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Critical Evaluation of artifacts Assignment Paper

Critical Evaluation of artifacts

Order Instructions:

Part A Assignment NRSG 257

Hello Writer Sir, How are you today.

Thank you so much for helping for this assignment.

I like you to use scenario given below because you can find more resources for Asthma.

Topic: Critical Evaluation of artefacts the following essay topics;

Scenario

Evaluate the psychosocial effects of living with asthma in relation to nursing care of the primary school aged child. Discuss how this information will guide evidence based Australian nursing practice.

A portfolio of 8 artefacts related to the chosen topic.

When undertaking weekly Inquiry Based Learning activities throughout the semester, students will be collecting artefacts related to each scenario learning issue. Artefacts are items that are researched and contribute to learning about the scenario issues and may include images, diagrams, articles, web-links, charts, forms, test results, policies, procedures, skills activities / competencies, that relate directly to nursing care for a child/adolescent/family guided by the learning issues presented in each scenario.

Writer sir, I like you to use General articles or Web link to collect artifacts of above given scenario. Artefacts must be Australian or New Zealand study based.

I need artifacts and there link so I can paste in to my electronic portfolio because teacher has to look those artifacts, they are relevant to given scenario. So please give me the paper in given order

• Artifacts (Must be Australian or New Zealand study based, Must be 8 artifacts only year 2009 to 2015 study based )

• Artifacts link, Which will be working

• Why you think this artifacts is useful for your research. Only 2 or 3 sentence for each artifacts please.

• 10 references not older then 2009 (2009 to 2015)

• Part A – up to 300 words in descriptive annotations (Student will be required to present and annotate the content of the collected artefacts in no more than 300 words in Mahara e-portfolio format. Links should be used so the audience can access the artefact from its source and the annotations should demonstrate your understanding of the artefact content or message)

SAMPLE ANSWER

Critical Evaluation of artifacts

Annotated Bibliography

Australia Government. (2012). Asthma. Retrieved from:

URL:

http://aihw.gov.au/WorkArea/DownloadAsset.aspx?id=10737421255

The artifact provides a summary of Asthma. It also deliberates on the burden of the disease, its effects including psychological effects, and strategies to handle the same. The information contained herein is essential for nurse practitioners in Australia.

Blanchard, M., Morris, J., Birrell, E., Justine, S. (2014). National Young people and Asthma Survey

URL:

http://www.asthmaaustralia.org.au/uploadedFiles/Content/State_Content/National/Media_releases/2015_Media_releases/YW-Asthma-Survey.pdf

The artifact provides a report on a survey on young people that suffer from asthma. Young and Well CRC did the survey, together with state and territory Asthma Foundations and Asthma Australia.

Clarke, S., & Calam, R. (2012). The effectiveness of psychosocial interventions designed to improve health-related quality of life (HRQOL) amongst asthmatic children and their families: a systematic review. Quality Of Life Research, 21(5), 747-764. doi:10.1007/s11136-011-9996-2

URL:

http://eds.a.ebscohost.com/eds/pdfviewer/pdfviewer?sid=439eeb52-f5c3-428d-9389-7cb0d14e5fb3%40sessionmgr4003&vid=0&hid=4213

This article as well provides insights on the topic of study. The study argues that children with asthma are at higher risk of experiencing compromised health related quality of life as compared to other peers. It therefore, discusses the benefits of various psychological interventions. The article is also evidenced based research, hence applicable in the Australia nurse practice.

Collins, J. E., Gill, T. K., Chittleborough, C. R., Martin, A. J., Taylor, A. W., & Winefield, H. (2008). Mental, Emotional, and Social Problems Among School Children with Asthma. Journal Of Asthma, 45(6), 489-493. doi:10.1080/02770900802074802

URL:

http://eds.a.ebscohost.com/eds/pdfviewer/pdfviewer?sid=7a73676a-f889-4efa-b972-bdc2511ed57a%40sessionmgr4004&vid=0&hid=4213

The article provides elaborate information concerning the emotional, mental, and social challenges encountered by the school-children suffering from Asthma. It is an evidenced based research article, hence credible and applicable to Australia nursing practice.

Gang, W., Ting, Z., Lan, W., Lei, W., Juan-Juan, F., Hong-ping, Z., & Yu-lin, J. (2011). Relationship between Current Psychological Symptoms and Future Risk of Asthma Outcomes: A 12-Month Prospective Cohort Study. Journal Of Asthma, 48(10), 1041-1050. doi:10.3109/02770903.2011.631238

URL:

http://eds.a.ebscohost.com/eds/pdfviewer/pdfviewer?sid=60c05363-24b7-48c6-8973-8fcc46e0de56%40sessionmgr4001&vid=0&hid=4213

The article provides insights on the relationship that exists between current and future risk of asthma outcomes. Psychological symptoms such as anxiety and depression are a prediction of future risk outcome. Therefore, it is important that parents understand such symptoms in their children to provide early interventions.

Giallo, R., Bahreinian, S., Brown, S., Cooklin, A., Kingston, D., & Kozyrskyj, A. (2015). Maternal Depressive Symptoms across Early Childhood and Asthma in School Children: Findings from a Longitudinal Australian Population Based Study. Plos ONE, 10(3), 1-12. doi:10.1371/journal.pone.0121459

URL:

http://eds.a.ebscohost.com/eds/pdfviewer/pdfviewer?sid=46f37f36-13f5-4d13-a355-a724e2f08e33%40sessionmgr4001&vid=0&hid=4213

The articles focuses on the maternal depression associated with having children with asthma. The article recommends interventions to help promote maternal mental health when providing care to children. The article is evidence based and appropriate for nurses in Australia.

National Asthma Council Australia. (2015). Australian Asthma Handbook; Quick reference guide.

URL:

http://www.asthmahandbook.org.au/uploads/555143d72c3e3.pdf

The artifact is credible was created by National Asthma Council Australia and can be used by nurses, pharmacists, asthma educators, and health practitioners. This artifact as well provides information on providing care for children suffering from asthma.

Pak, L., & Allen, P. J. (2012). The Impact of Maternal Depression On Children with Asthma. Pediatric Nursing, 38(1), 11-30.

URL:

http://eds.a.ebscohost.com/eds/pdfviewer/pdfviewer?sid=fc15ad42-8afb-422d-826b-5c501da1168c%40sessionmgr4005&vid=0&hid=4213

The article covers on the psychological impacts such as depression among mothers that care for children suffering from asthma. This maternal depression as well affects the child behavior, growth, development, and mental health. The article therefore, is credible and contributes to evidence based Australia nursing practice.

Toole, K. (2013). Help in children gain asthma control: Bundled school-based interventions. Pediatric Nursing, 39(3): 115-125.

URL: https://www.pediatricnursing.net/ce/2015/article3903115125.pdf

This evidenced based article deliberates on ways to help children gain asthma control. The article focuses on school based interventions that as well can help to manage this disease.

URL: http://www.researchgate.net/publication/7531759_Psychological_interventions_for_children_with_asthma

This article is useful for this research as it provides various psychological interventions to help children that suffer from Asthma. The article is credible having written by health professionals.

Reference list

Australia Government. (2012). Asthma. Retrieved from:

http://aihw.gov.au/WorkArea/DownloadAsset.aspx?id=10737421255

Blanchard, M., Morris, J., Birrell, E., Justine, S. (2014). National Young people and Asthma Survey. Retrieved from: http://www.asthmaaustralia.org.au/uploadedFiles/Content/State_Content/National/Media_rele ases/2015_Media_releases/YW-Asthma-Survey.pdf

Retrieved from: http://eds.a.ebscohost.com/eds/pdfviewer/pdfviewer?sid=439eeb52-f5c3-428d-9389-7cb0d14e5fb3%40sessionmgr4003&vid=0&hid=4213

Retrieved from: http://eds.a.ebscohost.com/eds/pdfviewer/pdfviewer?sid=7a73676a- f889-4efa-b972-bdc2511ed57a%40sessionmgr4004&vid=0&hid=4213

Retrieved from: http://eds.a.ebscohost.com/eds/pdfviewer/pdfviewer?sid=60c05363-24b7-48c6-8973-8fcc46e0de56%40sessionmgr4001&vid=0&hid=4213

Giallo, R., Bahreinian, S., Brown, S., Cooklin, A., Kingston, D., & Kozyrskyj, A. (2015). Maternal Depressive Symptoms across Early Childhood and Asthma in School Children:Findings from a Longitudinal Australian Population Based Study. Plos ONE, 10(3), 1-12. doi:10.1371/journal.pone.0121459

Retrieved from: http://eds.a.ebscohost.com/eds/pdfviewer/pdfviewer?sid=46f37f36-13f5- 4d13-a355-a724e2f08e33%40sessionmgr4001&vid=0&hid=4213

National Asthma Council Australia. (2015). Australian Asthma Handbook; Quick reference guide. Retrieved from: http://www.asthmahandbook.org.au/uploads/555143d72c3e3.pdf

Pak, L., & Allen, P. J. (2012). The Impact of Maternal Depression On Children with Asthma. Pediatric Nursing, 38(1), 11-30. Retrieved from: http://eds.a.ebscohost.com/eds/pdfviewer/pdfviewer?sid=fc15ad42-8afb-422d-826b- 5c501da1168c%40sessionmgr4005&vid=0&hid=4213

Toole, K. (2013). Help in children gain asthma control: Bundled school-based interventions. Pediatric Nursing, 39(3): 115-125. Retrieved from: https://www.pediatricnursing.net/ce/2015/article3903115125.pdf

Yorke, J., Fleming, S.L., & Shuldham, C. (2009). Psychological interventions for children with asthma. Cochrane Database of Systematic Reviews, Issue 4. Art. No.: CD003272. DOI: 10.1002/14651858.CD003272.pub2. Retrieved from: http://www.researchgate.net/publication/7531759_Psychological_interventions_for_child ren_with_asthma

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Article review Term Paper Available Here

Article review

Order Instructions:

For the two post, the writer will read them and them give a constructive criticism and feedback on each of the post. For each of the article the writer will use a pear review article to support his comments. The comments should be very constructive and directly link to the articles, underlining or highlighting the points made in the articles.

I will send the details of the articles via email .

SAMPLE ANSWER

Article review

The article clearly stipulates the meaning of qualitative research. The writer has gone deep in explaining the actual value that qualitative researches will have on the study to be carried out. It is clear that qualitative researches provide viable, varying and reliable information (Corbin et al., 2103). As opposed to information that only asks rigid questions. This study, as explained in the article, gives access to information obtained using open-ended questions. The good thing about these type of questions is that they provide a window for the researcher to ask why or how (Ritchie et al., 2013). According to the research, the two qualitative studies were significant to the research efforts of the researcher. The article does an excellent work of explaining the benefits of using qualitative research as opposed to another type of research in conducting a study. In conclusion, qualitative research gives the opportunity to ask questions that have a lot of flexibility in the answer gotten.

Article Review 2

The writer seems to hit straight to the point about how qualitative research should be carried out. The points mentioned in the article on the conducting of a good qualitative research are very comprehensive. For a qualitative research to be successful and also reliable, a researcher should use some guidelines to help him or her. The guidelines include how the research will be utilized in the study (Ritchie et al., 2013). Regarding the case study mentioned in the article, and how higher education and development authorities seem to be working together towards a common goal in a so-called symbiotic relationship. It is truly amazing. The relevance of this article is priceless to its cause. It is evident in the article how higher institutions in Africa are of significant aid to the development in African countries. In a concluding note, it’s inevitable not to have more insight into the issues mentioned in the article after reading it.

References

Corbin, J., & Strauss, A. (2014). Basics of qualitative research: Techniques and procedures for developing grounded theory. Sage publications.

Ritchie, J., Lewis, J., Nicholls, C. M., & Ormston, R. (Eds.). (2013). Qualitative research practice: A guide for social science students and researchers. Sage.

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Draft Qualitative Proposal Writing Services

Draft Qualitative Proposal

Order Instructions:

This paper goes in the same format as the 1113253 instead of quantitative as the previous , this paper will be qualitative so the writer should take note and use the template send via email. Shy away from writing 3 sentences paragraph as in the last paper, the paragraph should be at least 4 to 5 sentences. It is critical that the writer stick to the instructions on the templates please as that is critical.The writer must read the instructions carefully why responding to the 9 bullets point mentioned in the questions. The writer will have to build on the previous paper written on (Employee job satisfaction and productivity)notably the last paper written last week. It is important that the writer pay attention to the format using APA 6th edition in all parts of the paper and also responding clearly to each bullets points.

• Draft Qualitative Proposal
Eventually, the University will require you to make a formal proposal for your research. This week, you will gain some practice creating a portion of such a proposal by drafting a submission to your Instructor. Using your work in this week and in previous weeks, propose a qualitative study, addressing the following: Always note that the topic for the research is (Employee job satisfaction and productivity)

• Formulate relevant research questions and hypotheses.

• Can your idea be tested with any of the various types of experimental designs? Why or why not?

• What is your design? Why have you chosen that design?

• What is your target population? How would you identify and recruit participants?

• What data collection method might you use? How would that data help answer your research question(s)/hypotheses?

• How consistent are these data collection methods with methods used in existing research on your topic? Why did you choose these methods? What are the alternatives?

• How would you ensure quality and reliability of the data?

• How might you analyze the data?

• What are the target audiences for your findings?

SAMPLE ANSWER

Abstract

Job satisfaction plays a big role in company productivity. For many years companies provide different kinds of motivation in order to maintain the employee morale so as to increase the job satisfaction in employee circles. Locke’s (1976) range of affect job satisfaction model is one of the most popular job satisfaction models. The theory states that the degree that one attaches to a particular facet of work determines the job satisfaction that one derives from the position. For example the importance that an employee attaches to job independence determines the rate of satisfaction the employee attaches to autonomy.

Draft Qualitative Proposal

[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

[last month of quarter you plan to graduate] 200X

Background

Job satisfaction refers to how content one is from his or her job. Several models have been used to define job satisfaction. Researchers have been able over the years to determine that job satisfaction varies with the natural extent that employee feels.

For this qualitative research can be undertaken by direct observation. This is because qualitative research deals with the in-depth detail that is rich in details. It also reveals the thoughts and motives of the respondents. Observation focuses more on the identification of issues through observation instead of estimating the extent of the behavior.

The target population is the working class. This group is mostly between the ages of 25 – 50 years. This group can be targeted easily by placing the research assistants in strategic locations like the roads leading to such business firms or factories. The participants can be identified and chosen randomly.

Problem Statement

US Job Satisfaction Hits a 22 year lowest (Pepitone, 2010).

Less than 50% of all employed Americans are unsatisfied with their employers and are always on the lookout for new jobs. The report by the consumer research center confirms that desire improvement in work conditions and increased vacation, job satisfaction rates have continued to decline. The workers below 25yrs were the unhappy.

The problem is that despite regular cash bonuses, the company business is still declining.

The research is going to focus on the behaviors and attitudes of employees working on in areas without job satisfaction against those working in areas of with higher job satisfaction. Their productivity and general behavior would be monitored and compared.

The questions to be asked are 1) How much productivity is affected by job satisfaction. 2) Ho. Job satisfaction affects the performance of employees and eventually the productivity of the company.

H1: Low rates of job satisfaction leads to high employee turnover.

The above hypothesis can be tested by several designs. The research can be undertaken by the use of observation or depth interviews.

The data collection method that can be applied directly is the observation method of collecting data.

By observing the number of employees reporting to work every morning against the production achieved together with the different application of motivation while also observing its effect on productivity.

The research can also assists in answering such questions that border on the behavior and reaction of respondents to motivation. The reaction of the participants to different kinds of motivation factors. For example, the reaction of participants to either extrinsic or intrinsic motivation should be investigated.

Purpose of the Research

The qualitative research undertaken would assist in the search of the information that would prove if a relationship between productivity and job satisfaction exists. The effect of employee satisfaction on production would be investigated. The qualitative method adopted by the company and the research methods that would be utilized to indicate if the relationship exists and if it can influence job satisfaction in both the material company as well as in other companies.

These methods are consistent with the earlier methods of collecting data but refer to qualitative methods. This method is consistent with qualitative methods of collecting data. The alternative methods include the use of focus groups, ethnographic research and picture collages (Choudhury & Friedman, 2015).

To ensure that the results of the research are of high quality and that they are reliable, all the information and all the resources used must be verified while all the calculations and formula’s used must also be validated. The error percentages must be established using degrees of freedom while to validate the data, all the total points should balance with the number of questions on the questionnaires together with the respondents answer. The data would then be processed by computer packages such SPSS or QRS. The processed information would finally reveal the level of satisfaction that employees would consider when increasing their productivity or reducing it. The limitations of the research are restricted to statistical significance tests while the major users or audiences for the research findings are strategic managers, directors, managers and financial planners (A publication Journal, 2013).

To analyze the data, the results would have to assign in five groups. The physical behavior of the participants must be noted and the design will involve pre-written observatory responses that will also contain a scale that will make it easier to analyze the data using statistical methods. For example, the observation would have five standard answers each with different strengths. For example, the first response would be “very excited” with five points while the next would be “average” with four points followed by “not excited”, Sad and very sad with 3 points, 2 points and 1 point respectively (Gill & Johnson, 2010).

The target audiences are the human resource managers, company directors, researchers, students and the government agents in the labor ministry.

Purpose Statement

The research method to be adopted is qualitative research as it would involve the gathering of information that could determine the relationship between job satisfaction and productivity. The research design that has been adopted is qualitative research. It’s a case study that involves qualitative data gathering and correlating the influence of job satisfaction to productivity. The general population is from 25 years to 5o years. The study is restricted to the Northern states in the US (Hair et al, 2015).

Research Question

The questions to be asked; How much productivity is affected by job satisfaction. Ho. Job satisfaction affects the performance of employees and eventually the productivity of the company.

H1: Low rates of job satisfaction leads to high employee turnover.

Significance of the Study

The study is significant to business because it would assist the management to make an analysis of the effect of lack of job satisfaction. The study would be useful as the working conditions and terms would be definitely improved if the company is interested increasing its productivity and profits

A publication Journal, (2013) Interdisciplinary Journal of Contemporary Research in Business, February, Vol. 4/10

Choudhury, S., & Friedman, M. (2015). A study of employee satisfaction with HMO services at a historically black university. In Proceedings of the 1996 Multicultural Marketing Conference (pp. 81-84). Springer International Publishing.

Hair Jr, J. F., Wolfinbarger, M., Money, A. H., Samouel, P., & Page, M. J. (2015). Essentials of business research methods. Routledge.

Pepitone, J. (2010) US Job Satisfaction Hits 22-year retrieved August 10, 2015 from http://money.cnn.com/2010/01/05/news/economy/job_satisfaction_report/

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Gaps in Service Research Paper Writing Service

Gaps in Service

Order Instructions:

Gaps in Services 6th paper
Write a 2-3 page (not including title and reference) paper in 6th edition APA format. Investigate different agencies in your community. Identify 3 gaps or overlaps in services provided to vulnerable groups in your own community. How could you deal with these gaps and overlaps to help clients receive needed services? What should be done to improve the system?
My community is PG county. in Maryland

SAMPLE ANSWER

Gaps in Service

There are several agencies in Prince George’s County that aim at promoting health care delivery to the residents. Some of the agencies offer home-based care while others provide hospitalized care. Senior Health Insurance Program is among the agencies that facilitate medical insurance among the old and the disabled persons in Prince Georges (Prince George’s County, 2013). The agency counsels the groups concerning the best insurance policies and modes to take. The program reaches vulnerable groups through trained volunteers. The personnel addresses policy such as Medicare, Medicaid, HMO Plans, MEDIGAP, and other long-term insurance covers (Prince George’s County, 2013). Family Care Giver Program also serves the aged in the county by educating their attendants. The agency advises caregivers so that they can make sound decisions concerning the services they provide to the elderly (Prince George’s County, 2013). In addition, the institution promotes independent living among elderly patients by advising caregivers on the benefits of allowing patients a chance to solve their problems. The agency also assists caregivers in providing quality services by giving them the information necessary (Prince George’s County, 2013).

Vulnerable groups in Prince Georges County often receive substandard care following gaps in service accessibility. Most of the people within the groups cannot afford high-quality care such as having one’s personal doctor. There is a general shortage of trained healthcare personnel and securing a personal physician is a hard task for the disabled, aged, the poor, and other vulnerable populations (School of Public Health, 2012, Pg. 16). The groups end up not prioritizing on the standard of care but just its availability. They are often unable to reach for services of a high standard, and they get significant predisposition to care that is of poor quality.

There is also a gap in the level of health literacy among vulnerable groups in Prince George’s County. A significant portion of the disadvantaged groups, including the aged, the disabled, and the minority ethnicities cannot understand their health status, especially when in written medical records (School of Public Health, 2012, Pg. 15). Language barrier also hinders care provision and education when people from the vulnerable populations fail to communicate efficiently with healthcare professionals (School of Public Health, 2012, Pg. 16).

Vulnerable groups also lack access to technological advancement. They often lack information concerning innovations and the availability of unique and improved services. As such, there are fewer improvements in health outcomes among the populations.

So as to close the gaps and eliminate the disparities, stakeholders should implement strategic measures. They should focus on educating more health care personnel so that residents would have access to quality care. By increasing the number of medical graduates, for instance, stakeholders would increase chances of the residents and the vulnerable groups accessing personal doctors. Also, there should be strategies to overcome the limitations of health illiteracy among vulnerable populations. For instance, stakeholders can set up interpreter programs and offer materials that educate people about their health (School of Public Health, Pg. 16). Such a move would overcome the limitations of the language barrier and health illiteracy. Marketing innovations would also be an appropriate move in informing residents on the availability of improved services.

So as to improve the healthcare system in the county, there should be the establishment of a medical center affiliated with an academic institution. Such a center would anchor the transformation process. It should create strong connections with the community for optimal outcomes (School of Public Health, 2012, Pg. 20).

References

Prince George’s County. (2013). Information and assistance. Retrieved from https://www.princegeorgescountymd.gov/sites/Family/Services/OlderAdultServices/InformationAssistance/Pages/default.aspx

School of Public Health. (2012). Introduction to the Public Health Impact Study of Prince George’s County. University of Maryland. Retrieved from https://sph.umd.edu/sites/default/files/files/TransformingHealth.pdf

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Succession Planning at CapraTek

Order Instructions:

In the CapraTek: Succession Planning simulation, you identified the three best candidates for the plant manager position, interviewed each candidate, and selected your top choice. For this assignment, you will create a career development plan for the candidate you chose.

Assignment Instructions
Write an analysis of your experience and results, addressing the following:
• Articulate why you selected the candidates you chose to interview for this position.
• Analyze why you chose the candidate you decided to hire for this position.
• Develop a career development plan for your chosen candidate, based on your practice with the CapraTek simulation.

Background info on company:
CapraTek is leveraging its culture of innovation to expand into emerging wireless technologies. As part of that diversification, CapraTek is developing advanced smart-home technology.

Last month, CapraTek announced that it will begin development of an integrated wireless system that will provide seamless integration of virtually all home electronics and appliances all controlled through a single, wireless device and a simple web-based interface. The system (Alfred!) will be produced in a new manufacturing facility in central Illinois. Groundbreaking on the new facility will begin this summer with full operations to be accomplished in three phases over the next two years.

While most workers at the new plant will be hired locally, manager and supervisor positions will be filled through a combination of transfers and promotions from the two current U.S. CapraTek manufacturing plants and local hires. The new plant manager, Mark Cranston, had been the assistant plant manager at CapraTek’s Spartanburg South Carolina plant. His promotion leaves a vacancy at the South Carolina plant that will need to be backfilled quickly as the current plant manager is scheduled to retire in less than two years.

Email you received:
From: Evelyn Unger, Senior HR Generalist

I am assuming that you have had a chance to read Kathleen’s announcement on the company intranet – if you haven’t, you should.

The bottom line is that we didn’t see Mark’s promotion coming and there has not been much done in terms of succession planning at that plant (or, to be honest, at our other plants). It is looking like there isn’t a strong internal candidate to take Mark’s place, so we will be posting the position and looking externally to fill the position.

With the current plant manager slated to retire, we’d like to avoid this kind of thing happening again, so I’d like you to take a look at the management and supervisory in Spartanburg and come up with a development plan for one of those individuals. Basically, identify one person who you think has the potential to be a strong internal candidate to replace Chuck when he retires. Identify what needs to be done in terms of succession planning and career development planning, and be prepared to talk about it later this week. You’ll probably want to set up virtual meetings with several potential candidates to talk about their goals and current plans.

I’m asking a couple of other people to do the same thing, so be prepared to defend your choice!

I’ll follow up with you later.

SAMPLE ANSWER

Succession Planning at CapraTek – Week 9

Introduction

Succession plan is important for any business to help them avoid inconveniences. This planning ought to start early to ensure that events and activities flow smoothly. This paper aims to develop a career development plan for selected candidate to take up the position of manager in CapraTek Company. It as well provides reasons for selecting candidates selected for interview, and provides an analysis for choosing the candidate hired.

Reasons for selecting candidates selected for interview

In organizations such as CapraTek, changes are deemed to occur. Some of these changes require immediate course of action as opposed to others. The current plant manager is destined to retire in less than two years and this will leave vacant position of an assistant plant manager as Mark Cranston is promoted to the position. The vacancy left requires an individual that has the requisite skills and experience to fill the same. According to Tichy (2014), It is important for organizations to have a clear plan on its succession strategy to ensure continuity and success. Succession sometimes may be problematic and even cause negative implications to an entity. The process of succession should be done right and should not merely be selection of names to fill the position. One of the most important things to do is to engage all the stakeholders fully (Hall & Hagen, 2014). They must be part of the process to ensure selection of the right candidate. Potential candidates require serious scrutiny and assessment to determine their capability to take up the position. The scrutiny may require hiring of an external manager to take up the position as is the case at CapraTek. The third important consideration is to carry out a stress test and simulation to determine indeed whether the candidate has the skills and the ability to take the organization to the next level even in absence of the CEO (Tichy (2014). The last point of consideration is acknowledging that the successor needs to recover from mistakes and have the heart and willingness to learn (Barbour, 2014). The successors require mentors and conducive working environment as preparation for the bigger task.

To ensure smooth transition, it is important to start early preparations to identify the right candidate to fill the position that will be left vacant (Sims, 2014). Selection and recruitment is the first stage. The recruitment panel has to carry out an assessment to determine whether there was any suitable person within the organization for the position. However, there was no suitable candidate and this necessitated consideration of an external recruitment. Through the process of recruitment, three candidates emerged to be the best and therefore were invited for an interview to take up the position. A number of reasons were considered and these three met the threshold. The three have enough experience in working in companies that deal with similar technologies that Capra Tek is dealing in. There leadership have been tested for many years and was recommended. All of them have managed to transform their companies and driven them to grow and become successful. For instance, one of the candidate selected managed to achieve 80 percent growth rate in the company he used to work within a period of two years. The company had stagnated, hence was not making profits and the investors were now getting discouraged and withholding their investments. The three candidates as well exemplified qualities of leadership. Their communication skills and social skills were astounding. The level of intelligence was also astonishing, hence; they emerged to be the potential candidates that would help Capra Tek achieve its goals even as it embarked on expansion initiatives as part of its diversification initiatives. The candidates’ competencies were assessed using multiple tools and even their personality assessed using Myers-Briggs Type Indicator (Mattone, 2013). The results indicated the three candidates fit for the position. The qualities and qualifications of the three therefore matched the requirements of the position, hence contributing to their selection.

Analysis for choosing the candidate hired

The position however, required one manager and therefore, further scrutiny was done to find the most qualified person to take the position. One candidate emerged the best after further evaluation of their suitability. One of the reasons that promoted or contributed to hiring of this candidate was his style of management and leadership. The candidate style of management rhymes with that of Capra Tek. Hence, was not going to be hard for him to acquaint himself with the systems of operation. The candidate, as well gets along well with other stakeholders. In this company, stakeholders play a key role and are valued. Someone that will be able to create a conducive environment for all stakeholders will therefore stand higher chances of achieving goals. Involving others in key decision reduces the resistance level towards change and as well contributes to teamwork. The culture of the organization is hinged on innovation and to achieve this, people must be involved in key decision-making processes.

Other reason that guided the selection of this candidate is his previous performance rate. He was the only candidate that has recorded consistence performance record. He had opportunity to work in different companies and all this companies he left a legacy that many other people admire and remember. Therefore, his consistency in his performance as documented in his performance reviews as well as his appraisal makes him outstanding candidates to take the company to the next level.

Career development plan for candidate selected

Career development plan is a framework that provides guidance regarding ones career planning (Furbish, 2013). Every individual has to have a plan on what they wish to achieve in their careers. The goals should be specific, measurable, attainable, and reliable and time bound (Furbish, 2013). It is important to understand the exact thing that you are trying to accomplish. One should also be in a position to know whether the goals have been achieved through assessment and measurement. The goals should be reliable and the actions to take known. The goals as well require a specific timeframe to achieve (Mattone, 2013).

The candidate currently holds a Master’s degree in Business Administration from University of Harvard. He also holds a degree in Engineering from Boston University. He has wide array of skills and knowledge in management having held managerial positions in various organizations for more than 10 years. The candidate as well has vast skills in leadership that has contributed to his success in the organizations that he has worked.

The candidate has as well diverse knowledge in wireless technologies, having worked in a technology company for duration of 5 years. The experience he holds therefore, matches the job description, something that makes him the best for this position.

Despite these achievements, the candidate has not yet achieved all his goals and visions. He is still working hard to become the best manager across the world. This is his long-term goal. The short-term unattained goal is to train on cross culture. This will allow him to understand people diversity and global environment when interacting with people across the globe. The other long-term goal is to pursue a Doctorate degree in Business Management to advance his knowledge in the business management. The candidate believe that in-depth knowledge in business coupled with his already experience will enable him execute his duties diligently.

Achieving these goals is yet another important question that one ought to ask him/herself. The candidate has clear about the strategies that will enable him to achieve the goals. He will have to utilize online learning opportunities to pursue courses on cross culture. He also plans to undertake evening classes to accomplish his career goals of acquiring a doctorate degree. This however, will require proper time management to be in a position to manage his managerial duties in the company as well as his personal ambitions.

To be among the best managers across the world, is something that will be determined by his performance in the current job. Therefore, working hard and applying suitable management strategies will be key to achieve these dreams.

It is important to note that, it may not be easy to achieve these goals solely. He will require other people and resources to facilitate their accomplishment. The candidate has his savings as well as company sponsorship that will aid him to achieve his career objectives. He also plans to learn and share with other executives, colleagues, and experts to improve his skills and knowledge base in management.

Conclusion

It is evident that success plan is critical to ensure better transition. Organizations that have put in place appropriate procedures on filling of vacancies experience smooth transition and vice versa. It is also important for entities to ensure that they adopt suitable recruitment and selection procedures to attract the right candidates for their organizations. Career development planning as well is important to help provide insights on the future plans of candidates. Every person should have a career development plan to ensure success in his or her future endeavors.

References

Barbour, T. (2014). Business Succession Planning Best Done from Day One. Alaska Business Monthly, 30(12), 40-43.

Furbish, D. (2013). A review of career development and planning: a comprehensive approach. Journal Of Employment Counseling, 50(3), 138-140. https://www.doi:10.1002/j.2161-1920.2013.00032.x

Hall, L. O., & Hagen, C. D. (2014). Holistic Approach to Succession Planning Provides Added Value for Clients: Financial Service Professionals Play Key Role in Successful Plans.(cover story). Journal Of Financial Service Professionals, 68(1), 78-83.

Mattone, J. (2013). Powerful succession planning, USA: American Management Association

Sims, D. M. (2014). 5 ways to increase success in Succession Planning. TD: Talent Development, 68(8), 60-65.

Tichy, N. (2014). Succession: How to Get This Process Right. Mworld, 13(4), 26-30.

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Existing Qualitative Studies Research Assignment

Existing Qualitative Studies

Order Instructions:

For this paper, the writer will have to reference to 113193, 113242 and also 113153 and other past papers in the past 4 weeks which pattern to this topic as the are all continuations in one way or the other. The writer will have to pay very close attention to all instructions as he write this paper, making sure that he fully understand what is require . Take note of the doc that is require to be attach together with the paper, so please read the instructions carefully before responding to the questions. the writer must also attached the brief synopsis of the quantitative studies he found as a “.doc” or “.rtf” attachment to the paper that he will be writing.
I will send you a sample of the synopsis that I corrected for last week so that the writer can follow the model and write for this week. and please acknowledge my emails of this document that I send via email so that I can be assure you have them.

Existing Qualitative Studies

Return to your Literature Review and peruse the qualitative studies you found for additional resources that pertain to your topic (Employee job satisfaction and productivity). Conduct additional searches through the reliable sources for relevant studies that either pertain directly to your topic or that pertain to related topics and could inform a qualitative study of your topic mentioned above. Perhaps these studies provide a model, research instrument, framework, or hypothesis that inform your own evolving thinking.

Post a brief synopsis of the qualitative studies you found as a “.doc” or “.rtf” attachment. For each entry, provide the full APA citation, as well as a brief paragraph explaining the contribution the study makes to your own topic, either directly or tangentially. In the text of your paper (to which you will attach your synopsis), introduce and summarize the quantitative studies as a collection, and post at least two questions that will elicit suggestions and further responses from your colleagues.

SAMPLE ANSWER

The model of evaluation in institutions of learning both junior and senior has always been that the faculty always evaluates the students. However, perhaps it has never crossed the mind of many in management of learning institutions that even faculty needs evaluation. More often, evaluation for faculty is done in s hallow way by those in management (Peterson, 2010). However, it is not possible for the management to fully vet and evaluate the performance of faculty. The only way to effectively do so is engage the students who have direct interactions with faculty.

One most effective way of evaluating faculty is through student surveys. Student surveys involve setting questions to students which they are expected to answer. Depending on the answers they give, it becomes possible to monitor and assess the performance of faculty (Buller, 2012). Some of the questions that are often included in student surveys may be, the effectiveness of a faulty in dissemination information, punctuality, relevance of lectures, notes and quizzes among others. Often, these questions have ratings attached to them with the aim being to rate the performance of faculty.

Students have been proven to be highly effective in monitoring faculty. Although this model stands the risk of truancy of students who may rate faculty lowly just because they do not like them, it also gives a chance to really see faculty for what they are (Marzano, 2013). The actual reflection of faculty in classroom set up is best brought through student survey.

Faculty evaluation is necessary as it helps identify the weak areas and thereby help improve. It is necessary to point out that faculty evaluation through student survey ought to be backed up with others forms of assessment. Although student surveys have been found to be highly effective, it is necessary to have other sources of information that will back up the data gathered.

References

Buller, J. (2012). Best practices in faculty evaluation: a practical guide for academic leaders.New York: John Wiley and Sons.

Peterson, K. (2010). Teacher evaluation: a comprehensive guide to new directions and practices. New York: Pearson .

Marzano.R. (2013). Teacher evaluation that makes a difference: a new model for teacher growth and student evaluation. London: ASCD

Job satisfaction affects an employee’s quality of work in different ways. Several research methods can be adopted to shed light on the nature and effect that job satisfaction has on a company’s productivity. In this research, qualitative method has been preferred in order to find out the nature of relationship that exists between job satisfaction and productivity.

The qualitative research study will assist in the acquisition of the necessary information that would determine if a relationship between job satisfaction and productivity exists (Feldman, 2015). The effect of productivity and employee satisfaction would be investigated. The qualitative method adopted provides the foundation and the research methods that will be utilized to show if the relationship that exists can influence job satisfaction in other companies (Hair et al, 2015). The qualitative research methods to be adopted include observation research, focus groups, reflective journals, depth interviews and direct story telling.

The objective of the qualitative study identified relates to the provision of the best strategies to be adopted in order to ensure that employee productivity and the factors that affect job satisfaction are monitored. To measure the effects of promotions, remuneration perks, demotions, close relationships and bonuses on employee job satisfaction are critical in the qualitative study method. The study would also identify the greatest barrier to employee job satisfaction and the critical issues that must be addressed to improve productivity. The qualitative research study also seeks to identify the different ways and methods of enhancing employee satisfaction besides monetary gain and also ways of improving employee retention. Identification of different methods of enhancing extra job satisfaction that would ensure high employee retention in companies and adoption of effective company strategies. Employee attitudes towards high productivity at work would also be critical to the study. The research would also identify the most effective strategies to adopt and which has the strongest effect or increase in employee productivity.

The qualitative study chosen relates to the given topic necessitates an organized and well-planned survey. The qualitative study adopted methodology that’s well defined and since it’s a qualitative research survey only a few selected employees would be allowed to take part. But they would be selected from a wide range of firms each providing at least two employees from the lower cadre job positions while another two from the management level. The questions would be thorough and employee’s response would also include determination of employee reflections on the job, their feelings and general observation to ensure a thorough analysis of employee reactions. In this case only 250 respondents would take part in the exercise. Their responses would be compared with the hypothesis already formulated for the study. Both the employees and managers would be selected randomly. Observational research and depth interviews would be used to collect the required data for the study. In the qualitative study, the response was rated at 75% hence it would be good for the research (Feldman, 2015).

The summary of the results were carried out and later analyzed using the standard statistical correlation method. The qualitative method provides the empirical measurement and the levels of employee’s job satisfaction concerning the relationships at work. The responses clearly indicated that the closer and better the relationship between employers and employees the higher the levels of satisfaction and the more productive employees became (Hair et al, 2015). A good relationship between employers and employees results in improved performance among the employees. Innovation and autonomy provided more opportunities for workers to be more productive and the managers were also pleased to register good performance hence a spiral effect resulted in more production, improved working environment and better terms for the employees (Choudhury & Friedman, 2015). To improve productivity, employee training and mechanization of the production was recommended.

The major purpose of qualitative study adopted for more research on the topic is the test of hypothesis, studying effects and making predictions (Hair et al, 2015). Qualitative research helps to identify the real issues that underlie individual behavior. Most of the behaviors are difficult to recognize and they have to be observed closely to make final recommendations. The study provided deep insight into the relationship on employee job satisfaction and productivity.

References

Feldman, K. J. (2015). A Quantitative Study on Faculty Workload, Compensation, Retention, and Job Satisfaction (Doctoral dissertation, NORTHCENTRAL UNIVERSITY).

Hair Jr, J. F., Wolfinbarger, M., Money, A. H., Samouel, P., & Page, M. J. (2015). Essentials of business research methods. Routledge.

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Leadership Reflection Journal Paper Available

Leadership Reflection Journal

Order Instructions:

Objective: Again, this week you will be required to submit a Leadership Reflection Journal, This week I woud also like for you to compare and contrast management and leadership styles.

Purpose: This journal should be written in the first person and should be critically reflective. As such, you will discuss the most important concepts that you have learned throughout the week and how those concepts may be applied to your leadership career.

Assignment Description: Your Leadership Reflection Journal should exhibit personal reflection of your present leadership competencies and also possible adjustments that could be made to your leadership approach. Importantly, your Journal entry should be in light of the various concepts that have in covered each week in the course. Also of importance, the Leadership Reflection Journal should be far beyond a mere casual discussion. It should demonstrate a high level of understanding and should also provide adequate integration of authoritative sources as assigned for reading each week.

SAMPLE ANSWER

For leadership to be effective leadership, there are certain traits that must be present. I consider myself a leader and there are certain aspects that have continually propelled me to become effective in my position.

One of them is motivation. Motivation as a trait is key in any leadership position. Unlike junior staff who must be pushed, a leader must always be motivated to go that extra mile. Junior staff is always looking up to their leader for guidance.

Expectancy theory argues that the outcome of an action is often the motivation. Leaders must always ensure that they motivate the people under them in order to increase their performance. In an organizational set-up, the leader can motivate the staff by rewarding them for good performance.

As a leader, reinforcement theory makes a lot of sense. The argument is that people will only pay attention to information that appears to resonate with their beliefs and attitudes. A leader must be careful especially when introducing new changes within the organization. If the change varies greatly from what the people already belief, it will be difficult to integrate the new idea.

Goal setting theory notes that basic goals in an organizational set up play an important role in propelling the organization forward. Lack of the most basic of goals may a reason for employees to feel de-motivated. As leader, I must endeavor to ensure that employees have a sense of direction. This can only be achieved only when the leader has come up with the basic goals. This helps to outline, the past, present and most importantly, the future of the organization. It is a source of guidance and helps the organization remain grounded and firm.

References

Jorgenson, O. (2010). A reflective planning journal for school leaders. New York: Corwin Press

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Designing Training That Works Assignment

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Designing Training That Works

Imagine that the organization for which you work has traditionally encouraged its employees to work independently on project assignments. Now, because of a shortage of resources, individual contributors will be asked to form teams to improve efficiency. You are tasked with designing a training program to promote a teamwork environment.

Discuss what type of training environment is best suited to assist employees with developing a new mindset that builds team spirit, morale, and support for success. Address the following in your post:

• What are some of the obstacles that might be encountered due to this environment shift?

• How will you design a training environment that minimizes these obstacles?

Analyzes course concepts, theories, or materials correctly, using examples or supporting evidence.

Applies relevant professional, personal, or other real-world experiences to extend the dialogue.

SAMPLE ANSWER

Diversity training is best suited to assist employees to build a mindset that promote team spirit, morale, and support for success. Diverse training helps increase employees cultural awareness, skills, and knowledge. Therefore, developing a focused, cohesive, team-oriented workforce, and promoting teamwork in the workplace. The main purpose of a diversity training program is to create a constructive work environment by assisting workers identify and put up with differences among co-workers.

Some of the challenges of pulling diverse employees to work together as a team include mistrust between employees, the difference in personality, and resistance to change. On the same note, poor communication, bad leadership, absence and inability to resolve conflicts are also problems teams encountered (Tohidi, 2011).

The following tactics can be employed when designing a training program for teamwork environment in the workplace and minimize obstacles faced during team building process. First, the program designed should be made actionable, visible, and fun. The training program session should inject fun into team formation. The program should also encourage sharing of information between the team members and explain why their teamwork effort is paramount to the organization (Daft, 2012). The team leaders should also provide guidance and strategic direction to the team member to share and provide solutions for the surrounding challenges working as a team. Finally, team members should encourage and help people experience their challenges positively.

In conclusion, teamwork is important for achieving efficiency and productivity in the workplace. Therefore, managers and supervisors should develop training programs for employees to form cohesive, focused and motivated employees who enjoy working as a team. The training should be approached in a positive way so as to elicit any challenges and obstacles that hinder teamwork and team formation in the workplace.

References

Tohidi, H. (2011). Teamwork productivity & effectiveness in an organization base on rewards, leadership, training, goals, wage, size, motivation, measurement and information technology. Procedia Computer Science, 3, 1137-1146.

Daft, R. (2012). Organization theory and design. Cengage learning.

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Decision-Making and Plagiarism Assignment

Decision-Making and Plagiarism

Order Instructions:

Complete a paper of a 2000 to 3000 words academic paper that incorporates your previous research, including your essays on good decision making and plagiarism.

Note that much of the content for this assignment was completed in earlier modules; completing this assignment consists largely of editing material that you have already authored.
By writing this essay please retouch on the same topic on order 113177, 113239, 113238.

In addition to the content for this paper, your paper should include the following:

1.An APA title page
2.A well written introduction and conclusion
3.An APA reference page

SAMPLE ANSWER

Decision-Making and Plagiarism

Decision-making is often a hard task yet people have to undertake it for their progress. Decision-makers have to be responsible and accountable for their duties (THE MARKETING SOCIETY, 2015). Choices could be right in certain situations, but they may not be appropriate in others. Therefore, it is necessary that decision-makers expand their scope and not limit themselves to predetermined approaches. In most cases, the process becomes most challenging when there emerge conflicting interests. For example, when handling cases of plagiarism, instructors should protect the reputation of their institutions by ensuring that students do their work. The practice would be in accordance with the instructors’ duty of practice. However, exerting the rules used against plagiarism might have detrimental effects on the students. As such, instructors would be torn between protecting the students or the institutions.

Good Decision-Making

Good decisions must have desirable consequences to their subjects, especially in the long-term. For decisions to be right, they must give solutions to particular problems that necessitate them (FOX, 2014). Managers determine good decisions by focusing on giving the best to their institutions and subjects. Also, good decision-makers should purpose to get information regarding the choices they have. It is after evaluating all the necessary information that they would then decide how to perform their tasks (ZENGER & FOLKMAN, 2014). When decision-makers are informed, they are likely to experience fewer and less severe surprises that would occur with some choices. Being informed prepares managers for multiple occurrences hence equipping them with techniques of handling events (MYATT, 2012). However, decision-makers should filter their information to have the necessary load only when deciding approaches to take (WETHEY, 2013). Guidelines for making good decisions require people to have a well-defined frame for their choices (FOX, 2014). Failure to have well-framed choices predisposes decision-makers to give the right answers but to the wrong questions (KARELAIA, 2014). Frames ensure that decision-makers do not give in to temptations that always accompany the process of decision-making (PILLAY, 2014). Biases are likely to occur during decision-making, and their happening impairs the rationale of choices that people take. Pillay illustrated that people are likely to go by decisions that support their beliefs and theories. In the process, they would ignore what could have been important considerations for their particular problems (PILLAY, 2014). Decision-makers end up not having the right information, or having it but not utilizing it, and the choices they make lose rationale and become faulty. The temptation to make biased decisions comes in when stakeholders seek to confirm the appropriateness of their views instead of addressing problematic issues per se. There are particular elements that decision-making activities should entail. Among those that apply in addressing plagiarism is ethics. Good decisions should promote rather than demean ethical principles. However, deciding what is ethical or unethical presents a secondary complication in most situations. For instance, instructors would find it challenging to determine whether exercising roles that would lead to the dismissal of students from institutions following dishonest conduct would be ethical. While the choice would be ethical from the perspective of responsibility, it could be unjustified from the compassion and humanity viewpoints. On the other hand, instructors would be obliged to discourage the practice, especially for long-term purposes. From such a conviction, they are likely to uphold the necessary regulations and place their subjects to severe consequences. To make the right decision, instructors should purpose to take an informed position and explore factors such as the victims’ motive for the practice.

Decision-Making in Handling Plagiarism

Plagiarism is a dishonest undertaking, and most academic institutions would not tolerate it. When it occurs, students rely on the grace of their instructors. Instructors need undertaking various activities for them to stand a position to make the right decision. One of the commonest strategies that instructors use in such situations is the A-B-C-D-E technique that entails assessment, benefits, consequences/consultations, duty, as well as education (HUBER, 2015). Incorporating each of the elements in decisions would standardize choices, and there would be an increased chance of them being right and appropriate.

In the assessment, decision-makers would purpose to learn the person involved in the malpractice, circumstances under which the occurrence took place, as well as the severity of the situation (HUBER, 2015). For instance, decision-makers would assess the effect the accusation has on the offender in terms of emotions. The emotional expressions that offenders show would enable decision-makers evaluate the sincerity of apologies that such students give. In terms of the situation, decision-makers would assess issues such as the student experiencing pressure to pass their courses. Judges would also evaluate the impact that either approach would have on the subject as well as the institution. Typical considerations include how far subjects are to their graduation and the signal that either forgiveness or punishment would send to other students. While it would be compassionate not to block the graduation of students who are at their final stages, forgiving them would send an inappropriate implication to other learners. Therefore, there would be a need to balance the two approaches to ensuring that the final decisions are worth their consequences.

The benefits aspect entails considering the likelihood of harm vis-à-vis that of beneficence (HUBER, 2015). Stakeholders should understand that punishment does not always cause harm, nor does forgiveness always yield beneficence. There are multiple factors that would influence the effect of either of the approaches depending on the situation at hand. Possible considerations include the intensity of the impact of the actions that decision-makers take against students who plagiarize. Parties that could be involved include the student, the instructor, the relevant school, the institution administration, as well as the student’s family. Decision-makers should not undermine any of the stakeholders for their decisions to be reasonable. As Fox put it, decisions may not be right unless they fit the situation that they address (FOX, 2014). Therefore, regardless of the pre-established mechanisms, judges should pay attention to the benefits and the complications that would accompany their approaches.

Under consequences and consultations, decision-makers consider the legal, therapeutic, ethical, and emotional impacts of their rulings (HUBER, 2015). For instance, they should let the legal definition of the practice as unacceptable prevail and avoid creating an ethical implication that cheating is acceptable. Therefore, decision-makers should be wise so that they uphold the law when considering the consequences of their actions. Even if they forgive the offending students, they should do it in a manner that other learners would not misinterpret as plagiarism being acceptable under particular circumstances. Therapeutic and emotional impacts would include sympathizing with the offenders and avoiding hurting their families.

The aspect of duty implies that both students and their instructors have responsibilities expected for them to carry out. For instance, students would be expected to commit themselves to their studies and do their learning diligently. They are supposed to perform their assignments with utmost willingness and develop the skills that their courses are meant to impart in them. Therefore, plagiarizing would amount to failure for them to undertake their roles. On the other hand, instructors would have the duty to report cases of plagiarism to the relevant authorities. It would be a failure if they fail to do so under whatever circumstances. Nevertheless, their decisions should be the most appropriate for the case they are handling, and they should avoid employing the right answer to the wrong question.

Education as in the model entails the understanding of students, instructors, and other members of the faculty regarding plagiarism (HUBER, 2015). It is expected that members involved in the education system understand what plagiarism is, and they also know the regulations concerning it as well as the consequences of indulging oneself in the practice.

The model allows decision-makers to handle cases of plagiarism with ease and overcome the challenges of conflicting approaches. Considering such elements does not only enhance decision-making, but it also facilitates fairness as decision-makers can use a standardized method of handling the issue. Plagiarism is unacceptable, and stakeholders should do their best to discourage it, especially in academic institutions. However, every situation will present with its variabilities, and it would depend upon decision-makers to determine the appropriate actions to take for each scenario.

Accountability in Decision-Making

Accountability is crucial in decision-making, more so for persons in managerial and executive positions. Employees should know the persons behind changes that take place in institutions for them to implement them confidently. All stakeholders in institutions should access decisions that are made to enhance transparency. Decisions made under opaque circumstances are likely to attract suspicion, and they would cause conflict easily. Good decision-making procedures should aim at promoting unity among stakeholders, and decisions would be inappropriate if they cause divisions instead. A culture of accountability in organizations promotes cohesiveness, and it enhances the adoption of appropriate choices as decision-makers would fear the occurrence of undesirable consequences (THE MARKETING SOCIETY, 2015). Also, the culture makes executives feel that they are under supervision and they act carefully in decisions that they make. So as to maximize the appropriateness of their choices, leaders seek requisite knowledge from specialists and experts. In most organization, the appropriateness of decisions is proportional to the degree of accountability that such institutions entail in their management.

Hindrances to Making Good Decisions

Right decisions lead to desirable outcomes. In healthcare, for instance, decisions should result in improved patient outcome since it is the ultimate objective of the facilities (LEE & EMANUEL, 2013, Pg. 7). On the other hand, wrong decisions would hinder the achievement of desirable outcomes. As such, institutions would fail to meet their goals. Zenger and Folkman wrote that laziness was the leading cause of making poor decisions among well-meaning persons (ZENGER & FOLKMAN, 2014). The bloggers indicated that some decision-makers failed to perform all the required activities that preside the derivation of conclusions. The resultant decisions are poor as they are based on insufficient knowledge characterized by a few facts but many assumptions (ZENGER & FOLKMAN, 2014). Other causes of failure in making correct decisions in organizations include poor communication among stakeholders and making plans that are inconsistent or inadequate (MANDELBERG, 2015). Lack of cooperation among stakeholders is often a significant cause of limited communication in institutions. Failure of stakeholders to anticipate challenges and failures also lead to poor decisions (ZENGER & FOLKMAN, 2014). There are always shortcomings associated with every choice, and decision-makers require preparing for them for them to push their choices to success. If such challenges appear before decision-makers prepare for them, there are high chances of hindrance and failure. Making decisions when under emotional influences also impairs decision-making leading to biased choices (MANDELBERG, 2015). Such emotions as anger, malice, or extreme happiness are likely to influence the reasoning that managers adopt. Managers should avoid making critical decisions when under such influences. The execution strategies for decisions also affect the appropriateness of choices. Decision-makers should ensure that they formulate strategies that would see to the complete implementation of approaches.

Conclusion

Decisions are the drivers of progress and regress in organizations. Good decisions are the correct answers to questions under consideration. Decisions might be right under certain conditions but wrong in others. Often, decision-makers employ pre-established guidelines to increase the speed at which they make choices. Such guidelines also enable decision-makers to evaluate the appropriateness of their choices and to standardize their judgments and rulings. Addressing cases of plagiarism in academic institutions is often a challenging task for stakeholders. Instructors are the primary decision-makers when such events happen. They are often torn between protecting students from severe consequences and upholding organizational rules and regulations. The A-B-C-D-E decision-making technique offers a handy tool for instructors. Accountability in decision-making enhances transparency, and it is a vital virtue of decision-makers. There are always hindrances to making the right decisions. Decision-makers should seek to attain the most informed positions before deriving conclusions.

Reference List

Fox, J. (2014, November 21). How to tell if you’ve made a good decision. Harvard Business School Publishing. Retrieved from https://hbr.org/2014/11/how-to-tell-if-youve-made-a-good-decision

Huber, N. (2015, May 9). Appropriate and fair use. Prezi. Retrieved from https://prezi.com/uhsr1dhvqqde/appropriate-and-fair-use/

Karelaia, N. (2014). How mindfulness improves decision-making. Forbes. Retrieved from http://www.forbes.com/sites/insead/2014/08/05/how-mindfulness-improves-decision-making/

Lee, E. O. & Emanuel, E. J. (2013). Shared decision-making to improve care and reduce costs. The New England Journal of Medicine, 2013(368), 6-8.

Mandelberg, L. (2015). Good decisions, bad decisions. Evancarmichael.com. Retrieved from http://www.evancarmichael.com/Management/1038/Good-Decisions-Bad-Decisions.html

Myatt, M. (2012, March 28). 6 tips for making better decisions. Forbes. Retrieved from http://www.forbes.com/sites/mikemyatt/2012/03/28/6-tips-for-making-better-decisions/

Pillay, S. (2014, March 31). How to improve your decision-making skills. Harvard Business School Publishing. Retrieved from https://hbr.org/2014/03/how-to-improve-your-decision-making-skills

The Marketing Society. (2015, May 16). Decision-making and accountability. Retrieved from https://www.marketingsociety.com/the-gym/decision-making-and-accountability

Wethey, D. (2013). Tips to help you make better decisions. The Marketing Society. Retrieved from https://www.marketingsociety.com/the-gym/ten-tips-help-you-make-better-decisions

Zenger, J. & Folkman, J. (2014, September 1). 9 habits that lead to terrible decisions. Harvard Business School Publishing. Retrieved from https://hbr.org/2014/09/9-habits-that-lead-to-terrible-decisions

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Personal Leadership Action Plan (PLAP)

Order Instructions:

Objective: Personal Leadership Action Plan (PLAP) requirements and guidelines

Purpose: Submit a Personal Leadership Action Plan.

Parameters: The Personal Leadership Plan Action should be written in the first person and should be critically reflective. Double spaced, and written in accordance with APA writing standards. Moreover, you are required present a plan that is critically reflective yet scholarly in nature.

Assignment Description: You are to integrate authoritative sources in the form of appropriate citation and in accordance with APA writing standards based on the required reading thus far in the course and / or peer-reviewed literature available to you in the University research library. The purpose of the PLAP is to objectively examine your current leadership style, abilities, strengths, and weaknesses. Also, you should take a careful inward and candid look at where you are as a leader and envision the future direction of your leadership career. Your PLAP should contain seven components listed below:

1. Introduction.
2. Statement of personal purpose and values.
3. An assessment of who I am now.
4. What I want to achieve: Leadership vision.
5. Summary of leadership strengths and weaknesses (very specific).
6. Development of an action plan – what to achieve and how to achieve it.
7. Conclusion.

SAMPLE ANSWER

Introduction

As I embark on a mission in pursuit of my personal leadership action plan; I am reminded of an illustration that has immensely inspired my vision in leadership. A lecturer in an institution known as Putt is known for his limping due to a sickness he contracted during his childhood. Putt is considered one of the best teachers within one of the local educational institutions. During one of his lectures one afternoon, Putt noticed one thing that changed his perception to teaching. After completing his class, it happened that his students were leaving for a lunch break (Allen, Miguel, & Martin, 2014).

As Putt walked along the corridors of the school, he noticed there was a trail of people following him behind. When Putt turned back, he was shocked to see his students imitating his walking style. This boggled his mind but after giving it a careful thought; Putt discovered that he had influenced his student’s lives immensely to a state where all his students decided to imitate in his walking style. This analogy gives a clear picture of leadership and its ability to influence people in various ways.

As a leader, I am determined to push myself beyond the limits to influence and impact the lives of people within my society. My Personal Leadership Action Plan will be developed to suit within my leadership context in which I will pursue approaches aimed at influencing, encouraging, providing the right tools and cultivating visions that include the community in collectively changing the challenges that they face (Allen, et.al). I admit to the fact that a leader may have some shortcomings; however, I am determined to take the criticisms of the people I serve in developing and enhancing my leadership skills. I will from time and again challenge myself in developing myself not only on an individual basis but as a team by mobilizing other into personal development. Just like in receiving a bumper harvest, there has to be the element of rain, so is in achieving my personal leadership action plan, there is need of a vision and a theory that supports my plan. Through this paper, I will address my personal leadership action plan in achieving and enhancing my leadership skills.

Statement of Personal Purpose and Values

In my personal leadership action plan, there is a set of values and personal purposes that direct my approach to leadership (Bradt, Check, & Pedraza, 2009). Loyalty and objectivity remain essential elements in my action plan. Through loyalty, I am in a position to increase the longevity of relationships with my subjects while on the other hand, objectivity will allow me to make justifiable decisions based on facts rather that emotions and politics that have the capacity to bias a judgment. It is, therefore, essential to note that I value loyalty, open-mindedness, honesty, creativity, self-discipline, innovative minds, and the willingness to achieve goals.

Who I’m Currently

Currently, I am a man entirely focused on how to inject my leadership skills in my family since they say charity begins at home, my country, my faith, and my cultural heritage. In order to achieve this, I have developed personal approaches geared towards improving my educational skills in community development. In order to achieve this, I have derived leadership theories that can support my plan. These approaches include the transactional and transformational leadership approach. In college, I have been elected as one of the student leaders, in ensuring that the student’s needs are addressed efficiently.

I admit to the fact that as a leader I have some shortcomings; however, I am determined to take the criticisms of my subjects in developing and enhancing my leadership skills. I will challenge myself in developing myself not only on an individual basis but as a team by mobilizing other into personal development. In achieving my personal leadership action plan, there is need of a vision and a theory that supports my plan.

Through this post, I have been able to influence the lives of students in ensuring that they strive towards the attainment of their goals. This position has also allowed consistently learning and growing into the leadership function I envision after my studies. My action plan for achieving my goals as a leader lies in assessing my progress through an outlined plan. The platform has enabled me to exercise my leadership skills a factor that will immensely impact my service delivery approaches in the community.

Leadership vision

My vision in leadership is in shaping the future of my community by preserving our cultural heritage, sharing the resources that we have been endowed with, and discovering new knowledge aimed at improving the status of my community members who have constantly in absolute poverty for quite a long period of time. Through my vision, I envision a society in which we all-even the unprivileged hold hands to create opportunities for ourselves that will impact our community.

Leadership Strengths and Weaknesses

In any leader, there is the aspect of strengths and weaknesses. The following detail some of my strengths and weaknesses;

Decision Making

In every situation, we are bound to make decisions. It is important to mention that the process of decision-making involves a careful judgment and may at times prove to be complicated. This remains one of my weakest areas (Bradt, et.al). This resulted from my family’s orientation in which all the decisions were bound to be made by the head of the house in the family. It is upon this foundation that I believe that this process remains the duty of a father. However, I am fully conscious that I have a deep understanding and judgment in addressing situations and issues even though I have not fully exercised my decision-making skills.

I have realized that it is difficult to determine the outcomes of a decision, but it is easy to take particular steps in coming up with a range of solutions to issues. The process of decision-making is always coupled by risks that a decision maker may encounter. In managing this weakness, I have developed approaches aimed at exercising my decision-making skills (Casey, & Wuestman, 2015). I have resorted to carefully plan before arriving at a decision with the aim of avoiding negative implications of a decision. The study and analysis of a situation would also be an essential element in planning activities before making a decision to avoid the pitfalls in decision-making.

Effective Communication;

Individually, I am certain that effective communication has the capacity to initiate a healthy relationship between people in am leading especially n instances where my opinion is required (Edelist, Davis, & Vega, 2012). It is through effective communication that good relationships are elicited a factor that improves the quality of life, influences and motivates people and develops better interpersonal relationships within my area of leadership. This area, therefore, remains my strength since I am always effective in relaying information verbally with prompt feedbacks.

I am also skilled in verbal communication, a factor that determines my strength since through this; I have been able to communicate my vision to my community members, a factor that garnered the support of my community members (Fortenbery, 2015). I have also discovered in listening to the views and suggestions of my community members in line with the vision we have and listen to the concerns the raise before giving a personal opinion of a situation. This has therefore opened a communication line between me and the community, a factor that has fostered a smooth relationship.

Leadership Skills;

This remains one of my strengths considering the fact that I am flexible, and I have learned my leadership skills through experience. I have the capacity to rally my community members behind me in achieving a goal, a factor that has gained me respect by my subjects. My community members look up to me not only because I have achieved several objectives but because of the approach and the manner in which I lead them in such projects (Gentile, 2014). I have developed an approach that does not only seek to influence my community members but coaches them through imparting leadership skills to them since they will be the next leaders. Coaching ensures that once my term is over, there will be a leader who will be suitable to wear my shoes and fit into the society. This therefore keeps the cycle of leadership ongoing.

I also have the qualities of a good leader that include determination in achieving our community goals, self-confidence, the ability to handle stressful situations and to influence other people, working hard to complete the responsibilities on time and so on (Gentile, 2014). Due to this factor, my community members have also embarked on enhancing their skills in the areas they have been assigned. They are therefore inspired to work hard in meeting their individual goals. I have discovered that caring for the welfare of my community members is one of the greatest tools that a leader can employ in achieving the objectives of the community. I have therefore achieved significant milestones through collaboration with my community members.

Community Action Plan

Preserving our cultural heritage, sharing the resources that our community is endowed with and discovering new ideas and knowledge remains essential elements in securing our communities future (Margetts, John, Hale, & Reissfelder, 2015). In order to achieve these objectives, we developed a community planning team in formulating an action plan that would direct our vision. This session was run with the aid of our community members with several dignitaries brought on board.

Several people participated in the training process with the principal directions of achieving the communities vision developed. The approaches to achieving the visions of the community were established with the need for a long-term commitment from the patricians in the project clearly defined (Packendorff, Crevani, & Lindgren, 2014). These training sessions saw the development of groups that were assigned duties and responsibilities that were to be achieved over the duration of time. This brought together the entire community in a meeting in which the community decided to develop a proposal that would help it frame its initiatives.

Work groups were therefore established in this project that opened a door for the community to join and participate. Different community members participated in the planning process with the recommendations collected used to form a community action plan. Through this initiative, the community decided to preserve its culture by passing it to its generations and formulating functions through which the cultures of the community could be displayed (Packendorff, et.al). The community also discovered that they are endowed with a wealth of resources including the rich culture, and the minerals that surround the community. In their view, the community, therefore, developed an approach that would ensure that these resources are dispensed for the benefit of the whole community, through the development of factories within the community.

In order to achieve this vision, the community has taken the initiative to involve themselves in this action plan by ensuring that each member plays a role. The essence of unity and collaboration was one of the main elements that were considered as a unifying factor that would bring the people together. The community structures such as churches, schools and other organizations also played a role in contributing to this initiative (Waldman, & Balven, 2015). The schools and other learning institutions were required to embrace and align their curriculums with a cultural torch in order to preserve the community’s rich cultural heritage. They were also needed to develop activities and functions that would allow the students to exercise their cultural heritage, a factor that would sell the value of the community to the outside world.

In determining the manner in which resources that our community is endowed with would be discovered, the community decided to involve the services of the government that would support it deriving resources aimed at developing industries that would be impactful to the society. The community also decided to take individual initiatives designed to preserving the environment and ensuring that the habitat was conserved.

Conclusion

My Personal Leadership Action Plan will be developed to suit within my leadership context in which I will pursue approaches aimed at influencing, encouraging, providing the right tools and cultivating visions that include the community in collectively changing the challenges that they face (Whittle, Housley, Gilchrist, Mueller, & Lenney, 2015). As a leader, I am determined to take the criticisms of the people I serve in developing and enhancing my leadership skills. I will from time and again challenge myself in developing myself not only on an individual basis but as a team by mobilizing other into personal development.

In my personal leadership action plan, there are values and personal purposes that direct my approach to leadership. Loyalty and objectivity remain significant elements in my action plan. Currently, I am a man entirely focused on how to inject my leadership skills in my family since they say charity begins at home, my country, my faith, and my cultural heritage.

My vision in leadership is in shaping the future of my community by preserving our cultural heritage, sharing the resources that we have been endowed with, and discovering new knowledge aimed at improving the status of my community members who have constantly in absolute poverty for quite a long period of time. It is therefore imperative to mention that leaders play a significant role both in the corporate and in the society in ensuring that the functions are achieved and goals are meet.

References

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Bradt, G. B., Check, J. A., & Pedraza, J. E. (2009). The New Leader’s 100-day Action Plan : How to Take Charge, Build Your Team, and Get Immediate Results. Hoboken, N.J.: Wiley.

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Edelist, I., Davis, M., & Vega, D. (2012). Change in ACTION. Benefits Canada, 61-65.

Fortenbery, J. (2015). Developing Ethical Law Enforcement Leaders: A Plan of Action. FBI Law Enforcement Bulletin, 1-5.

Gentile, M. C. (2014). Giving Voice to Values: An Action-Oriented Approach to Values-Driven Leadership. SAM Advanced Management Journal (07497075), 79(4), 42-50.

Margetts, H. Z., John, P., Hale, S. A., & Reissfelder, S. (2015). Leadership without Leaders? Starters and Followers in Online Collective Action. Political Studies, 63(2), 278-299. https://www.doi:10.1111/1467-9248.12075

Packendorff, J., Crevani, L., & Lindgren, M. (2014). Project Leadership in Becoming: A Process Study of an Organizational Change Project. Project Management Journal, 45(3), 5-20. https://www.doi:10.1002/pmj.21418

Waldman, D. A., & Balven, R. M. (2015). Responsible Leadership: Theoretical Issues And Research Directions. Academy Of Management Perspectives,3015(1), 19-29. https://www.doi:10.5465/amp.2014.0016.

Whittle, A., Housley, W., Gilchrist, A., Mueller, F., & Lenney, P. (2015). Category predication work, discursive leadership and strategic sense making. Human Relations, 68(3), 377-407.

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