose there research directions in this topic such as incorporation of perspectives that are life-course, linking geography into the residential segregation measures and conceptual framework opportunity, as well as a consideration of residential segregation together with other forms of segregations that influence the health of children.
Mahapatro, M. (2014). Mainstreaming Gender: Shift from Advocacy to Policy. Vision (09722629), 18(4), 309-315. (Y)
The authors propose that gender mainstreaming can be taken as holistic strategy for the introduction of gender equality and sensitivity perspective to the policy formulation processes at all levels and stages through a change in practices and norms that reinforce gender inequality. This paper discusses the development process through which gender mainstreaming has led to a shift in policy, especially that concerns public health particularly in India. Considering that gender mainstreaming has been a concept that has for quite long remained underdeveloped, the article suggests the need for gender values to be placed firmly at all stages and levels as well as sectors, as an attempt towards philosophy change requiring gender conceptualization within the culturally defined roles, potentialities and constraints.
Shanahan, D. F., Lin, B. B., Bush, R., Gaston, K. J., Dean, J. H., Barber, E., & Fuller, R. A. (2015). Toward Improved Public Health Outcomes from Urban Nature. American Journal of Public Health, 105(3), 470-477. (Y)
Urban populations’ health has been mounting substantial concern as expansion of cities continues at unprecedented rate. However, green spaces in urban have been considered to provide opportunities for diverse mental and physical health benefits, and pioneering health policy can recognize the need for implementation of a cost effective tool aimed at planning cities that are healthy. As a result, the authors strive at articulating a framework for the identification of both direct and indirect pathways that are casual and that can exploit nature to deliver health benefits.
Auerbach, J. (2015). Creating Incentives to Move Upstream: Developing a Diversified Portfolio of Population Health Measures Within Payment and Health Care Reform. American Journal of Public Health, 105(3), 427-431. (Y)
In this article, the author examines the population health measures’ balanced portfolio development that would be essential based on the prevailing deliberations concerning health care delivery as well as payment reforms. The author identifies five indicators’ categories that range from prevention interventions that concern traditional clinical care to the prevention interventions that measure community level investment for nonclinical services, which in varied combinations can lead to optimal or ideal results.
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With reference to Settlement Movement (Chenoweth & McAuliffe 2015, p.34) discuss the relevance of their underpinning ideas to the development of human services in Australia
Font size no smaller than 12 point
1.5 line spacing
Pages numbered
Name in header or footer
Left hand margin of 3.5 cm and all other margins of at least 2.5 cm
Learning Resources
Textbook(s)
You will need continual access to the following text(s) to complete this course. The library does not hold multiple copies of the nominated text books. It is strongly recommended that you purchase the book(s).
Chenoweth, L & McAuliffe, D 2012, The road to social work and human service practice, 3rd edn, Cengage Learning, South Melbourne.
Reference(s)
Essential readings:
Australian Association of Social Workers (AASW) 2010, Code of Ethics, Australian Association of Social Workers, Canberra.
Australian Institute of Health and Welfare 2013, Australia’s welfare 2013: in brief Cat. no. AUS 175, AIHW, Canberra.
Baldry, E 2011, Studying for social work, Sage, London ; Thousand Oaks, Calif.
Cameron, A 2011, ‘Impermeable boundaries? Developments in professional and inter-professional practice’, Journal of Interprofessional Care, vol. 25, no. 1, pp. 53-58.
Couch, J 2011, ”My life just went zig zag’ Refugee young people and homelessness’, Youth Sutides Australia, vol. 30, no. 2, pp. 22-32.
Fejo-King, C & Briskman, L 2009, ‘Reversing colonial practices with Indigenous peoples’, in Allun, J, Briskman, L & Pease, B (eds), Xritical Social Work Theories adn Practices for a Socially Just world, Allen & Unwin, Crows Nest NSW.
Green, S & Baldry, E 2008, ‘Building Indigenous Australian Social Work’, Australian Social Work, vol. 61, no. 4, pp. 389-402.
Jamrozik, A 2009, Social Policy in the Post-Welfare State, Pearson Education Australia, Frenchs Forest.
Kvarnström, S, Willumsen, E, Andersson-Gäre, B & Hedberg, B 2012, ‘How Service Users Perceive the Concept of Participation, Specifically in Interprofessional Practice’, British Journal of Social Work, vol. 42, no. 1, January 1, 2012, pp. 129-146.
Rose, VK & Thompson, LM 2012, ‘Space, place and people: a community development approach to mental health promotion in a disadvantaged community’, Community Development Journal., vol. 47, pp. 604-611.
SOCIAL work Core Subject: Human service provision
Course Aim
To introduce students to foundation knowledge about the political context and development of the human services, their relationship to dominant values and the nature of professional intervention.Course Objectives
On completion of this course, students should be able to:
CO1. explain primary historical influences in the development of human service provision in Australia and the duality of those developments for indigenous people and non indigenous people
CO2. describe government and non-government patterns of delivery including regional, rural and remote area developments
CO3. describe a range of perspectives on values, including social justice, human rights and the implications for services in a multicultural, non-racist and gender sensitive context
CO4. give an account of notions of disadvantage, inclusion, exclusion, marginalisation, normalisation and equity
CO5. identify the professions and describe the roles and functions of practitioners in the human services
CO6. articulate values supporting the practice of professional intervention and explain the application of ethical guidelines to particular social situations
Graduate Qualities
A graduate of UniSA:
GQ1. operates effectively with and upon a body of knowledge of sufficient depth to begin professional practice
GQ2. is prepared for life-long learning in pursuit of personal development and excellence in professional practice
GQ3. is an effective problem solver, capable of applying logical, critical, and creative thinking to a range of problems
GQ4. can work both autonomously and collaboratively as a professional
GQ5. is committed to ethical action and social responsibility as a professional and citizen
GQ6. communicates effectively in professional practice and as a member of the community
GQ7. demonstrates international perspectives as a professional and as a citizen
Social work core Course sUBJECT: Human service provsion
Course Content
The students will develop knowledge of the impact of European invasion on Indigenous Australians and will become familiar with historical themes in social policy and human service provision with an emphasis on human rights and social justice and the role of government and non-government organisations in delivering human services.
The students will develop the skills to analyse comparative approaches to human service provision and the values and ethical foundations of human service professions
SAMPLE ANSWER
Settlement Movement
Introduction
Human beings by their nature are mindful of their brothers and sisters welfare. The settlement movement was one of the reformist social movement aimed to help the less fortunate people in society. The disconnect between the rich and the poor was high and the movement intended to help bridge the gap and elevate the lives of the poor. The paper therefore deliberates on the settlement movement referencing to Chenoweth & McAuliffe (2015) in discussing the relevance of the underpinning ideas that led to the development of human services in Australia.
Historical context
The settlement Movement began in the 1880s and its activities peaked around 1920s in various countries such as US, England and in Australia (Baldry 2011). The major goal of this social movement was to ensure that the poor and the rich live together in an interdependent community. The major objectives of this movement were to come up with the settlement houses in urban areas that both middle class volunteers and poor people lived (Chenoweth & McAuliffe 2012). This would see these groups of people share their culture, and knowledge with one another in the quest to alleviate poverty among the low-income earners in these neighborhood. The settlement houses offered various services to the inhabitants such as healthcare, education, daycare, in quest to improve the lives of the people that lived in such areas. In Australia, the concept of social work a component of human services gained momentum in the 1920s as first professional social workers were hired to provide various human services. Commencement of training of social worker in Australia began in 1940s at University of Sydney. Many more schools adopted the American model in their training and theory. The concept of social worker has expanded across Australia in providing various social services to the people.
Discussion
The idea of formation of this movement was relevant and contributed to the development of human services currently experienced in Australia. By championing interdependent between the poor and the rich, it provided an opportunity for the less fortunate to interact with the middle class. Sharing of knowledge and cultures is one of the ways that helped to elevate the living standards of the poor (Australian Association of Social Workers (AASW) 2010). If people from low-income background intermingle with their counterpart from high-income level, they get exposed to the ideas and are able to learn on how to come out of their poverty status. The mindset of the poor is transformed and they begin to see things in different perspective. Being poor do not mean that one cannot be able to achieve their dreams. A range of human services provided in the Australia includes education, day care, rehabilitation services, accessibility to education among others. These services are designed to help alleviate problems people face and enhance quality of life of families, individuals and communities. These services are intended to help the less fortunate and those in need. The government and other nonprofit making organizations are the most active institutions that champion provision of these human services. People in need in the society are many and if government does not step in, then many of them will lead a miserable life. Interventions by providing services to these communities enable them to access to schools and health centers helping them transform the lives of these people.
Human services are also intended to provide a platform to create harmony in the society. The services need to be provided at all levels of the society without any form of discrimination. Justice and equity are crucial when it come to provision of these services. The level of autonomy of individuals, groups should be high to ensure that these systems are more efficient and effective and therefore help in the advocating of positive social change within the society. Social change need to cut across all the systems of the government including political, economic and social strata (Australian Institute of Health and Welfare 2013). The movement and the champion of the idea that resulted in the development of human resources saw a window of opportunity to transform the society. Political differences and wrangles are sorted out if there is equity in the provision of these services. The aspect of racism between the indigenous and the non indigenous communities is lessened through these systems if people can find a platform to share and assist one another then, the level of coexistence and sense of belonging improves (Rose & Thompson 2012). People united mostly cannot be divided and this helps to build a strong society and political systems that is not torn apart across the lines of racism.
Development of social movement as well contributed to provision of human services that have gone extra mile in enhancing social justice, and human rights in the society. People in Australia have a right to access to fundamental basic needs and facilities. Social justice is achieved if the less fortunate ones and the poor are given an opportunity to compete with that from-privileged society(Rose & Thompson 2012). A child of a peasant has the right to go to school to have equal chances in society. Therefore, offering these human services such as health facilities, and education facilities to the people in one way help to achieve social justice (Green & Baldry 2008). Social justice is also achieved if people from different ethnic groups are given equal opportunities in the society. Provision of these human services therefore helped to ensure that there was no discrimination across the society. Marginalization of some of the community is also avoided and in this way, people have a feeling that they are all valued. The values of the people and their perception about the country also improved (Prosser & Olson 2013).
In conclusion, it is therefore apparent that the Settlement movement was an idea that has had positive impact on the society and the way people live in many parts of the world, Australia included. Bringing people from different class and status in society was a noble idea that created an opportunity for people to share their knowledge and their culture this as well helped people to have a sense of belonging and to learn new aspects on life. The movement has as well played a key role in provision of human services to people from various parts of the country. These services have provided a platform to unite people from different ethnic groups’ and race. It has also helped to champion equity, justice and a sense of belonging hence transforming the way people view and live with others. It is no doubt that the benefits accrued from the concept of settlement movement has played a vital role in the society and will continue to impact positively on the lives of the future generation.
Reference list
Australian Institute of Health and Welfare 2013, Australia’s welfare 2013: in brief Cat. no. AUS 175, AIHW, Canberra.
Australian Association of Social Workers (AASW) 2010, Code of Ethics, Australian Association of Social Workers, Canberra.
Baldry, E 2011, Studying for social work, London ; Thousand Oaks, Calif.
Chenoweth, L & McAuliffe, D 2012, The road to social work and human service practice, 3rd edn, Cengage Learning, South Melbourne.
Green, S & Baldry, E 2008, ‘Building Indigenous Australian Social Work’, Australian Social Work, vol. 61, no. 4, pp. 389-402.
Rose, V & Thompson, L 2012, ‘ Space, place and people: a community development approach to mental health promotion in a disadvantaged community, Community Development Journal., vol. 47, pp. 604-611.
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Gather various assessment instructions that you or a colleague have used in the classroom or assessment and evaluation tools used in prior courses. Examples include commercially produced unit tests, teacher-created tests, rubrics, and portfolios.
Select three examples that you think represent both effective and ineffective assessment practices.
This is nursing education, you can use whatever examples you want as long as you have at least one example of an ineffective assessment practice and the other two can be effective assessment practices
Justify your analysis and offer suggestions in a 1,050- to 1,400-word paper.
Include a variety of materials including three or more journal articles to substantiate your analysis.
Format your paper consistent with APA guidelines.
SAMPLE ANSWER
Effective assessment practice
Assessment is an integral way that can be utilized by teachers in evaluating growth and the level of knowledge of a student. Assessments are a crucial element of the learning process. In nursing, classroom assessment enables the students to improve their knowledge. Assessment allows the teacher to analyze and gauge how the students are learning and to identify any students who are weak and require remediation. This paper explores different evaluation and assessment tools utilized in prior courses. Moreover, two effective assessment practices and one ineffective assessment practice are selected.
Assessment instructions or assessment/evaluation tools
Portfolios
Portfolios are understood as a collection of evidence for demonstrating attitudes, skills, knowledge, as well as achievements. A portfolio relies on a level of self-regulation, critical reflection, and writing skills on the part of the student; that is, the person who is being assessed. If a portfolio is employed as a tool for assessment, it has to be specific and clear (Green, Wyllie & Jackson, 2013). Nursing is a comparatively late adopter of portfolios considering that portfolios have been utilized in various professional disciplines in universities for several years for the purpose of encouraging reflective practice in students. In nursing, the portfolio could be utilized to assess student growth as well as professional and personal development, which could be assessed over time (Green, Wyllie & Jackson, 2013).
Rubrics
Graduate-level nursing students should have the ability to express concepts in writing as well as verbally. For a lot of learners, this would actually be an accumulative continuing process guided by the educators in every successive class. The instructors need to employ a tool that is capable of consistently evaluating and assessing the work of nursing students, whilst offering feedback. Scoring rubrics, as Truemper (2009) pointed out, do this by way of directing a nursing student towards areas requiring improvement, whilst also giving credit for the items which the nursing student has done correctly. Even though scoring rubrics have mostly be used by undergraduate students, they can greatly improve graduate nursing students’ ability in the areas of verbal and written communication (Truemper, 2009).
Teacher-created tests
These tests can be used by teachers in improving their instruction. Pannoni (2014) reported that educators can create and utilize meaningful assessments to improve their teaching of nursing students. Teachers should first create a blueprint of what they want to test prior to creating the examination. This is important as it would help educators understand the vital information that they have to test which would assist them in making instructional decisions. In addition, the educators should look at test results that would help them identify what the learners have learned and the areas where the students actually need improvements (Pannoni, 2014). Teachers in general never desire to wait until the year’s end when learners are required to do high-stakes tests like graduation examinations in order to find out that the learners did not understood the material. In the long run, this could also save time since the educator will not teach content which learners have mastered already (Pannoni, 2014). Educators need to bear in mind that assessments need to be utilized in measuring student growth and not simply to award another grade. For the educator, the goal must be to move all students forward from where they begin in the class (Pannoni, 2014).
Commercially-produced unit tests
The necessity to pass a commercially-produced standardized test as a requirement for the student to progress in nursing programs is an intensifying and growing trend. Given that the results of the tests could block the student from graduating or could make the student ineligible to take licensing examination for instance NCLEX, commercially-produced unit tests are actually high stakes. It is notable that issues surrounding high-stakes testing have in fact crystallized around licensure examinations predictive testing and the serious results or effects they have on decisions pertaining to student progression (Spurlock, 2009). Test results from commercially-produced unit tests could be helpful in different ways. For instance, they provide nursing students with information with regard to their knowledge relative to other nursing students countrywide using national forms. They also help faculty members to identify the weaknesses and strengths of the curricular (Spurlock, 2009).
Effective and ineffective assessment practices
Effective practices
Portfolio – In nursing education, the portfolio is emerging as an effective and efficient way that is used to evaluate professional development and program outcomes (Ryan, 2011). Electronic or e-portfolios can also be used – this refers to an electronic version of the portfolio. Electronic portfolios are suitable and useful for working with learners, especially when bearing in mind that most students nowadays are technology networked, techno-savvy, and wanting to complete their work exclusively by using computers (Green, Wyllie & Jackson, 2013). Advantages of creating electronic portfolios include personal benefits for instance easier storage, developing technology skills that are suitable for e-learning, increased capability of circulating copies, and encouraging portfolios that are more longitudinal and therefore career growth (Green, Wyllie & Jackson, 2013).
In addition, portfolios are of benefits since they allow a student to be accountable for and take control of their learning. Moreover, they also encourage self-reflection. Even so, issues have been reported such as the time period needed by both the assessor and the student, concerns with regard to confidentiality, the fact that portfolios might favour students who have better reflection and written skills, and confusion regarding the sorts of evidence to be incorporated in the portfolio. On the whole, researchers who have explored the acceptability of portfolios in nursing education have reported positive results (Green, Wyllie & Jackson, 2013). Rubrics: this tool plays a vital part in the broader nursing education teaching-learning process. Rigorous, modifiable rubrics are very important as they truly assess student learning objectives. In essence, they take into consideration learning objectives as well as the learning-teaching process, and support objective grading (Truemper, 2009).
Ineffective practice
Commercially-produced unit tests
Although tests results from commercially-produced unit tests could be of use in different ways, they should not be utilized in predicting NCLEX performance. Spurlock (2006) reported that demanding a fixed score for nursing students in order for them to graduate or to undertake the NCLEX exam in order to make sure that program pass rates remain at the levels set by the state board could really be detrimental to the nursing students who have passed every component of the nursing program successfully. Such learners might have no option except to undertake the exit exam over and over again until they attain the programs designated passing score. Lots of commercially-produced unit tests give individual student scores which are associated with a likelihood of passing the licensure examination NCLEX. Researchers have reported that whilst commercially-produced unit tests in most cases work well in recognizing high-performing learners who may actually pass the licensure examination NCLEX, they are significantly less accurate in recognizing individual learners who would not pass the licensure examination. This distinction in explaining the accurateness of a test is particularly vital when there are policies in place which serve to prevent nursing students’ progression or graduation (Spurlock, 2009). Nursing students who have suffered adverse consequences for failing on their commercially-available unit tests have initiated court proceedings against their nursing programs with the use of various legal bases. Common grounds might be as follows: educational malpractice, lack of due process, and violation of contract. For instance, nursing students have utilized the program handbook or college catalog, which could be seen as a contract between the learner and his or her school, as a crucial part of their legal defense. If the handbook or catalog never included policies regarding commercially-produced unit tests, plus the possible consequences for progressing, Spurlock (2009) stated that the nursing student can claim that the school violated the contract.
Conclusion
In conclusion, assessments are a vital constituent of the learning process in nursing education. The different assessment/evaluation tools that I have used include portfolios, rubrics, commercially-produced unit tests, and teacher-created tests. Out of this, the most effective ones are portfolios and rubrics. Scoring rubrics can really improve graduate nursing students’ ability in the areas of verbal and written communication. Portfolios are vital given that they allow a student to be accountable for and take control of his or her learning. Furthermore, they also encourage self-reflection. Commercially-produced unit tests are ineffective in assessment practice.
Reference
Green, J., Wyllie, A., & Jackson, D. (2013). Electronic portfolios in nursing education: A review of the literature. Nurse Education in Practice, 30(2013): 1-5
Ryan, M. (2011). Evaluating portfolio use as a tool for assessment and professional development in graduate nursing education. Journal of Professional Nursing, 27(2): 84-91
Pannoni, A. (2014). Three ways high school teachers can improve assessments. USNews.
Spurlock, D. R. (2006). Do no harm: Progression policies and high-stakes testing in nursing education. Journal of Nursing Education, 45(8), 297-302.
Truemper, C. M. (2009). Using scoring rubrics to facilitate assessment and evaluation of graduate-level nursing students. J Nurs Educ, 43(12): 562-4 https://www.ncbi.nlm.nih.gov/pubmed/15620071
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Berkshire Hathaway International Insurance Company
Abstract
Berkshire Hathaway International has succeeded in branching itself enormously since its beginning. The company started as a textile company, and currently is has been able to dominate almost every sector in the business world. The focus of this paper is to address the impacts that can result when a new CEO replaces Warren Buffett. The paper will address how the new CEO will ensure that the success of Berkshire Hathaway is sustained. The paper conclude by emphasizing that a succession plan is a crucial aspect to ensure that investments are fostered as well as making sure that subsidiary companies are controlled effectively. The succession plan will revolve around HR branding, selection for the future, and creating a culture for the future.
Introduction
Who will become the next CEO (chief executive officer) at Berkshire Hathaway remains one of the million-dollar questions being asked by many corporatists. This is after Warren Buffett (the now CEO of Berkshire Hathaway) announced in 2010 that his position will be succeeded by team composed of senior CEO and approximately four key investment managers. He critically pointed out that, the newly selected managing team would have each of its members being responsible for an impeccable part of the company’s investment portfolio (Avolio, Fred, & Todd 2009). By the fifth month after Warren announced the statement, Berkshire Company gave that Todd Combs, who was then manager at Hedge Fund Castle Point Capital, would become one of the investment managers. Four months later, the company suggested that the fifty years old Ted Weschler (from Peninsula Capital Advisors) would also join the team of investment managers. The bigger question was who was to become the CEO, and Warren gave a slight relief to most Americans by giving a suggestion that, the CEO had been internally chosen, but was publicly unnamed. This was a suggestion that received a lot of criticism from business analysts who contended that the succession plan by Buffett lacked an exit-strategy, and that it often leaves a firm with lesser long-term alternatives. Therefore, the critics try to recommend successful CEOs should not be allowed to choose their successors. Therefore, the following paper will engage in portraying how a succession plan for Berkshire should look like by discussing several issues involving business process. A flow chart demonstrating an organizational chart with possible development career paths from a low-/entry-level position will conclude the discussion.
Part 1
Berkshire Hathaway HR branding
Recruitment strategy
HR branding involve all those processes aiming at altering human resource practices of company such as training recruitment, and compensation to perfect succession planning. Based from the stressed indication that the next CEO will come from the top-most portfolio companies, the most indispensible recruitment strategy for this position as well as for the investment managers is the use of poaching. Poaching can only be perfected if referrals are used together. Already, candidates for the position of Berkshire Hathaway’s next chief executive embrace the leaders of GEICO, and BNSF BNSF, and Berkshire Hathaway Reinsurance,. Considering this factor, what remains is just to confirm the best among the three to succeed Buffett. Using referral on poaching, several qualitative aspects of the candidate will be given by those who know each one of them. Even before interviews are scheduled to capture the personalities of the candidates, getting their attributes from the board at Berkshire will guarantee that next CEO of the Berkshire Hathaway will be of the employee’ most preferred candidate (Sosik & Jung 2010). Borrowing from the fact that Buffett is one of the most inspirational leaders, the next CEO therefore ought to have extra personal values. Such characters as longevity, frugality, and benevolence can only be observed and given by those nearest to the person (candidate). These qualities, which have made Buffett, excel in insurance, selling cars, and selling houses ‘are needed by the incoming CEO to exemplify the same’ (Bennis & Joan 2010). The efficacy of poaching is that it reflects the generic skill set of an applicant, which is not specific to the company. Poaching is more readily productive to the apprentice model (which gives promoting somebody within the organization to CEO level) as it is disastrous in practice. This is because the former CEO keeps mentoring the new CEO. Bennis & Joan (2010) and Sosik & Jung (2010) gives that the apprentice model creates the impression that the new CEO is still incompetent to handle the position thereby undermining his authority. The other reason why poaching is the best recruitment strategy is that Berkshire Hathaway is changing its business to consumer branding. Berkshire Hathaway under Buffett’s management has been re-branding the energy companies, certain insurance holdings, and real estate brokerages using the Berkshire Hathaway name. Therefore, launching a consumer brand with a global target will attract celebrity endorsement. The rationale behind celebrity endorsement on Berkshire products is meant to assist consumers to absorb that the brand is all about borrowing some qualities from their celebrities.
Diversity and legal consideration
Although poaching seems to be the best strategy for recruitment at the Berkshire Hathaway for the excellent succession planning, the method most of the times lead to lack of diversity and management issues at the workplaces. This is because practices such nepotism, which is the preference for hiring a relative of the current employee and decrease diversity in an organization is felt. Diversity at Berkshire therefore should aim at getting the right candidate who can add intellectual diversity and cultural opulence to personal attributes correlated to the HR branding. This condition of non-diversity is most likely to develop at Berkshire Hathaway as it is projected that Buffett is more likely to pick his son (Howard Buffett) as his successor (Sosik & Jung 2010). Taking into focus that Warren is eying his son to be his successor, it might raise many legal issues. Therefore, legal considerations have to be put in place to promote diversity at Berkshire Hathaway as far as HR branding is concerned. Relevant employment laws and standards strive to ensure that human rights are protected at work places irrespective of color, race, religion, or any other personal attributes. The laws also aim at guaranteeing equal treatment of candidates during recruitment with outlining legal rights of employees.
It can be stressed that legislations does not necessarily entails compliance to the laws, but nurturing a culture of acceptance in the workplace. Therefore, any appointment and recruitment should be approved and welcomed by all the concerned parties. Considering that there are mild conflicts with Berkshire of who will be the next CEO and investment managers, legal considerations have to be taken with keen. The Employment Equity Act, for instance, can help Berkshire to see that it gets the right candidate to be the CEO of the company (Sosik & Jung 2010). Other ACTS that can work for Berkshire Hathaway comprises of Equality Act 2010, Work and Families Act 2006, and Equality Act 2006. These Acts unanimously gives provisions that underline the prohibition of discrimination in employment (comprising recruitment and selection methodology) to aspects of race, nationality, sexual orientation, and religion and belief. Talking about sexual orientation is a sensitive matter towards Berkshire HR branding. This is because it clearly gives that the next CEO will automatically be a man (Avolio, Fred and Todd 2009, p. 432). This is against legislation regarding recruitment, which prohibits such kind of selection. Both males and females should be treated fairly and equally. For that reason, Berkshire can attract and retain the best candidate who is most competitive during this process of HR branding. Moreover, to fulfill a responsibility to treat candidates ethically and confidentially, the company should make available a search environment that respects the dignity and rights of all people. Berkshire should also put aside all personal agendas, biases, or political statements to give a justified evaluation to each candidate. Taking into account there is rivalry at the company regarding the successor of Warren Buffett, all the recruitment members should disclose all conflicts of interest to each other. Berkshire Hathaway can only achieve its goal in getting the right candidate by its members representing the company as a whole rather than group stakeholder.
Part 2: Selecting for future legal and ethical concerns in succession planning development
Selecting for future entail consolidating those products from HR branding to a common pool where a company will have ample time to pick the next successors easily. A successful succession planning will promise that the board at Berkshire Hathaway will have a better understanding and absorption of the skills and competencies mandatory to lead the company. Apart from this importance, the board will also enjoy a massive position in deciding whether to choose an insider or an outsider to head the company. On top of that, succession planning will assist in determining the ideal qualifications that are needed one to be the next CEO of Berkshire Hathaway international (Bennis and Joan 2010). In short, a successful succession planning provides the board with insights in making informed decisions among prospects and dilates its portfolio of alternatives. However, legal and ethical issues arise during succession planning. One of the ethical issues that arises is that a lack of board preparedness.
The lack of board preparedness Bennis and Joan (2010) can be correlated to the emotions prevail during succession planning. By now, there are minor conflicts and disagreements over who will be the next CEO to succeed Warren Buffett. Although there is an announcement that the CEO has been determined, failure to name him has raised many confrontations between board members. Some of the board members feel that Warren is making his appointment based on emotions or feelings rather than on competencies. The board also suggests that Buffett might be silent all this period about his successor due to the main precipitation of his son becoming his successor. Warren Buffett on his side feels that immediately he leaves his position and hands it to another person, detrimental effects will prevail (Avolio, Fred and Todd 2009, p. 445). That is why he is reluctant to quit his position. The board has been trying acting in response to non-ending media pressures and financial analysts’ inquiry. Therefore, out of emotions, the members will end up choosing a famous person rather than engaging in a holistic examination of particular traits, experiences, and competencies related for the post.
The second ethical issue that can arise from succession planning is a critical lack of knowledge regarding what works and what does not work. This can be given by the actions of Berkshire Hathaway projecting that the next CEO will come out of their portfolio companies. These types of CEO are known as prior CEO. What the board believes is that prior CEOs have massive experience during their tenure as heads of other companies. The board also has in mind that prior CEOs have a perpetual excellence in creating shareholder value, and have already established communication connections with investors and security analysts. However, the ethical issue that can arise from such picking is that rather than prior CEO performs better as expected, they result to become worse and act no better. On the other hand, Bennis & Joan (2010) legal issues present themselves in succession planning. One of the legal issues involves employment contracts. In simple terms, any existing employment contract at Berkshire Hathaway must be honored to avoid any employment law disputes after succession. Considering that Berkshire is going to a management alteration, which is one CEO and three to four investment managers, it must take into considerations the provisions given in contracts. Another legal issue, which can also be mirrored in the mirror of unethical factor, is unlawful age discrimination. From a legal perceptive, succession planning should be based on merit. Avoidance of unlawful age discrimination promotes diversity. The tendency of companies filling their replacement with people based on gender race, and nationality can lead to allegations of discrimination.
Skills and talent for a CEO at Berkshire Hathaway
Getting the impeccable replacement for Buffet remains a difficult task for Berkshire Hathaway’s board to decide. Investors, suppliers, customers, and every member of the company focus on the outgoing Warren. Therefore, there is need to capture a CEO with outstanding qualities to perfect the position held by Buffett (Lombardo & Robert 2009). Not only should the board focus on getting the right candidate at this current time, but also to set grounds at which future leaders should encompass. The skills and talents for a successful succession planning should comprise both short and long-term objectives, but not on replacing position. One of the distinguished skills that can be also a talent is the ability to be innovative. This skill is needed in the long-term, as the world today is becoming more and more globalised. Taking into account that Berkshire Hathaway is turning to consumer brands, the next CEO ought to have the skills needed to market these brands in the form of celebrity endorsement as this has become the more stylish, recommended, and accepted forms of advertising consumer brands (Weldon 2008). The modern globalised business is characterized with ‘increasing inflation and robust technological improvement’ calling Berkshire Hathaway to be faced by the rapidly business setting (Birdi, Clegg, Patterson, Robinson, Stride, Wall & Wood). The next CEO and investment managers at Berkshire Hathaway must exemplify the skills and talent to innovate on a continuous basis and deliver a variety of characteristics in the upcoming consumer brands and services in the field of insurance and house as well as car selling. The CEO will demonstrate the skills to anticipate the future and design a set of unsullied methodologies to affectively and efficiently address change and realize profitability in the long-term.
Being an indispensible risk taker is another skill needed for the short term and long-term realization of Berkshire Hathaway international goals. This entails that the prospective CEO must exemplify the ability to calculate risks after engaging in a deep evaluation of probabilities correlated with the profit and losses’ realizations of the decisions made. The next CEO of Berkshire Hathaway must dance to the tunes of the company developing the quest of owning the full of a company. Failure to possess this skill will make the company to lag behind against its competitions (Birdi, Clegg, Patterson, Robinson, Stride, Wall & Wood 2008, p. 469). However, a point of concern is that the ability to take risks should not jeopardize the survival or the overall profitability of an organization, but should be twisted toward increasing the profits of a firm.
The most essential skill that guarantees that a CEO will be productive at this time and in the future is being optimistic by nature. Being optimistic by nature is itself a talent. A CEO therefore must demonstrate the ability to think outside the box and design and formulate strategies that can efficiently solve the problems faced by Berkshire Hathaway. At the same time, the optimistic CEO must inspire the juniors and struggle hard to get through harder times. The ability to take action goes hand in hand with being optimistic (Sosik & Jung 2010). This is because it is when chasing a positive impact that CEO results to unleash an action. Taking action entails taking timely calculated action based on environmental aspects at work. However, this skill is restrained to impulsiveness. Therefore, the next CEO or investment managers at Berkshire Hathaway must not be impulsive, and an action must be constructed after careful thought and analysis. On other explanation, the action should not only be designed strategically to address change, but also on accepting those strategies in a way that they collectively foster the profitability of the company.
The prospective CEO at all cost must exhibit communication effectiveness. No business whatsoever can excel if there exist no convivial communication between CEO, employees below him, investors, and customers. Therefore, a CEO must effectively demonstrate the ability to communicate effectively with fellow employees while at the same time expands ideas and suggestions put forward by his associates. Having excellent communication skills is being correlated to inherence. Birdi, Clegg, Patterson, Robinson, Stride, Wall & Wood (2008) argue that CEO must be an open-minded person with ideas, and accept proposals fronted by the team members, rather than entirely focusing on proposals designed only by him. Communication with diverse people such as investors and other varied stakeholders requires an excellence in vocabulary skills. Having excellent vocabulary promises effective communication with employees that have diverse cultural values as in Berkshire Hathaway.
Humility as well as controlled emotion forms one of the immaculate skills for an effective CEO. Although CEOs should be aggressive in achieving goals, it should not be extended in losing temper when unpleasant issues arise in an organization. Nevertheless, a CEO should not remain rigid in behavior and fall short in pointing out failures that may arise. In short, a CEO should be placed at equilibrium when emotions are on focus (Saba & Martin 2008). This means that the officer should not be angered by small mistakes, but on the other hand, the CEO should not be overexcited by small wins. Rather, the CEO should exemplarily know how to appreciate employees and head them toward the right direction, which ultimately allows them to achieve the corporate aim of Berkshire Hathaway.
How interviews will be conducted
Interviews for a CEO are distinct to those conducted to any other employee of an organization. This is because CEOs are the top-most employees to oversee the operations of a firm. Hence, a comprehensive interview that will address personality issues, cultural richness, and intellectual multiplicity should be enhanced. Getting an excellent CEO at Berkshire Hathaway can only be perfected if structured interviews are conducted. The benefit of conducting this type of interview is that it gives precision and accuracy. This is because the questions asked during the interview are connected to job-related competencies, thereby enabling prediction on the job performance of the candidates (Caldwell. Dixonl, Joe Jonathan & Gaynor 2012, p. 178). Berkshire also ought for a structured interview due to legal considerations associated with it as when they are conducted; they are more likely to be legally defensible. Asking the same questions to all candidates during the interview enhances objectivity. Fairness is also enhanced as one of the ethical considerations as finally consensus on a final evaluation is reached. The following steps give insights about how an interview should be conducted:
Before the interview-, the interviewer should decide what kind of questions to be asked during the interview. Job descriptions, competency profiles, as well as merit criteria should be reviewed at this step (Lombardo & Robert 2009). Information should be made available to the candidates before the interview, giving the location for the interviews, welcoming interviewees for the interview, and arrange matters of accommodation if needed.
During the interview-, the interviewer introduces the interviewer not limited to the format of the interview, expected questions, and recording of the responses. Follow-up questions should be used question after question to enable the interviewer to elicit more data necessary to assess the applicant’s qualifications (Sosik & Jung 2010). Thanking of the interviewee after the interview comes last at this step, as well as giving an opportunity for the interviewed person to ask question.
After the interview- interviewer (s) analyses each candidate’s performance against the qualifications required to perform at that position. By reviewing the responses, interviewers are able to reach a consensus that the best candidate fits the vacancy.
Job descriptions and the flexibility needed for succession planning
Job descriptions provide the flexibility needed for successful succession planning. Job descriptions aim at bringing together the right people and the right job in which possibilities are endless. One of the ways in which job descriptions lead to flexibility in succession planning is by providing comparative analysis. Job descriptions aim at getting the right person for the complete understanding of its supply chains. This can only be realized if the recruiters exhibit the availability of talents and through the organization’s ability to attract these talents. Another avenue in which job descriptions achieves flexibility in succession planning is by talent planning (Chopra & Kanji 2010). Job description has to make a company to be engaged in talent planning whether at division, a unit, or corporate level. Job description aims at retaining good talents in an organization because in the modern day scarcity of talent and cost prevails. The first part of talent planning is talent identification, which mainly deals with looking for skills and competencies necessarily for a transfer. The second part engages the combination of comparative analysis and talent identification to show that the more the scarcer a talent is, the more effort should be garnered to retain and train internally. The third part of talent planning that is an amicable factor in flexibility in succession planning is scenario planning, primarily indispensible to future planning. The more possible future directions given to managers, the more talents are identified and nurtured in a pool of talents (Cameron & Robert 2011). The third way in which job description leads to flexibility in succession planning is by the creation of a pool of talents. Because a company cannot be able to detect and establish what kind of talents it needs over a period, it needs to emerge itself in construction, maintenance, and modification of a pool of varied candidates with a variety of skills. Therefore, the three approaches will make sure that job description satisfy its role in making succession planning flexible.
Part 3: Establishing a Culture and Structure for the Future
Training programs that must be in place and will they be conducted by internal or external providers
After a company has selected the best for future, the remaining thing to do is to establish a culture that there is a repetition of such practice. This is done by considering such aspects as training programs, performance appraisals, and compensation methods. For Berkshire Hathaway, the type of training program depends on the position of the employee. Taking into focus that the trending topic now is on CEO and investment managers, the type of training needed is of concerned. Types of training programs that is appropriate for this group is leadership and management training programs. Leadership training programs will be most appropriate for the next CEO of the company. Having Warren Buffett as a mentor to the upcoming CEO will encompass internal training with internal providers. Internal providers will act as a supervisor to the new CEO to train him or her to identify employee-training needs. Management training programs are also mandatory to the new CEO. The coming CEO, if coming out of the portfolio company, has the skills on how to manage an organization (Connors & Smith 2011). What remains is just introduction to the existing HR departments at Berkshire Hathaway. Management training programs should be provided by internal providers to ensure that the newly recruited CEO have an orientation to the general Human Resources Department in order to continue with the already started succession planning.
How performance reviews can be used for succession planning and training?
Performance reviews, succession planning, and training are intertwined. What this point means is that performance review/appraisal provides a suggestion of employees with leadership prospective as well as with development demands. Therefore, a CEO at Berkshire Hathaway ought to develop programs and interventions, which either offers employees with training or an opportunity to regenerate their skills. Thus, Chopra & Kanji (2010) performance appraisal works as an input to succession planning by spotting those employees with varied or specific competencies that Berkshire Hathaway knows that it will need in the future due to actions of turnover or retirement. In addition, performance appraisal strives to highlight the external factors influencing the demand of new skills. One recommendation to perfect performance appraisal on succession planning is by standardizing the appraisal, to be reviewed, assessed, and analyzed to underline competencies and development demands across all departments at Berkshire Hathaway (Jones-Burbridge 2012, p. 47). On matters of training, performance appraisal gives the CEO with an indication of the gaps between training and development by giving specifics where employees are scoring low on matters concerning the misapplication of technology. This immediately becomes the target area for creation and implementation of training programs, which progressively strive to amplify employee competencies and output.
Which performance review methods would best support succession-planning strategies?
Future oriented performance appraisal method is best for succession planning strategies. One of the methods under this group is management by objectives, which predominantly rates performance against the achievement of goals set by management. It has an advantage of evaluating managerial positions as those of CEOs. Apart from management by objectives, psychological evaluation comes vital when the future target of a company like Berkshire Hathaway is concerned. It is normally done on terms of unstructured interviews, psychological tests, or a depth discussion with supervisors. This type of performance evaluation method majorly focuses on emotional, motivational, intellectual attributes affecting performance of employees. The final performance evaluation method that is useful in succession planning is 360-degree feedback (Martin & Lombardi 2009). The future of Berkshire Hathaway is very important and CEO can implement this method with summarizing performance information on an individual from such stakeholders as supervisors, peers, customers, and team members. The advantage of these appraisals is that every employee is an appraiser to his or colleague. Inter-personal skills, team building capabilities, and customer satisfaction are some of the attributes analyzed by 360-degree feedback.
Compensation strategy and succession planning
Apart from training, compensation strategy becomes one of the indispensable tools in succession planning. Compensation strategy helps to create the effective and competitive firm, and the wrong setting of it destroys a company within the shortest time possible. Direct financial compensation is the ultimate compensation strategy that can best suit succession planning. Increase in direct financial compensation help to induce employees to stay longer in a company. Pay on performance falls under this group and it calls for an increase performance (Lombardo & Robert 2009). Non-financial compensation strategy can also work best for succession planning. This is because, even though there is no monetary value connected to it, the employee feels appreciated by the company. Berkshire Hathaway, for instance, in implementing its succession plan, should create job responsibilities that hold importance to the employees. Employees on this type of scheme are provided with more autonomy as well as provision of prompt and constructive feedback to the employee.
How might affirmative action considerations affect training and development strategies?
A diversified workforce is known to be the one that comprise three principles: affirmative action, equal employment opportunity, and diversity. A company as Berkshire Hathaway will find its training and development strategies being affected by affirmative action considerations. Berkshire Hathaway may be compelled to observe affirmative action to create diversity at the workplace (Algera and Marjolein 2012). Affirmative action will force Berkshire to introduce more training or complex development strategies to accommodate affirmative action. Training and development strategies that can be used to train and develop male trainees cannot work the same to their female counterparts. Therefore, a diverse workforce means diverse training and development strategy (Luthans & Bruce 2009, p. 293). The process of hiring a strong pool of women, minorities, and people with disabilities calls for extensive training and development requirement. This is opposed to well-trained personnel who will only need orientation to the setup of an organization, and start working. Apart from training programs, follow up after training also become expensive when affirmative action is put into consideration.
Summary
Succession planning has been seen as the process by which a business prepares for the unknown future. The future can in some of the times be emergency as the when death of a CEO occurs or a CEO becomes disabled. Hence, there is need to nurture skills and talents and assemble them in a pool so that when such emergencies occur, a company is not caught unaware. Training of employees is very important, and above all, compensation strategy conquers all in motivating and retaining employees. What brings lagging behind in succession planning is the issue of affirmative action, which dictates equality to all people including people with disabilities and women. However, when a smooth succession planning is perfected, a company is promised development.
Berkshire Succession plan
Business and succession detail
Business name: Berkshire Hathaway international
Business structure: Corporation
Current Owner: Warren Buffett
Planned succession type: a CEO who will work together with four other investment managers will replace Warren Buffet. He will be partially removed from the business, and will act as a mentor to the new CEO.
Successor details: the successor will come from one of the portfolio companies. Another prospective successor of warren Buffett will be his son.
Succession timeframe: immediately
Restrictions: the successor will be restrained by Berkshire Hathaway’s principles and policies
Proposed organization structure
Warren Buffett’s successor (CEO)
Todd Combs (investment manager)
Ted Weschler (investment manager)
Vacant (investment manager)
Vacant (investment manager)
Donald Wurster Senior executive management
Randy Zuke (manager)
Bev ward (office manager)
Dick Dalzell (operation manager)
Rob Cunningham (director information and technology)
Forrest krutter (secretary)
Kevin Jackson (network support)
Jennifer Tselentis (assistant controller)
Joe Rieck (treasurer)
Joahnne Manhart (executive assistant tax and internal)
Rebecca Amick (director internal audit)
Skill retention strategies:
The new administration employees will be introduced in a concept of skill retention atmosphere by mentoring and coaching. Roles and responsibilities will be allocated on the type of skills one possesses. Performance appraisal will be done to ensure that current skills still match with the business.
Training programs:
The possible successors will be introduced to leadership and management training programs. External providers will be invited to add more skills on the ones acquired internally through coaching and mentoring. Rather than the company has one vice person, that four investment managers will replace position.
Analysis of the chart
CEO is the top-most officers who make decisions affecting the whole of the firm. In addition, they set goals for the firm and direct the company to achieve its goals on top of managing the daily-to-daily activities of the firm (Chopra & Kanji 2010). The best form of recruitment on this level is internal as due to succession planning, the person to succeed CEO is already chosen or projected. The type of skills and training required for the CEO is both leadership and management training. This form of training should be reinforced by communication skills to perfect the roles at this position.
Investment managers, on the other hand, have the responsibility to carry out the goals set by the CEO. They also have the mandate to assist and motivate the first line mangers to accomplish the objectives of the firm. Middle level managers still need leadership and management skills and training (Luthans & Bruce 2009). They can be poached from other firms or being promoted from first-line managers. Due to succession planning, middle level managers strive to become CEOs one day.
First level managers or first line managers foresee the daily management of line workers. They interact with employees on a daily basis and report to middle level managers. It is very advisable to do internal recruitment to first line managers. They can be promoted from line positions such as clerical and production levels. The production level comprises those employees who execute roles from first line managers. The best avenue to recruit members of this level is by external recruitment (Lombardo & Robert 2009). College recruitment, use of professional bodies, and use of Social media can be used to absorb the qualified personnel to do clerical and production jobs at this level.
Annotated bibliography
ALGERA, PUCK M., AND MARJOLEIN LIPS-WIERSMA. (2012). Radical Authentic Leadership: Co-creating the Conditions Under Which All Members of the Organization Can be Authentic. Leadership Quarterly 23/1: 118-131.
Abstract: Recently, in response to ethical challenges and loss of meaning within business, leadership theory and research has seen a proliferation of literature on ‘Authentic Leadership’. In this paper we argue that Authentic Leadership (AL), in the way it is currently theorized, is in danger of not reaching its stated objectives. We systematically address the “paradoxes” and shortcomings in current theory and suggest an extended focus Leadership Annotated Bibliography Page 18 of study. To do so, we draw on four existential authenticity themes: 1) inauthenticity is inevitable; 2) authenticity requires creating one’s own meaning; 3) authenticity does not imply goal and value congruence, 4) authenticity is not intrinsically ethical. We systematically pursue the implications of these themes for the future b of Authentic Leadership theory and propose a more radical form of AL in which the focus of study shifts from the individual leader to understanding the conditions under which all members of the organization behave authentically. We suggest this is more likely to achieve the objectives of Authentic Leadership theory. [Copyright by Elsevier]
AVOLIO, BRUCE, J., FRED, O. WALUMBWA., AND TODD, J. WEBER. (2009). Leadership: Current Theories, Research, and Future Directions. TheAnnual Review of Psychology 60/1: 421-449.
This review examines recent theoretical and empirical developments in the leadership literature, beginning with topics that are currently receiving attention in terms of research, theory, and practice. We begin by examining authentic leadership and its development, followed by work that takes a cognitive science approach. We then examine new-genre leadership theories, complexity leadership, and leadership that is shared, collective, or distributed. We examine the role of relationships through our review of leader member exchange and the emerging work on followership. Finally, we examine work that has been done on substitutes for leadership, servant leadership, spirituality and leadership, cross-cultural leadership, and e-leadership. This structure has the benefit of creating a future focus as well as providing an interesting way to examine the development of the field. Each section ends with an identification of issues to be addressed in the future, in addition to the overall integration of the literature we provide at the end of the article. [ABSTRACT FROM AUTHOR]
BENNIS, W., AND JOAN, G. (2010). Learning to Lead: A Workbook on Becoming a Leader. Philadelphia, PA: Basic Books.
Leading an organization is different from managing it. Managers want to be efficient. Leaders want to be effective. If you want to develop your leadership skills, the first step is Learning to Lead … Using wisdom from the world’s best leaders, helpful self-assessments, and dozens of one-day skill-building exercises, Learning to Lead invites you to discover the joy of leadership”. From www.Amazon.com
BIRDI, K., CLEGG, C., PATTERSON, M., ROBINSON, A., STRIDE, C. B., WALL, T. D., & WOOD, S. J. (2008). The impact of human resource and operational management practices on company productivity: A longitudinal study. Personnel Psychology, 61, 467‐501.
Authors investigated the merits of human resource and operational management practices with 308 companies over 22 years.
Empowerment positively impacts organizational productivity, as well as the adoption of teamwork and extensive training (beyond simply job training).
Operational practices (e.g., TQM) did not did not relate to organizational productivity.
CALDWELL. CAM, ROLF, DIXON., LARRY FLOYD., JOE CHAUDOIN., JONATHAN, POST. AND GAYNOR, CHEOKAS. 2012. “Transformative Leadership: Achieving Unparalleled Excellence.” Journal of Business Ethics 109/2: 175-187.
The ongoing cynicism about leaders and organizations calls for a new standard of ethical leadership that we have labeled ‘transformative leadership.’ This new leadership model integrates ethically-based features of six other well-regarded leadership perspectives and combines key normative and instrumental elements of each of those six perspectives. Transformative leadership honors the governance obligations of leaders by demonstrating a commitment to the welfare of all stakeholders and by seeking to optimize long-term wealth creation. Citing the scholarly literature about leadership theory, we identify key elements of the six leadership perspectives that make up transformative leadership. It also suggest leaders who exemplify each perspective, describe the ethical foundations and message of each perspective, and offer ten propositions that scholars and practitioners Leadership Annotated Bibliography Page 6 can use to test the dimensions of this new transformative leadership model. [ABSTRACT FROM AUTHOR]
CAMERON, KIM, S., AND ROBERT E. QUINN. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. San Francisco: Jossey-Bass/John Wiley & Sons.
The Third Edition of this key resource provides a means of understanding and changing organizational culture in order to make organizations more effective. It provides validated instruments for diagnosing organizational culture and management competency; a theoretical framework (competing values) for understanding organizational culture; and a systematic strategy and methodology for changing organizational culture and personal behavior. New edition includes online versions of the MSAI and OCAI assessments and new discussions of the implications of national cultural profiles.
CHOPRA, PARVESH, K., KANJI, GOPAL, K. (2010). Emotional intelligence: A Catalyst for Inspirational Leadership and Management Excellence. Total Quality Management & Business Excellence 21/10: 971-1004.
Although a centuries-old phenomenon, emotional intelligence has received an enormous amount of attention and popularity in various academic and non-academic circles during the last two decades. Emotionally intelligent abilities, capacities and skills are increasingly becoming significant and inevitable almost in all works of life ranging from effective leadership, building teams, to the globe-spanning network of communication, development of human potential and performance, social skills and economic and political life. In this dynamic and complexly integrated international economic system, tomorrow’s leaders will have to facilitate others to develop their own leadership, skills, and potential with the help of emotional intelligence. Nevertheless, there still exists continuing debate among researchers pertaining to the best method for measuring this construct of emotional intelligence. Keeping this in view, the present paper aims to introduce a new measure, based on a holistic and system modeling approach, to conceptualize and measure the phenomenon of emotional intelligence. It develops, constructs, and validates a model that conceptualizes and measures the phenomenon of emotional intelligence by constructing and using a latent variable structural equation model within the certain boundaries of the psychosocial system. It will provide us with a measurement or index of emotional intelligence at individual level. An emotional intelligence index will indicate the extent to which a particular individual or a group of people is emotionally intelligent and which areas lack this intelligence, if any. Strengths and weaknesses of various components of the model will also indicate characteristics at a certain level in order to pinpoint what exactly an individual or group of individuals requires to improve its emotionally intelligent capabilities. [ABSTRACT FROM AUTHOR]
CONNORS, ROGER., AND TOM, SMITH. Change the Culture, Change the Game. (2011). (Roger Connors & Tom Smith.)
Based on an earlier book, Journey to the Emerald City, this fully revised installment captures what the authors have learned while working with the hundreds of thousands of people on using organizational culture as a strategic advantage.
JONES-BURBRIDGE, JO ANN. (2012). Servant Leadership. Corrections Today 73/6: 45-47.
Participants usually walk away with an awareness of the values of servant leadership and develop skills to practice the principles of servant leadership. Since research has shown that servant leadership actually works for individuals and for group settings, how does one ask followers and subordinates to display the characteristics of a servant leader? […] the notion of servant leadership has evolved over time to mean that the servant leader not only cares about what he or she does, but also about his or her followers.
MARTIN, K., SABA, J. & LOMBARDI, M. (2009 December). The 2009 HR Executive’s Agenda: Driving Business Execution and Employee Engagement. Aberdeen research report available online at www.Aberdeen.com
The data from this report is a compilation of surveys and interviews with more than 400 HR Executives and line of business managers. This report compares Best‐in‐Class companies, which is based on employee performance, engagement and retention, to Laggards in those areas. Some highlights include:
42% of Best‐in‐Class (BiC) organizations expect a budgetary increase for HCM (includes processes, programs, and technology) in 2009.
BiC are 55% more likely than all other organizations to anticipate a budgetary increase for HCM in 2009.
Core competencies have been defined for all job roles in 59% of BiC compared to only 26% of laggards.
79% of BiC formally review or assess the effectiveness of the organization’s HCM strategy at least once a year compared to 55% of laggards.
48% of BiC utilize executive/leadership development services compared to 28% of laggards.
LOMBARDO, MICHAEL, M., AND ROBERT, W. EICHINGER. (2009). FYI: for Your Improvement: A Guide for Development and Coaching, 5th ed. Los Angeles, CA: Korn/Ferry Company.
FYI For Your Improvement™ 5th Edition is an easy-to-use development tool that features a chapter of actionable tips for each of 67 Leadership Architect® Competencies, 19 Career Stallers and Stoppers and 7 Global Focus Areas. (PUBLICATION ABSTRACT)
LUTHANS, FRED AND BRUCE J. AVOLIO. (2009). The Point of Positive Organizational Behavior. Journal of Organizational Behavior 30(2): 291-307.
SABA, J. & MARTIN, K. (2008 October) Succession Management: Addressing the Leadership Development Challenge. Aberdeen Group research report available online at www.Aberdeen.com
This report was compiled from a survey of over 310 organizations looking at how they develop their leadership pipeline and how they implement best practices to improve leaders in key positions. The study breaks the participants into 3 specific groups (Best‐in‐Class, Average, and Laggards) based on Percentage of key vacancies filled by internal candidates, job performance successors, bench strength, and employee engagement.
Best‐in‐Class organizations are 40% more likely to focus on developing a leadership pipeline across all levels of the organization.
Best‐in‐Class are 64% more likely than the industry average and more than twice as likely as laggards to have a formal process for identifying high potential workers.
59% of Best‐in‐Class organizations have established clear linkages between leadership development programs and overall business objectives.
Best‐in‐Class organizations are 178% more likely than other organizations to utilize gap analysis or competency variance tools to compare candidates when determining promotion readiness.
SOSIK, J.J. AND JUNG, D.I. (2010). Full range leadership development: pathways for people, profit, and planet. New York: Psychology Press.
The Full Range Leadership Development (FRLD) model has become the premier leadership research paradigm. This book is written with the objective of demonstrating how ordinary people in all walks of life have used FRLD to achieve extraordinary results of developing people to their full potential, boosting company profits, and creating sustainable business practices. [FROM PREFACE]
WELDON, D. (2008 August) Strategies in Workforce Planning: Using Talent Acquisition and Performance Management Programs to Meet Tomorrow’s Business Needs. Aberdeen Group Research Report available online at www.Aberdeen.com
The data in this report was compiled from survey responses from over 200 organizations from various industries and geographies. The organizations were broken into 3 classes (Best‐in‐Class, Average, and Laggard) based on employee retention, workforce capacity utilization, employee performance, and skills ability.
Best‐in‐Class companies are two times more likely than Laggards to form partnerships with local colleges, universities, and other training institutions to help develop worker’s skills and capabilities.
71% of Best‐in‐class companies understand the core competencies required in key job roles compared to 55% of industry average companies.
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there are 3 case studies. I prefer to do case study 1. please find attached information. you need to follow marking criteria(assessment task 2) on page number 15-16 of unit outline. for my university database, just google, acu leo page and login with details as follows :I normally use CINAHL database, or MEDLINE. REference style APA. font size 12, double spaced line.
Password : ranokiran.
SAMPLE ANSWER
Medicine case study
Q.1. Congestive cardiac failure due to digoxin toxicity
Causes: Congestive cardiac failure (CCF) is caused by conditions that damage the cardiac muscle. This includes cardiac complications such as coronary artery disease (CAD) which causes the arteries to be blocked or narrowed severely; affecting the circulation of blood. Other disorders associated with overworking of the heart such as hypertension, cardiomyopathy, diabetes and kidney diseases are leading causes for congestive heart failure. In this context, Sharon McKenzie causes of congestive cardiac failure are attributable to digoxin toxicity. This could have deteriorated his renal function due to the electrolyte disturbances and hypertension. Additionally, digoxin toxicity also caused the alterations in heart rate and rhythm, irregular respiratory rate that had crackles in both lungs (Hosenpud & Greenberg, 2013).
Incidence: CCF is a lethal disease that affects about 3.5 million people by 2007-08. Despite the technological advancement, CCF is still the leading cause of death in Australia; and the most expensive accounting close to $5.2 billion. One of the key causes for CCF is digoxin toxicity which accounts for 10-20% of patients who are on long term use of digoxin therapy- more common among the elderly (National Heart foundation of Australia, 2011).
Risk factors: Digoxin toxicity risk factors vary with individuals attributes. To start with, individuals use of diuretics –the stronger the diuresis effect of furosemide the greater the risk for digoxin toxicity. This is also influenced by individual’s ability to regulate electrolyte disturbances. Other risk factors include age due to age related kidney and thyroid complications. CCF due to digoxin toxicity is also influenced by the concomitant medications such as herbal remedies taken by the patient which increases the concentration of the serum digoxin (Hosenpud & Greenberg, 2013).
Impact on the family and the patient: Other than the physical impact, the patient may become psychologically affected and could feel like their dignity is reduced- particularly when they have to become dependent on other people. The major impact of CCF to the family is financial burden. Although there is no precise data existing on the economic burden of the disease at family level, a rough estimate indicated that approximately $411 million is spent annually to cater for hospitalization costs and nursing home costs. The family members are psychologically affected to see their loved ones suffer. In most cases, the family members may undergo grief period because they fear that their loved ones could die- especially if the person is aged. The CCF patient needs care all the time, which could be a challenge, especially if the family members are working ((National Heart foundation of Australia, 2011).
2. CCF pathophysiology
Signs & symptoms
Pathophysiology
Shortness of breath and increased heart rate
This is a systemic response aimed at compensating hearts inability to pump blood. This response is aimed at increasing the cardiac output and stroke volume. This is mainly due to calcium overload which affects the afterload, which further affects cardiac contractility resulting to increase in myocardial expenditure causing myocardial cell apoptosis; this causes heart failure (Patel & Deoghare, 2015).
Increased fatigue & Chest pain radiating from the body
Increased fatigue is due to reduced blood supply to the vital body organs. The chest pain is an indicator of heart attack, which could result to due structural changes in the cardiac muscle (Patel & Deoghare, 2015).
Swelling of the periphery organs- ankles, feet legs
This is due to activation of the norepinephrine which results to augmentation of the myocardial contractility. This causes activation of renin-angiotensin- aldosterone system (RAAS) and the sympathetic system; making neuro-humoral adjustments that are required for maintaining arterial pressure and perfusion (Patel & Deoghare, 2015).
Wheezing and cough that comes with crackles congested lungs
Additionally, the activation of RAAS causes fluid retention. The fluids retained are collected in vital body organs such as the lungs, making the lungs get congested. This causes the crackles and wheezing sounds (Patel & Deoghare, 2015).
Changes in skin colour
Indicates that the body is depleted off oxygen. This is because the heart is unable to adequately supply the oxygen demand (Patel & Deoghare, 2015).
3 Common classes of CCF drugs
Cardiac glycosides have been used to treat CCF for over 3000 years. This group comprises of Digitoxin (crystodigin), Deslanoside (Cedilanid-D) and Digoxin (Lanoxin). The natural extracts main mechanism of action is by increasing the pressure for cardiac contraction. Cardiac glycosides increase the concentration of intracellular electrolytes- mainly sodium- using Na+ K+ ATPase; an enzyme that cleaves ATP to ADP. The energy releases from this metabolic hydrolysis drives the Na+ K+, thereby increasing the force and the the velocity of the muscle contraction. The second mechanism is through the rise in intracellular calcium. The rise in calcium ions also increases the contraction velocity and force. Consequently, the heart rate is slowed, increased filling volumes because contraction is stronger/ greater, the velocity of the AV node conduction is reduced and the AV nodal refractory duration is increased. However, these drugs side effects include EKG changes, anorexia, vision disturbances and headaches (Katz & Konstam, 2012).
Angiotensin Converting Enzyme Inhibitors (ACE inhibitors) drug group members include Captropril (Capoten), Lisinopril (Prinivil) and Enalapril (Vasotec). The ACE inhibitors main mechanism is through regulation of the blood pressure using Renin Angiotensin Axis. Renin is produced by kidney and released to the blood when Bp is low. Once released in blood, it is converted to angiotensin I, then to angiotensin II- which is potent vasoconstrictor. Angiotensin II causes vasoconstriction and causes disturbances in the homeostasis balance causing water retention. High blood pressure resulting due to vasoconstriction results to the overload of the left ventricle, and if untreated the ventricle will fail. ACE inhibitors work by blocking the conversion of Angiotensin I to II, by inhibiting the enzymatic activity of the enzyme responsible for the conversion, this way; it reduces he systemic blood pressure and consequently improves the the cardiac function. The reduced blood pressure lowers the oxygen demand by the myocardial, reduces the preload and afterload. Other studies indicate that ACE inhibitors also work by widening the blood vessels, thus improves the blood flow reducing the work load of the heart and thereby reducing the blood pressure. However, there are side-effects include distress in the gastro intestines, dizziness and skin rashes (Katz & Konstam, 2009).
4. Nursing care interventions for CCF digitalis toxicity
Despite the advancement in CCF management, digoxin toxicity is reported. In this case study, it is most likely that the patient was prespribed a dose that is high than the renal function. The main post admission nurse intervention is to a) stop digoxin toxicity, b) control disease symptoms, and c) monitor the patient’s levels of digoxin. In this context, the nurse must assess the severity of the toxicity. The nurse should also assess the etiology of the toxicity i.e. is it accidental ingestion of more than recommended dosage, was the overdose deliberate or is is due to reduced metabolism of the digoxin due to drug interaction or due to other prevailing medical complications such as diminished renal function. Other factor that must be put into consideration is the patient age, ECG changes, the chronicity of the intoxication and patient’s medical history. The findings from this assessment will guide the nurse when making clinical decision on the treatment (Wang Et al., 2010).
To stop the toxicity, the patient will have to be discontinued from taking the digoxin therapy. Instead, the patient will be given digoxin fab fragments to reduce the toxicity. In some cases, activated charcoal can be used for an acute overdose. The patient results indicate the possibility of renal failure; the best approach is to administer binding resin, which has been found. Other supportive care includes hydration of the patient using IV fluids, support of the ventilator function using oxygenation. Potassium supplements can be used to raise the potassium supplements. The nurse should continue monitoring the digoxin levels until the ideal levels for digoxin (0.5-0.8ng/ML is reached. Simultaneously, other function such as renal function and potassium levels should be done. Calcium and magnesium supplements should be used to correct the electrolyte imbalance. If the patient is acidotic, sodium bicarbonate can be administered to reduce hypertension, the patient should be treated using other groups of medicines including ACE inhibitors. This remedy reduces vasoconstriction and fluid retention (Yang Et al., 2012).
The patient should indicate relief of symptoms. The nurse will ensure that toxicity symptoms such as shortness of breath, irregular heartbeat and peripheral oedema are reduced. The nurse will monitor the apical-radial pulse after every medication administration in order to monitor changes in cardiac rhythm. Additionally, patient serum level will be monitored regularly to determine the therapeutic activity on toxicity. This will include monitoring the levels of magnesium, calcium, potassium and creatinine. From the report findings, the nurse can evaluate the effectiveness of the medical intervention. The patient should be discharged only when the expected outcome (relief of the symptoms and reduction of digitalis toxicity) is achieved (Wang Et al., 2010).
To prevent toxicity in the future, there is need to regularly monitor the levels of digoxin in the blood. Additionally, the patient and their family should be empowered to ensure that they are aware of indicators of digitalis toxicity. The patient should be encouraged to reduce stress, have adequate sleep, regular exercise and eat balanced meal, particularly the Mediterranean diets. The patient should be instructed to report any changes in their body such as depression, weakness, vomiting or general body weakness (Wang Et al., 2010).
References
National Heart foundation of Australia. (2011). 2011 addendum to the National Heart Foundation of Australia/Cardiac Society of Australia and New Zealand guidelines for the management of acute coronary syndromes (ACS) 2006. Heart, Lung And Circulation, 20(8), 487-502. doi:10.1016/j.hlc.2011.03.008
Hosenpud, J., & Greenberg, B. (2000). Congestive heart failure; pathology, diagnosis and comprehensive approach to management. Philadelphia: Lippincott Williams & Wilkins.
Katz, A., & Konstam, M. (2009). Heart Failure: epidemiology, molecular biology and clinical management. Philadelphia: Lippincott Williams & Wilkins.
Patel, C., & Deoghare, S. (2015). Heart failure: Novel therapeutic approaches. Journal Of Postgraduate Medicine, 61(2), 101. doi:10.4103/0022-3859.153104
Wang, M., Su, C., Chan, A., Lian, P., Leu, H., & Hsu, Y. (2010). Risk of digoxin intoxication in heart failure patients exposed to digoxin-diuretic interactions: a population-based study. British Journal Of Clinical Pharmacology, 70(2), 258-267. doi:10.1111/j.1365-2125.2010.03687.x
Yang, E., Shah, S., & Criley, J. (2012). Digitalis Toxicity: A Fading but Crucial Complication to Recognize. The American Journal Of Medicine, 125(4), 337-343. doi:10.1016/j.amjmed.2011.09.019
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My Topic : Communicating in a multi-generational workforce
Hook: (you need a “wow statement” that meets the 85% rule – see the librarian while here
Anchor: (you need a number to demonstrate a problem exists that meets the 85% rule).
The general business problem is each generation has an unique preferred communication/motivational style challenging supervisors of multi-generation workers.
The specific business problem is some managers have little information on strategies to use to motivate each generation.
Purpose statement.
The focus of this qualitative multi-case study is to explore strategies that managers use to motivate a multi generation work force. Data will be collected from 3 HR managers in XXX (city, state) that have successfully motivated a multi generational workforce. The data from this study might contribute to social change by increasing productivity and workplace communications.
Research question: What communication strategies can managers of a multi generational work force use to motivate employees?
Assignment
Page 1
Abstract
[Doctoral Study Title]
by
[your official name]
MS, [university], 200X
BS, [university], 200X
Doctoral Study Submitted in Partial Fulfillment
of the Requirements for the Degree of
Doctor of Business Administration
Page 2
Background
Text begins here. The purpose of the background is to introduce the topic and problem you will address. You want to briefly indicate why the problem deserves new research. More important, the doc study must address applied research so you will want to identify the need to solve an “applied” business problem. The goal of this section is to encourage readers to continue reading, to generate interest in the study, and provide an initial frame of reference for understanding the entire research framework.
The Background” can be effectively accomplished in no more than one page; brevity and clarity is essential. The “Review of the Literature” will provide a more detailed discussion on the literature pertaining to the topic/problem. Immersing your self in the literature on your topic/problem is crucial to uncovering a viable business problem. Do not underestimate the importance of the literature in aiding identifying a viable business problem.
The research topic is broad in nature; do not narrow the focus to quickly. You want to give the reader, especially those not familiar with the topic, time to get familiar with the topic. Transition the reader to a more a concise presentation of the specific business topic/problem under study. This component focuses on identifying why the study is important, how the study relates to previous research on the topic/problem, and Background
Text begins here. The purpose of the background is to introduce the topic and problem you will address. You want to briefly indicate why the problem deserves new research. More important, the doc study must address applied research so you will want to identify the need to solve an “applied” business problem. The goal of this section is to encourage readers to continue reading, to generate interest in the study, and provide an initial frame of reference for understanding the entire research framework.
The Background” can be effectively accomplished in no more than one page; brevity and clarity is essential. The “Review of the Literature” will provide a more detailed discussion on the literature pertaining to the topic/problem. Immersing your self in the literature on your topic/problem is crucial to uncovering a viable business problem. Do not underestimate the importance of the literature in aiding identifying a viable business problem.
The research topic is broad in nature; do not narrow the focus to quickly. You want to give the reader, especially those not familiar with the topic, time to get familiar with the topic. Transition the reader to a more a concise presentation of the specific business topic/problem under study. This component focuses on identifying why the study is important, how the study relates to previous research on the topic/problem, and Background
Text begins here. The purpose of the background is to introduce the topic and problem you will address. You want to briefly indicate why the problem deserves new research. More important, the doc study must address applied research so you will want to identify the need to solve an “applied” business problem. The goal of this section is to encourage readers to continue reading, to generate interest in the study, and provide an initial frame of reference for understanding the entire research framework.
The Background” can be effectively accomplished in no more than one page; brevity and clarity is essential. The “Review of the Literature” will provide a more detailed discussion on the literature pertaining to the topic/problem. Immersing your self in the literature on your topic/problem is crucial to uncovering a viable business problem. Do not underestimate the importance of the literature in aiding identifying a viable business problem.
The research topic is broad in nature; do not narrow the focus to quickly. You want to give the reader, especially those not familiar with the topic, time to get familiar with the topic. Transition the reader to a more a concise presentation of the specific business topic/problem under study. This component focuses on identifying why the study is important, how the study relates to previous research on the topic/problem, and Background
Text begins here. The purpose of the background is to introduce the topic and problem you will address. You want to briefly indicate why the problem deserves new research. More important, the doc study must address applied research so you will want to identify the need to solve an “applied” business problem. The goal of this section is to encourage readers to continue reading, to generate interest in the study, and provide an initial frame of reference for understanding the entire research framework.
The Background” can be effectively accomplished in no more than one page; brevity and clarity is essential. The “Review of the Literature” will provide a more detailed discussion on the literature pertaining to the topic/problem. Immersing your self in the literature on your topic/problem is crucial to uncovering a viable business problem. Do not underestimate the importance of the literature in aiding identifying a viable business problem.
The research topic is broad in nature; do not narrow the focus to quickly. You want to give the reader, especially those not familiar with the topic, time to get familiar with the topic. Transition the reader to a more a concise presentation of the specific business topic/problem under study. This component focuses on identifying why the study is important, how the study relates to previous research on the topic/problem, and gives the reader a firm sense of what your study is going to address and why. Include a transition statement that leads to problem statement that will provide more specificity regarding the problem.
A well-written transition signals a change in content. It tells your reader that they have finished one main unit and moving to the next, or it tells them that they are moving from a general explanation to a specific example or application. A transition form the background to the Problem Statement is often as brief as one sentence, as follows: The background to the problem has been provided: The focus will now shift to the problem statement. Tip: Many potential business topics/problems can be found in the “Area for Future Research” section of most peer reviewed journal articles.
Page 3
Problem Statement
Text goes here: The problem statement must include four specific components to include the (a) hook, (b) anchor, (c) general business problem, and (d) specific business problem. More important, ensure the problem statement reflects a business problem. You must ensure you map to the rubric requirements. Please review the training video developed by the DBA methodology team before you rework your problem statement. It will help add clarity and save you time. This is the most critical component of the doctoral study and will be highly scrutinized in the review process.
Although the rubric states a maximum word count of 150, the Problem Statement can be effectively written in four sentences; one for each of the four specific components. Do not include any explanatory, prescriptive, or causative information. Often times individuals try to explain the cause of the problem, correlates of the problem, antecedents of the problem, moderators and mediators of the problem, etc. This is not appropriate for the Problem Statement; simply state the problem! The Problem Statement is a concise depiction of the problem. However, it carries a big message; that of substantiating the need for the study.
Page 4
Purpose Statement
Text begins here. The Purpose Statement of the study clearly describes the intent/focus of the investigation. The statement should be crafted into a mini story (200 words) that includes the following six elements (in paragraph format):
• Research method is identified as qualitative, quantitative, or mixed.
• Research design is clearly stated (i.e. case study, phenomenological, etc.).
• Research variables (if a quantitative or mixed method) are briefly identified: independent, dependent (experimental study), or a correlation (relationships, comparison).
• Specific population group of study is identified.
• Geographic location of study is identified.
• Contribution to social change is described.
Page 5
Research Question
Text begins here. Identify the research question that will guide the study. Do not include interview questions in this section.
Theoretical or Conceptual Framework
Text begins here. In quantitative studies, the theoretical framework, or in qualitative studies, the conceptual framework, illustrates which ideas from the literature ground the research being conducted. You will be presenting your conceptual framework. Theoretical/conceptual frameworks are bodies of knowledge that help to explain and predict phenomena and show how the study will be related to existing knowledge. Some sample conceptual frameworks include (a) systems theory, (b) disruptive innovation theory, and (c) transformational leadership theory. Be sure to (a) name the conceptual framework (b) name the theorist (if applicable), (c) list key concepts of the conceptual framework, (d) identify any key propositions, and (e) identify application to your study.
Significance of the Study
Text begins here. Discuss why the study is of value to business. Discuss how the study may contribute to effective practice of business. Identify how the results might contribute to social change.
page 6
References
Insert References here. Examples of some common types of references follow; see APA 6.22 and Chapter 7 for more details.
These sample entries are tagged with the “APA Reference” style tag, which means the line spacing and hanging indent are automatic. Apply the “APA Reference” style tag to your entries.
Pay special attention to italics, capitalization, and punctuation. The style tag does not govern those aspects of the entry.
Print periodical (journal)
Author, A. A., Author, B. B., & Author, C. C. (1994). Title of article. Title of Periodical, xx, xxx-xxx.
Online periodical (journal)
Author, A. A., Author, B. B., & Author, C. C. (1994). Title of article. Title of Periodical, xx(x), xxx-xxx. doi:xxxxx
Nonperiodical (book)
Author, A. A. (1994). Title of work. City of Publication, ST: Publisher.
Chapter in a book
Author, A. A., & Author, B. B. (1994). Title of chapter. In A. Editor, B. Editor, & C. Editor (Eds.), Title of book (pp. xxx-xxx). City, ST: Publisher.
****the assignment should be a total of 8 to 9 pages !!!
rubic ( will be attaching it shortly)
The Publication Manual of the American Psychological Association, sixth edition, Chapter 7 includes numerous examples of reference list entries. For more information on references or APA style, consult the APA website or the Walden Writing Center website
SAMPLE ANSWER
Abstract
In the recent past, there has been an increase in the multigenerational workforce and this has complicated communication in the workforce. This qualitative paper explores the strategies that managers use to explore and motivate a multigenerational workforce. This study will employ the use of qualitative study with the use of the case study to analyze the research question related to communication in multigenerational workforce. The results from this study are important for businesses as it will be used to contribute to social change by increasing productivity and workplace communications.
Background
According to Armstrong (2008), human resource is an important aspect in the management of any organization due to the fact that they have a direct impact on the success of the business or organization. Therefore, it is important to recognize the significant impact played by the HRM. Innovation in the human resource management in the recent past has called for further studies that can be used to improve the nature of workplace (Brown, 2012). Globalization of business organization has therefore enacted policy issues and has brought more people that differ in their generational background. Expanding generational differing qualities is bringing on requesting for a change in the way by which the superintendents must deal with their HR (Jora & Khan, 2014). The current working environment is experiencing critical changes that present open doors and difficulties in equivalent measure. According to Brown (2012), one of the difficulties realized multi-generational workforce is correspondence among the diverse age fragments. The current American multi-generational workforce compasses four eras, with each having their own particular perspectives and needs. Accordingly, the chief of today confronts a progression of difficulties that debilitate the smooth running of their associations (Jora & Khan, 2014). In such manner, just associations that grasp generational contrasts in correspondence, methods for accomplishing things and methods for correspondence are certain to flourish.
Past studies have majorly taken a gander at methods for drawing in a multigenerational workforce, without narrowing down to the specifics, for example, correspondence. Compelling correspondence among the multigenerational workforce is discriminating in captivating the different representatives and guaranteeing that they are centered around their outcomes (Hiriyappa, 2009). The past homogenous human capital administration may not work successfully for the current various partners in the working environment (Rajput, Marwah, Balli, & Gupta, 2013). Correspondence give the methods by which execution desires are situated, connections created, coordinated effort are empowered, and trust develops inside a multigenerational workforce. Cekada (2012) contends that striking the right adjust among the workers is key in guaranteeing that the needs of every last one of representatives are met.
This study will inspect how the correspondence among the multigenerational workforce can be a test and what could be possible to address the circumstance. This study is exceptionally huge in as it will empower the associations to handle the correspondence weight from among the multigenerational workforce, which has a tendency to grow with time. In addition, this study will give vital bits of knowledge by which the administration can influence the quality of every era of their human capital to exploit their multigenerational workforce.
Problem Statement
In the work places many generations have been working side by side inclusive of the younger and older generations that have resulted in the establishment of the middle generations that holds most of the management roles and the older generations. This older generations is inclusive of executives who are 30 and 40years in their own careers (Whitacre, 2007). The distinction of all the age groups are evident in their own generational differences and if not highly considered they are supposed to put high considerations to reduce any friction that results from misunderstanding between colleagues and bosses.
Baby boomers, generation W and generation X all sit in the same office under the new modern work places implying that there is no great difference between this age and past years (Soto & Lugo, 2013). Generation W is comprised of people who are quickly approaching college age and within no time they will be approaching the age of the working class and thus will mean that generation office will be the new norm. The integration of the new workers is the challenge that has to be put in higher considerations of ensuring that the best is done with the respect to the seniority and experience to the older generation that has more experience in the field. Once the new generation joins the workforce they will require a period of adapting to the job filed which becomes a challenge to the older generation who have to show them the required techniques that ought to be employed in the workforce to the success of the organization.
Communication style is what brings the difference between the two generations that is the younger generation that is now new in the job field and the older generation who have been in the field for a longer time and with high experience about work (Brown, 2012). The younger generation tend to use another form of communication that involves abbreviations, informal language and the colloquialisms that need to be seriously be broken down for better understanding. In some organizations the older workers are accustomed to communicating and this happens with high formality that has to be followed to the latter.
Purpose Statement
Due to increased multigenerational workforce, the general problem is that each generation has a unique and preferred communication/motivational style that challenge the leaders and the supervisors of multigenerational workforce. The main focus of the study is to determine how communication can be a challenge within the multigenerational workforce and what needs to be done to improve the situation. A survey methodology that employs the use of case study can best be used to answer the research questions related to communication in a multigenerational workforce. The focus of this qualitative multi-case study is to explore strategies that managers use to motivate a multigenerational workforce and remove the barrier that may be presented by the multigenerational workforce. For the purposes of this study, data will be collected from 3HR managers within New York City. The data and the result from this study might greatly contribute to the social change by increasing communication and the overall productivity within the multigenerational workforce environment.
A case study is an examination that contains an oral, archival, and discretionary source-based relic of past or present marvels. Right when associated with a study, relevant examination investigation or procedures will get to the sort sources and frameworks that are open, especially in a way that the method has been gotten to some social science examinations. Case study gives an intentional strategy for looking at events, data collection, and information examination, reporting of the researched report. The result of the technique will help the examiner to secure sharp learned utmost of why the event happened as it did, and what may get the chance to be basic to investigate at more broadly later on investigation. Another proposition is that case study can be seen as an examination approach, an exploratory solicitation that examines a sensation inside its real setting. Exactly when depicting the context oriented investigation, a couple of examiners battle that the unit of examination is the most essential point of view for the circumstance study ensuing to independent from focusing on a social event or individuals; it tends to focus on the system or technique for movement.
Research Question
The communication style can be used by the leaders and supervisors who work in a multigenerational workforce has not been fully established. The ability of the people in the multigenerational workforce to enhance their communication is very important as it will enhance proper relationships and improve the productivity of the workforce.
Theoretical or Conceptual Framework
Social constructionists
Social constructionists, also known as symbolic interactionism, is a theory that considers communication as a perfect transaction of message that comes from the sender to the receiver as a product of information sharing and creation of social meaning. The social constructionist theory argues that how somebody says something determines the meaning of the message by assuming that the ideas are constructed though the social process. It can also be viewed as a constructivist view that that involves an ongoing process that symbolically forms and reforms personal identities involved in the communication process. The social constructionist theory sees communication as a robotic and computer like since it is seen as a transmission model from one medium to another. The constructionist view provides a more realistic view of communication by involving a proper interaction of people through sharing of ideas regarding a particular question. According to social constructionist theory, the human communication occurs in electronic form that doesn’t behave as bits in electronic stream, but more like an electric current that runs from one person to another involved in the communication process.
Social learning theory
The theory of social planning is a social learning theory that is as well referred to as the applied social learning theory when developing interventions to motivate all the farmers who are determined in farming issues. This is aimed at reducing seed sowing, nitrogen fertilizer that should be applied and the insecticides that will later be applied in the soil to improve the soil fertility (Hiriyappa, 2009). This type of theory mainly stresses on the importance of observational learning, all the imitations that have to employ for use in the working sector and the media effects on human behavior that has to be followed in the organization to ensure that codes and ethics are well followed. This theory as well explains that through social modeling any worker in the organization or even outside the organization they are in a better position of adapting to any type of behavior that they need to adapt to. It encourages awareness and high expectations of the future that have to be reinforced or punishments that will be affecting the management through the impacts that it brings to the individuals. Extrinsic factors have to be highly be employed for use in changing all the individual behaviors to ensure that they behave accordingly for the success of the organization. However, new behavior is also learned through learning how the rest people conduct’s themselves in the right way that will be impressive to all. The younger generation tend to use another form of communication that involves abbreviations, informal language and the colloquialisms that need to be seriously be broken down for better understanding. In some organizations the older workers are accustomed to communicating and this happens with high formality that has to be followed to the latter.
Behavioral theory
Theory of planned behavior is applicable in developing the campaign approach and media materials with the aim of driving strategic communication campaign framework to understand how the individual’s behavior ought to be promoted in the right way. This theory works hand in hand with the theory of planned behavior that asserts the intentions to perform certain behavior that is advocated for use in the organization. The attitude of a certain individual is what asserts the intention to behave in a certain way that is needed in the organization. This theory has helped in controlling the norms that were employed for use by the individuals that led to controlling the health matters in the organization (Cekada, 2012). Health campaigns have been reported to be successful through this theory; since, it ensured that people were made aware to ensure that they determine, which type of diseases contribute to the certain behavior that is evident in employees. This helps them in making a good decision that will give them the chance to make good analysis and increase their knowledge in handling matters that arise ahead. This theory help in explaining why some media campaigns have limited success and give a solution on what need to be done to ensure this problem is improved to the right standards. In some organizations the older workers are accustomed to communicating and this happens with high formality that has to be followed to the latter.
Significance of the Study
This study has a lot of business significance as it will greatly transform the manner in which people view the multigenerational workforce. This study has the potential of improving workplace productivity by increasing job satisfaction among the multigenerational workforce. Employees feel empowered if they if they appreciate their multigenerational differences in the context of communication between them. The smoothness of communication flow is very important to workers since employees feel secure when they are able to receive truthful and updated information from their bosses and their co-workers (Hiriyapa, 2009). The future of the company is guaranteed if everything is communicated in the right way and in the right channels across the multigenerational workforce. Enhanced communication skills will help to reduce the barriers within the multigenerational workforce and enhance understanding among the general workers. The generational differences requires proper understanding among the difference age groups segments as will be highlighted by this research. This study enhances the ability of an organization to offer enhanced job satisfaction, team building, increased commitment and loyalty that an organization needs to improve the productivity of its workers. The ability of an organization to enhance their human resources will enable to move forward and increase on their competitive ability.
References
Brown, S. E. (2012). Attracting, challenging, and leading a multigenerational workforce-A perspective. Frontiers of Health Services Management, 29(1), 29-33.
Cekada, T. L. (2012). Training a multigenerational workforce. Professional Safety, 57(3), 40-44.
Hiriyappa, B 2009, Organizational Behavior, New Age International, New Delhi.
Rajput, N., Marwah, P., Balli, R., & Gupta, M. (2013). International Journal of Marketing and Technology, 3(2), 132-149.
Armstrong, M 2008, Strategic Human Resource Management : A Guide To Action, London: Kogan Page, eBook Collection (EBSCOhost), EBSCOhost, viewed 31 December 2014
Cahill, Terrence F,E.D.D., F.A.C.H.E., & Sedrak, Mona,P.H.D., P.A. (2012). Leading a multigenerational workforce: Strategies for attracting and retaining millennials. Frontiers of Health Services Management, 29(1), 3-15.
Cekada, T. L. (2012). Training a multigenerational workforce. Professional Safety, 57(3), 40-44.
Jora, R. B., & Khan, S. (2014). Motivating multigenerational human resource. International Journal of Organizational Behaviour & Management Perspectives, 3(4), 1276-1281.
Rajput, N., Marwah, P., Balli, R., & Gupta, M. (2013). Managing Multigenerational Workforce: Challenge For Millennium Managers. International Journal of Marketing and Technology, 3(2), 132-149.
Create a program outcome measure tool using the program selected for the Learning Team Evaluation Plan assignment. The following are just some ideas, but you can be creative:
•Pre- and post-questionnaire
•Quiz
•Worksheet
Write a 350- to 700-word paper describing the following:
•Identify the program outcome your tool will address
•Describe how the tool created will be used to collect data to measure the program outcome
•Provide rationale and support as to why this tool was selected
The learning team evaluation plan program is crisis intervention teams (CIT) the audience is law enforcement dealing with mental illness. There are several websites that address this issue. Two current references
SAMPLE ANSWER
Law enforcement on mentally ill patient
In their work, law enforcers should treat mental patients specially. The group is at a risk of being abused following their uncontrolled behavior attributed to their impaired mental status. Lacey indicated that jailed people with mental complications in Los Angeles for instance, constitute 17%of the jailed county’s men population and 24% of the women population (Cordner, 2014, Pg. 92). Lamb and Wigner reported that approximately 10% of prisoners in American jails are severely mentally impaired (Cordner2005, Pg. 245). Mental patients are more likely to break laws as compared to normal people. Extra consideration is therefore necessary before their jailing to avoid unfair treatment.
Reports from police indicated that the rate of involvement of mental patients in unlawful activities was high necessitating the development of initiatives such as the CIT. As Sewell wrote, establishment of crises centers to enhance handling of mentally ill crime suspects was a good move in addressing the situation (Sewell, 2015, Pg. 67). CIT program was developed to intervene on the way law enforcement bodies act when dealing with the mentally incapacitated. The program educates the police and the public on ways of recognizing, and assisting mental patients. Due to their hostile tendencies, mentally ill patients often face discrimination by both the police and the public.
The program incorporates voluntary members from police patrol departments as the University of Memphis illustrated. The institution further explained that CIT extends to other stakeholders such as psychiatric health care providers, resulting in ultimate mutual benefit between the different parties. Police officers enrolled on the program possess extra skills on handling the mentally handicapped.
Outcome of CIT in Law Enforcement for Psychiatric Patients
Law enforcers dealing with psychiatric patients offer the best audience in the study to evaluate the achievements of the CIT program. In the study, the enforcers are expected to give their experiences in dealing with mental patients, before and after undergoing through the program. Issues in a study on the outcome of CIT would include the following:
The effectiveness of CIT in improving the patient-police interactions. The program equips the police with extra skills in handling people with mental disorders. A change could therefore have resulted in the way the parties interact after the application of the method. A record of incidences of endangerment of either patty would form a good basis for the assessment of how the program influenced the interaction.
The contribution of CIT toward improved services for the mental patients. The program was designed to harmonize various stakeholders involved in the care for the patients. The effect of the program on the provision of health care and housing facilities among other services to the challenged group would be useful in evaluating its success.
Involvement of psychiatric patients in crime before and after the CIT took effect. Development of the program was motivated by displeasing tendencies of psychiatric patients to indulge in unlawful activities. Comparison of statistical data about involvement of the patients in crime would help evaluate the outcome of the program.
Collection of data through a precise test offers a convenient way of evaluating the success of CIT. Data from the test would give an impression on the effectiveness of the program. The test should constitute questions that are tied to the objectives of the CIT program. The researcher may then use the results of the test to conclude on the outcome of CIT.
Test
Are there improvements in the way police and psychiatric patients interact? Cite incidences of hostility, where either patty was endangered.
Has care provision on mental patient been made easier after application of CIT? Cite any improvement you have noticed from your research.
Do you think that CIT has enabled the police tackle criminal cases involving mental patients more efficiently? Give evidence.
Research on how statistics compare on the involvement of mental patient in crime, before and after institution of CIT.
Do you think CIT offers a good method of law enforcement among the mentally ill population? Support your view with evidence.
