Project Aims: Your team has been appointed to advise a manager on the applications of data analysis and statistics in business as an aid to decision making. She has asked you to write a management report to include:
1. A summary of your data using descriptive statistics and data presentation techniques (use Excel for this task);
2. An example of a discrete random variable relevant to your topic and its probability distribution;
3. Inferential Statistics on a relevant continuous random variable;
4. An application of Regression on a relevant variable.
Source Data:
1. Open Data: You may use any open source data appropriate to the application of business data analysis. As there are so many, we have identified a small subset for you to choose from on Blackboard.
Your report should reflect on the data source and related data issues.
Note: You may not conduct your own data gathering without ethical approval!
Team Code of conduct: Include a Statement of Authorship, signed by each participant of the group giving their weighted contribution. You may wish to include the Terms of Reference agreed by the group at the start of the project. Students who do not contribute to the team project, may not receive the team grade. Indicate the nominated team member on your Statement of Authorship. This person is responsible for uploading your work to Blackboard.
The Management Report: The aim of your report is to provide a meaningful interpretation of your data analysis to the business manager, demonstrating its use in decision making. Choose one discrete random variable and one continuous variable relevant to your topic. For example, a service provider may be interested in a discrete random variable counting the number of orders they receive per day, and a continuous random variable measuring the length of time it takes them to complete these orders.
To ensure a favourable response to your report, you need to explain to your manager any statistical terminology and techniques that you use in your report. Graphs may help the manager in understanding the concepts you are outlining. Rough work and calculations should not appear in the main body of the report but can be included in an appendix.
As this is a management report, format your report appropriately. Marks will be deducted for unprofessional aspects of your typed report such as misspellings, poor grammar, unreferenced sources or inappropriate graphs.
Management Report Components:
1) Calculate at least 2 measures of central tendency and at least 2 measures of variation (from 2 different countries) for
your Continuous Variable sample data. Explain the results and meaning of these measures in your report. Include a summary of the data in your report using a graph or table. Use Excel for this task.
2) Explain what your Discrete Random Variable is and what probability distribution can be used to describe it. Give some examples and interpretation of the usage of the probability distribution function and outline its business relevance.
3) Either do 3.a or 3.b
a. Calculate and interpret a confidence interval estimate of the Continuous Random
Variable. Choose an appropriate confidence level for your interval.
b. Set up and conduct a hypothesis test relevant to the continuous random variable.
Choose an appropriate level of significance for your test.
4) Show how Regression techniques can be used to extrapolate or interpolate values for your
dependant variable.
Suggested Report Content / Checklist for your report: 1) Introduction
2) Summary and explanation of descriptive statistics. 3) Inferential Statistics
a. You may want to include some theoretical background to the Normal (and Sampling)
Distribution. Topics could include:
i. What is the Normal Distribution?
ii. Why is the Normal Distribution used in Sampling Distributions?
iii. What is the basis for Inferential Statistics?
b. You should include:
i. An explanation of your continuous random variable and sampling work
ii. An explanation of what a Confidence Interval / Hypothesis Test is;
iii. An insight into the construction of the interval/test;
iv. An interpretation of your Confidence Interval/ Hypothesis Test results;
4) Summary and Conclusion.
SAMPLE ANSWER
Introduction
Nowadays as business environments continue to become more dynamic and competitive locally, regionally and internationally, the application of data analysis and statistics in business as an aid to decision making has become inevitable (Davenport & Harris, 2007). This is attributable to the fact that, decisions in contemporary businesses play an essential role in making sure that enterprises are strategically positioned in the market through management and marketing decisions that are informed by business intelligence analytics (Davenport et al., 2009). Bartlett (2013) notes that business data analysis applications using tools and techniques that are technologically advanced such as business data analysis software have become an integral part of decision making in modern day businesses. Furthermore, business data analysis involves an iterative and methodical exploration of data from an organization with emphasis on statistical analysis in order to make sure that their decision making process is data-driven (Davenport & Harris, 2005). This management report aims to provide a meaningful interpretation of business data analysis (about ObviEnce, LLC sales and marketing data) to the business manager in order to demonstrate its use in decision making. Two variables are used i.e. one discrete random variable (number of new orders) and one continuous random variable (marketing time in months).
Summary and explanation of descriptive statistics
The business data considered is summarized using descriptive statistics as well as a presentation technique. For instance, the descriptive statistics used were measures of central tendency as well as variation whereby the former measures are mean and median while latter measures are standard deviation and variance. These descriptive statistics were calculated for both variables i.e. discrete random variable and continuous random variable. As a result, Table 1 below shows, the business data which was considered in the data analysis using the Ms Excel program together with the subsequent descriptive statistics, both in terms of measure of central tendency as well as measure of variation. Descriptive statistics play an essential role in making sure that a role data is analyzed and presented in a manner that is easily understandable while at the same time making sure that the meaning of the data can also be easily interpreted.
The mean for the data presented in this report is 1760 and 13.3 for the number of new orders (discrete random variable) and marketing time in months (continuous random variable) respectively. In addition, the median for the data presented in this report is 1800 and 14 for the number of new orders (discrete random variable) and marketing time in months (continuous random variable) respectively. The mean shows the average of a data set while median is the middle data point in an ordered data set (Davenport, 2006). From, the descriptive statistics shown in Table 1 below for both variables indicate that the mean and median are very close meaning that the data concerning the impact of marketing on sales is normally distributed, which implies that more data is located in the middle.
On the other hand, the measures of variation were also determined using Ms Excel and the standard deviation of the data presented in this report is 874.2752 and 7.220507 for the number of new orders (discrete random variable) and marketing time in months (continuous random variable) respectively. Furthermore, the median for the data presented in this report is 764357.1 and 52.13571 for the number of new orders (discrete random variable) and marketing time in months (continuous random variable) respectively. The measures of variation show how individual points in a data set are sparsely distributed, and also the extent to which they have deviated from the mean. Higher standard deviation and variance indicate significant deviation of individual data points in a data set from its mean (Stubbs, 2011). For instance, the standard deviation and variance for both variables are significantly varied from the mean. This means that the marketing of the company had impact on sales of the company.
Table 1: Descriptive Statistics
The data can also be presented using a line graph created using Ms Excel as illustrated in the Figure 1 shown below.
Figure 1: A line graph of the data
The discrete random variable used in this data is the number of new orders which are determined by the length of marketing in the number of months. This is mainly because the longer the marketing time, the higher the number of new orders. Discrete probability distribution can be used to describe this variable since the number of orders must be a definite and not partial meaning it, must be represented by a specific number. An example is the tossing of coin whereby you must either get a head or tail meaning after a particular number of tosses there must be a discrete number of heads and tails.
Inferential Statistics
Normal distribution is a symmetric curve consisting of one central peak which is equivalent to mean of the data. Bell-shaped is the word used to describe the curve whereby the graph falls off in an even manner on both sides of the mean and 50% of the distribution is located on either side of the mean (Stubbs, 2011). The use of Normal Distribution in sampling distributions is done because they usually show naturally occurring phenomena which are determined through sampling, in order to get unbiased statistical tests (Davenport & Harris, 2007). Inferential statistics are based on inferring from the sample data in order to make generalizations about the populations which enable conclusions to be made (Davenport et al., 2009).
The continuous random variable used in the data is the length of time (in months) taken by the company in marketing. This is attributed to the fact that time can be presented continuously meaning that a range of time can be used to determine the discrete random variable (Davenport & Harris, 2007). Sampling was done by counting the number of new orders that were placed within a specific number of months in marketing. A confidence interval is the range in which a certain trial or measurement falls in within a specified probability (Stubbs, 2011).
Construction of a confidence interval is first done by identifying the test statistic (e.g., sample proportion and sample mean) subsequent to selection of the confidence level which may be 90%, 95% or 99%. The margin error is then calculated, followed by specifying of the confidence interval. With a sample size of 15 (df=14), mean of 13.3, and standard deviation of 7.220507 confidence interval of the continuous random variable at the 99% confidence level is:
The above confidence interval results show that 99% of the intervals will include the test statistic (mean).
Regression techniques can be used to extrapolate values for the dependent variable by developing with a constant meaning when the independent variable is known then the dependent variable can be determined.
Summary and Conclusion
In summary, the descriptive statistics show that the data values are widely located around the mean and there was a positive correlation between the time take in marketing and the volume of sales in terms of new orders. Inferential statistics also show a considerably wide confidence interval. In conclusion, it has been seen that it is possible use data analysis to make important business decisions.
References
Bartlett, R. (2013). A Practitioner’s Guide to Business Analytics: Using Data Analysis Tools to Improve Your Organization’s Decision Making and Strategy. New York, NY: McGraw-Hill.
Davenport, T. H. (2006). Competing on Analytics. Boston, MA: Harvard Business School Press.
Davenport, T. H., & Harris, J. G. (2005). Automated Decision Making Comes of Age. Boston, MA: MIT Sloan Management Review.
Davenport, T. H., & Harris, J. G. (2007). Competing on analytics: The new science of winning. Boston, MA: Harvard Business School Press.
Davenport, T. H., Harris, J. G., De Long, D. W., & Jacobson, A. L. (2009). Data to Knowledge to Results: Building an Analytic Capability. California Management Review, 43 (2), 117–138.
Please use the following format in preparing 4-MAT Book Reviews:
1. ABSTRACT. Summarize what you have read, boiling the book down into 300 words (1 page). Prove you comprehend the readings by writing a no-nonsense summary. The abstract is not a commentary or listing of topics but rather an objective summary from the reader’s viewpoint. Abstract equals “boiled down.” This section should include a minimum of 2 footnotes to the text being reviewed.
2. CONCRETE RESPONSE. Get vulnerable! In no less than 150 words and no more than 1 page, relate a personal life experience that this book triggered in your memory. Relate your story in first person, describing action, and quoting exact words you remember hearing or saying. In the teaching style of Jesus, this is a do-it-yourself parable, case study, confession. You will remember almost nothing you have read unless you make this critical, personal connection. What video memory began to roll? This is your chance to tell your story and make new ideas your own.
3. REFLECTION. This is the critical thinking part of the review (not critical in the sense of negative, but in the sense of questioning). In no less than 150 words and no more than 1 page, describe what questions pop up for you in response to what you have read. Keep a rough-note sheet at hand as you read. Out smart the author by asking better questions than he/she raised in the book. Tell how the author could have made the book better or more appealing to those in your field of service. One way to begin this section is by stating what bothered you most about the book. This is not a place to provide an endorsement or affirmation of the book.
4. ACTION. So what are you going to do about it? In no less than 2–3 page and no more than 5 pages for your entire paper.provide 3 action steps that describe what actions or changes you are going to make in your life, ministry, and/or work as a result of your reading. Action steps should be measurable and reveal a commitment to specific time, specific people, and identified steps.
Make sure the action steps are implemented between the time the review are submitted inModule/Week 7. Discussion Board activity asks for you to reveal the results of 1 of your actions.
5. Please provide a Turabian style* title page, pagination, footnotes, and Bibliography.
Total # of pages will be 5 excluding the title page, pagination, footnotes and bibliography.
PLEASE BE ADVISED THAT ANY FORM OF PLAGIARISM WILL NOT BE TOLERATED. PLEASE DO NOT PLAGIARIZE.
SAMPLE ANSWER
Response to “The Great Commission to Worship”
Abstract
The book titled “The Great Commission to Worship” authored by David Wheeler and Vermont Whaley, both scholars at Liberty University, is a book that is aimed at contemporary Christians who are concerned about their salvation. The two authors have different areas of specialization in theology; these are Evangelism and Worship respectively. Through the book, they discuss the unity of evangelism and worship. Not an existent unity but rather an ideal one which has been forgotten or simply ignored by many believers. Through the use of scriptures from the Bible, specifically the New Testament, these two authors lay a foundation for their arguments by defining both what worship is and what prayer is. The central theme here is the great commission which Jesus gave his disciples in Matthew 28: 18-20[1]. This scripture is discussed in light of the fact that Christians target their worship at God and this is done as a result of the desire of most of them to get saved. The authors argue that being saved is part of the salvation plan; much like the great commission spells out. The authors go to great lengths to discuss myths that are at times held in relation to what worship is and what it entails. These are dispelled through the use of scripture. Given the great importance of worship to Christianity and the equally huge importance of the great commission, the authors argue that worship is incomplete if there is no element of evangelism. Evangelism in the context of this book can be summarized as the act of telling other people about the goodness of having a relationship with Jesus, God’s son[2]. In this form of Worship according to the authors, there can be true transformation in the lives of individuals and it can also be appraised and evaluated instead of simply being repetitive. What the book discusses in summary is the need to have worship as a foundation for one’s Christianity and other things added onto it. This is contrary to the current situation whereby worship is seen as one of the activities of Christianity, a situation that makes it possible to separate it from evangelism.
Concrete Response
When I read this book, a memory that came to mind was the evangelism sessions we used to engage in during my high school years. The church group that I used to worship with had a youth group and this group was further sub-divided to individuals who have different general occupations such as college and high-school students. Each group had a set of activities it did during the weekends and holidays. The leaders of the group often mentioned the need to evangelize and invite people to church after telling them the good news about Jesus. This was often done through the sharing of scriptures that we had prepared in advance for short and straight to the point discussions. The plan was to meet and go around as individuals or in groups of two and start up conversations with strangers, telling them about gospel of Christ with the aim of getting into a spiritual conversation. I had trouble with this first because I was shy and second because I never truly appreciated the need to evangelize. At times I used to deliberately miss these meetings so as to avoid the likely awkward situations that would have ensued had I proceeded. One of the central scriptures that were used as a motivator for us was Matthew 28:18-20. At the time I thought it was possible for me to compensate by perhaps contributing extra money during the offertory session or find another activity within the church that I would engage in to make up for the lost time. The point of view I held was very much in tandem with that of Christians who view worship and evangelism separate. I thought of the two, and actually treated them as completely separate entities, but this was to selfish ends and I now see that I was gravely wrong.
Reflection
A question that I had in my mind in the course of reading the book was about the relevance of the topic and choice of words the authors used. On one hand I saw the relevance of the lessons given but on the other hand I could not help but wonder about the issue of semantics with respect to the words used. The title of the book is “The Great Commission to Worship” but what the book really discuses is obedience to God. Perhaps a title of “Obedience as true worship” could have been more befitting for this book. The term worship as used by Christians or within the context of religion tends to have two meanings depending on the context. The first and main use of the word is the centralization of a supernatural deity or some other entity in the life of an individual. In Christianity this basically means the complete allegiance to God. It also applies to other entities such as Baal in the Old Testament and Money in contemporary times. The other use of the term worship is the collection of activities mainly revolving around the offering of songs during a meeting of believers. While this second use is limiting, it is used by believers across the world in reference to the specific process of singing sacred songs. The great commission was more of a command given by Jesus to his believers and by extension to all Christians. The appropriate term for their reaction is obedience. While the action will be a manifestation of worship, what they are really doing is obeying what God commanded them to do. Going by the author’s definition of worship, obedience should have taken the central theme since it has relatively more continuity than evangelism in the life of a Christian. An obedient Christian will maintain virtues even when nobody is seeing him or her, giving them the moral authority to preach about the standards Christ set.
Action
Based on what I read in this book there are three things that I am going to do in an effort to ensure I engage in true worship. The first of this is to list down the activities I currently engage in in the name of worship. The second thing I will do is to decide on how and where I am going to evangelize. The third step will be the actual evangelism, not on my own but by pulling my spiritual friends along on the journey.
The step of listing down what I consider to be true worship is important in that it will help me to see where I have been falling short and also if my worship has been one of convenience as opposed to true worship as discussed in the scriptures. True worship for me will not just be instances of evangelism but the activities that I give of myself wholeheartedly. I will also evaluate these activities with respect to the transformational element. This is because it I could be engaging in some activities for my own glorification instead of God’s.
Following the evaluation of my worship, it is likely that I will have to eliminate or reduce some of the activities I do. I intend to replace these with meaningful evangelism. This means I will have to purpose to go out and tell people about the word of God based on scriptures. For this I will seek out opportunities that I usually have but seldom take advantage of. Possible options I will go for include the local sports club I attend as well as the strangers who I sit with on public transport almost every day.
The third step will be to actually go out and have a daily target of at least one person and gradually increase the number as I gain more confidence and courage. For confidence and courage, I will rope in some of my peers in the evangelism. For those who have been doing it consistently, I will seek to learn from them and for those who have not been paying particular attention to it; I will share what I learnt from this book about the need for Christians to take evangelism very seriously as part and parcel of their worship. My hope is that this will call them to action and they will be willing to accompany me as I go out and evangelize. In this way I will not just improve my evangelism but also ensure that as many people as possible get to hear about the word of God.
Reference
Wheeler, David, and Vernon M. Whaley. “The Great Commission to Worship.” Nashville, TN: B & H (2011).
[1] Wheeler, David, and Vernon M. Whaley. “The Great Commission to Worship.”Nashville, TN: B & H (2011).
[2] Wheeler, David, and Vernon M. Whaley. “The Great Commission to Worship.”Nashville, TN: B & H (2011).
The writer will have to read each of this post and react to them by commenting, analyzing and supporting with relevant articles. The writer will have to read carefully before commenting on the post. The writer should write a one paragraph of at least 150 words. APA and in text citation must be use as each respond to the two post must have in text citations. The writer will have to use an article to supports his comments in each of the article. Address the content of each post below in a one paragraph each, analysis and evaluation of the topic, as well as the integration of relevant resources.
I will send the details of the paper via email.
SAMPLE ANSWER
Article one
This article is relevant in addressing the issue of ethical dilemma as it focuses on a group of people who are subject to effects of ethical dilemma. Community long-term care case managers are faced with circumstances that denote chances of falling to ethical dilemma temptations. Phillips & Margolis (1999) note that; temptation emanates mainly from pressure that is exerted to these managers especially due to shortage of money to be used in management. Involvement of a great number of such managers is crucial because it adds to the relevance of the study and it makes it viable to generalize the findings. This is unlike when a study uses a few numbers of cases in a study. In such cases, it becomes ineffective to generalize the findings because the sample may not be a relevant representative of the intended population. According to Bishop (2013) addressing of various issues touching on ethics as may be experienced by managers is critical in the modern times.
Article two
This article points out clearly to the implications of poor application of moral ethics in organizations. Failure to articulate moral ethics in organizations could lead to severe consequences. This article points out clearly to the crucial elements of an organization that could be sabotaged by ethical misalignments in organizations. There are risks to the finances of organizations. Finkelman & Lopez (2012) assert that; finances could be mismanaged following lack of ethics in an organization. Customer services could also be compromised. Piercy & Lane (2009) observe that; this is aspect is very sensitive because; with compromise of the services to customers, an organization is usually at the brink of closure. This view emanates from the realization that; customers are the pillars of business. Ethical misalignments also lead to market risk whereby, an organization is not able to articulate its functionality to the demands of market.
References
Bishop, W. H. (2013). The Role of Ethics in 21st Century Organizations. Journal Of Business Ethics, 118(3), 635-637. doi:10.1007/s10551-013-1618-1
Finkelman, J., & Lopez, P. D. (2012). GLOBAL CONSULTING IN A CULTURALLY DIVERSE WORLD: ETHICAL AND LEGAL IMPLICATIONS. Consulting Psychology Journal: Practice & Research, 64(4), 307-324. https://www.doi:10.1037/a0031675
Phillips, R. A., & Margolis, J. D. (1999). TOWARD AN ETHICS OF ORGANIZATIONS. Business Ethics Quarterly, 9(4), 619-638.
Piercy, N., & Lane, N. (2009). Strategic Customer Management : Strategizing the Sales Organization. Oxford: Oxford Univ. Press.
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•What are the benefits of Just In Time Techniques?
•What types of organisations use JIT techniques?
•Should things change if they are running smoothly?
In an approximately 850-word response, address the following issues/questions:
‘Things that are running smoothly should not be subject to any control. If you commit yourself to just finding and fixing problems, you’ll be able to carry out effective control (within an organisation) with fewer personnel’ (Minoura, 2003).
Discuss what the above statement means and whether you agree with it.
Describe how an organisation that you have experience of, or have researched, has benefitted from just-in-time (JIT) techniques and with special reference to inventory control. Also discuss whether the potential benefits—and drawbacks—of such JIT techniques are limited to large manufacturing businesses or whether they have wider applications for other organisations.
Base your answer on research, your readings and your own experiences.
Please cite all references.
1) The answer must raise appropriate critical questions.
2)Do include all your references, as per the Harvard Referencing System,
3)Please don’t use Wikipedia web site.
4)I need examples from peer reviewed articles or researches.
5) Turnitin.com copy percentage must be 10% or less.
Appreciate each single moment you spend in writing my paper
Best regards
SAMPLE ANSWER
MFR.COLL.W7
Different organizations use different control systems to ensure efficiency and positive performance. A just-In-Time technique is one of the inventory and production control systems that entities employ to ensure efficiency and to meet customer needs. The technique ensures that materials purchased produce units required to meet customers’ demands. The paper therefore deliberates on various aspects in references to JIT techniques.
In concur with the Minoura (2003) quote (as indicated in the question). This statement means that when operations and systems do not encounter any problem, then no control is needed. Effective control is achievable if an organization concentrates on finding the problems and addressing them immediately. This will also require less number of workers in such an organization. Therefore, the reason I do agree with the statement is that most organizations that have invested in an effective inventory control system tend to experience challenges in their operations. Furthermore, an organisation that has put in place sufficient measures to identify and fix problems immediately will not encounter many challenges and vice versa. The reason most organisations fail to operate smoothly is they lack appropriate tools to identify problems and to address the same in a short period. Such organizations, as well require few personnel since systems run smoothly.
Many organizations have adopted JIT techniques and have accrued benefits from the same (Bortolotti, Danese & Romano (2013). One such organization that has adopted JIT for the longest time in its production more so in inventory control is the Toyota Company (Bortolotti, Danese & Romano (2013). The company manufactures automobiles. It has a large market share across many countries. Using this technique has enabled the company to make vehicles ordered quickly and in an efficient way. The company delivers vehicles to its customers as quickly as possible because of utility of JIT (Bortolotti, Danese & Romano (2013). The company produces vehicles and their components required by the next process and this ensures flow in its production process. Since production in Toyota is highly repetitive, JIT technique has contributed to improvement in its operational performance. The company achieves high volume production with fewer inventories at the right time as a way to eliminate wastes and ensure continuous improvement (Sandanayake & Oduoza, 2009). Furthermore, the company has minimized its warehouse costs since it has reduced the number of warehouses they maintain. The carrying costs as well reduce because it reduces inventory that the company keeps.
The company as well has recorded improvement in their supply chain management, making it become more efficient and competitive. An efficient supply chain lowers manufacturing process costs that the company passes to the customers. The products they sell are more affordable and this has made it gain a larger market share making it stay ahead of its competitors. The company has also a greater control level over the entire manufacturing processes, and this has enabled it serve its customers well (Chan, Yin & Chan, 2010). Through JIT, the company responds quickly to change in customers’ needs. This as well helps the company to cut on wastes in an event some of the units produced are defective.
According to Bortolotti, Danese & Romano (2013), JIT is not appropriate in non-repetitive context because of the high level of product customisation and demand variability. Further, the company production line can easily come to a halt in case of unexpected disruptions such as unavailability of essential parts. This can negatively affect the profitability of the company. JIT is also associated with various constraints that vary across manufacturing contexts. These constraints include inaccuracies of information that forecasts demand, capacity of the vendor to deliver certain products as well as their commitments, sudden design changes on parts, frequent/constant changes in production scheduling among many others (Nadarajan, Chandren & Mohamed Elias, 2013).
It is also important to note that drawbacks and benefits of JIT techniques cuts across other larger industries dealing in other products and services. Most manufacturing companies that deal in repetitive productions stands a better change to benefit from JIT techniques. Such organisations include companies such as Toyota, Dell, IBM, and even service industries such as McDonald. Those manufacturing companies in non-repetitive context experience demand variability and higher product customizations hence not recommended to adopt JIT. Manufacturing companies such as Toyota has benefited a lot from the technique. The company has managed to service larger markets with its vehicle brands because of the efficiency associated with JIT. Service industry such as McDonald has as well succeed and remained competitive in the market because of using JIT techniques.
JIT techniques have experienced continuous improvement over the years. Many manufacturing companies as well have adopted JIT techniques because of the benefits it accrues to such organisations such as eliminating wastes and enhancing operational performances. Major manufacturing companies have used JIT for long periods and have benefited greatly. They have managed to satisfy their customers, reduce waste, and gain a competitive edge over its competitors. JIT technique is therefore an effective and efficient inventory control system that can save companies lots of money and enable them gain competitive edge.
Reference List
Bortolotti, T, Danese, P, & Romano, P 2013, ‘Assessing the impact of just-in-time on operational performance at varying degrees of repetitiveness’, International Journal Of Production Research, 51, 4, pp. 1117-1130, Business Source Complete, EBSCOhost, viewed 9 July 2015.
Chan, H, Yin, S, & Chan, F 2010, ‘Implementing just-in-time philosophy to reverse logistics systems: a review’, International Journal Of Production Research, 48, 21, pp. 6293-6313, Business Source Complete, EBSCOhost, viewed 9 July 2015.
Nadarajan, S, Chandren, S, & Mohamed Elias, E 2013, ‘Hiccups in just–in–time practices for electrical & electronic manufacturing’, International Journal Of Academic Research, 5, 5, pp. 269-271, Academic Search Premier, EBSCOhost, viewed 9 July 2015
Sandanayake, Y, & Oduoza, C 2009, ‘Dynamic simulation for performance optimization in just- in-time-enabled manufacturing processes’, International Journal Of Advanced Manufacturing Technology, 42, 3/4, pp. 372-380, Academic Search Premier, EBSCOhost, viewed 9 July 2015.
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HR Strategic Planning for General Electric Company (GE)
HR Strategic Planning for General Electric Company (GE)
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SAMPLE ANSWER
Abstract
This research paper provides human resources (HR) operating plan for General Electric Company (GE) basing on this company’s vision and mission statements and other GE’s public information. Included in this research paper are GE’s HR SWOT analysis and HR gap analysis, as well as HR strategies and action steps. GE is a diversified fiscal services and infrastructure firm. Its vision is to bring good things to life and mission is to invent the next industrial age, to build, move, power and cure the world. GE’s mission, vision, business objectives and strategies would drive and inform an HR operating plan as it would facilitate the development of a strategic human resource management (SHRM) at GE. With strategic HRM, HR activities and planning at GE would be integrated into the strategic plan of the organization so that HRM is clearly aligned or linked, with the attainment of the goals and mission of the company. GE’s HR SWOT analysis shows that the company’s strengths include availability of training resources, and senior managers promote and support HR strategic development. The weaknesses include budget constraints and cuts, as well as low employee morale. Opportunities include the use of new technology, and beneficial changes in employment laws. The main threats are competition from new businesses and litigious workers. Basing on the HR SWOT analysis and gap analysis, the strategies that GE’s HR department may wish to implement include recruitment strategy, restructuring strategy, training and development strategy, and collaboration strategy. However, several obstacles could be encountered during the implementation. These hindrances include lack of full management support, workers in the organization not understanding the HR strategy, workers not inspired by the overarching goals of the strategy, workers are impassive toward the implementation, and workers not exerting any enthusiasm in participating. These would be overcome by involving all employees and the company’s senior management in the implementation, and addressing their concerns and worries satisfactorily.
HR Strategic Planning for General Electric Company (GE)
In this paper, the mission and vision statements of General Electric Company (GE) as well as its main business strategies and objectives are summarized. How this information would drive and inform an HR operating plan is explained in detail. This paper also provides a 3-column HR gap analysis and a 4-cell HR SWOT analysis between General Electric’s organizational strategy and Human Resources strategy currently in place at this corporation. Lastly, several strategies are identified that GE’s human resources department may wish to execute basing upon the HR SWOT analysis and HR gap analysis.
1.0 Section 1: mission and vision of GE and other public information of GE
GE is a diversified fiscal services and infrastructure corporation. The firm has its head offices in Fairfield, Connecticut. Its key directors and officers are as follows: Jeff Immelt is the CEO, Jeffery Bornstein, Keith Sherin, John Rice, and Dan Heintzelman. GE’s products and services range from airplane engines to consumer and business financing and industrial products, to medical imaging, home appliances, gas and oil production, and power generation (General Electric Company, 2015a). It is worth mentioning that General Electric operates its segments through its 8 businesses basing upon the markets they serve: aviation, GE Capital, oil and gas, healthcare, appliances and lighting, energy management, power and water, and transportation. It is active in about 175 countries.
GE’s Power and Water segment: this offers combined cycle systems; generators; nuclear reactors; aeroderivative, gas and steam turbines. It also offers water treatment services, wind turbines, and equipment. Energy Management segment: this provides plant automation software, hardware, as well as embedded computing systems which include embedded systems, industrial computers, controllers, operator interfaces, motion control, and advanced software (General Electric Company, 2015a). Oil and Gas segment: this offers subsea and surface production and drilling systems, equipment that are used to float production platforms, turboexpanders, turbines, compressors, auxiliary equipment, industrial power generation, as well as reactors. Healthcare segment: this offers medical imaging, patient monitoring and diagnostics, software and information technology, performance improvement solutions, biopharmaceutical manufacturing technologies, and drug discovery (Reuters, 2015).
Aviation segment: this provides aerospace systems and equipment, jet engines, as well as replacement parts and maintenance as well as repair services for armed forces and commercial aircraft, regional and executive aircraft, and marine applications (Reuters, 2015). Appliances and Lighting segment: this is involved in manufacturing lighting products for industrial and commercial applications. It also manufactures home appliances. Transportation segment: this offers passenger and freight trains; diesel engines for marine, rail and stationary power applications; underground mining equipment; railway signalling and communications system; IT solutions; motorized drive systems; as well as value added services and replacement parts. GE Capital segment: this provides fleet management, commercial loans and leases, personal loans, credit cards, financial programs, plus other fiscal services (Reuters, 2015).
1.1 Vision, Mission and Strategy
The vision of GE is to bring good things to life and its mission is to invent the next industrial age, to build, move, power and cure the world (General Electric Company, 2015a). Building: General Electric Company builds the world by offering infrastructure, expertise, and capital for an international economy. GE Capital has offered billions of dollars in funding so that businesses could grow and build their operations and customers could build their fiscal futures. GE is building lighting, appliances, power systems plus many other products which assist millions of factories, homes, retail facilities, and offices worldwide to work better (General Electric Company, 2015a). Moving: General Electric Company is moving the world in the most efficient, quickest, and safest ways possible. This multinational corporation is moving airline companies on the most efficient and largest jet engines in the world. This multinational corporation moves freight with the use of the most advanced signal systems and locomotives (General Electric Company, 2015b).
Powering: General Electric powers the world with the most advanced, cleanest energy solutions and technologies. From smart grids which help utility companies manage electricity demands to FlexEfficiency Combined Cycle power, to gas engines which run on organic waste, the technology of General Electric Company at the moment helps in delivering 25% of the world’s electricity (General Electric Company, 2015b). Curing: General Electric Company is always working to make this world a much healthier place by providing the health care technology which saves about 3,100 lives daily (General Electric Company, 2015b). It is focused on assisting medical professionals in making an earlier, more precise diagnosis of illness, and equipping them better to treat the disease.
General Electric imagines things that other companies do not, builds things that other companies cannot and delivers outcomes which make the world work better. GE makes things that not many corporations in the world are able to build, but which are actually needed by everyone. This serves as a source of pride. To GE’s customers and staff members, it defines General Electric Company (General Electric Company, 2015a). Its core values contain the following words: curious, passionate, accountable, resourceful, energizing, open, committed, teamwork, and always with unyielding integrity. In essence, the mission of General Electric Company is customer-oriented since it is focused on customers and their needs; it does not focus on what products the company sells or what services the company offers (Clough, 2014).
With regard to the strategy, GE’s top leadership is repositioning General Electric to be the best technology and infrastructure corporation in the world, with a smaller fiscal services division. The focus is on driving infrastructure leadership, attaining a culture of simplification, and investing in innovation to better serve its many clientele all over the globe (General Electric Company, 2015a). In essence, GE seeks to be 75% premier infrastructure firm and 25% valuable specialty finance (General Electric Company, 2015a).
General Electric’s corporate mission and vision as well as business objectives and strategies would drive and inform human resources (HR) operating plan in that GE’s HR strategy would need to be aligned with the company’s organizational strategy. Aligning Human Resources with organizational strategies and objectives is sensible and helps in ensuring that the business organization achieves goals. HR alignment implies integrating decisions about employees of the company with decisions about the results a company is trying to achieve (Armstrong, 2010). If members of staff are connected to organization goals and strategies, and are actually acknowledged for high performance, the business goals are realized more easily. Staff members who are engaged are crucial to productivity of the company.
GE’s HR department could be an important player at the strategy planning table if it develops performance management goals basing upon the strategies and goals of the company. HR is essentially about people, which is the core of a company as well as its strategic plan. GE’s mission, vision, business objectives and strategies would also drive and inform an HR operating plan since it would facilitate the development of a strategic human resource management (SHRM) at the company. Strategic HRM is understood as the design and execution of various internally consistent practices which ensure that the human capital of an organization actually contributes to the realization of the company’s business objectives (Eigenhuis & Dijk, 2010).
With strategic HRM, strategic planning of the company would be melded with HR planning. In essence, with strategic HRM, HR activities and planning at GE would be integrated into the strategic plan of the organization so that HRM is clearly aligned or linked, with the attainment of the goals and mission of the company. GE’s HR managers would want to effectively align, or link, HR planning with GE’s overall organizational strategy so that they fit together seamlessly. Otherwise, human resources planning might not be effectual in helping to accomplish the company’s goals. Holbeche (2011) reported that if for example a company’s goal is cost reduction and savings and the human resources department is spending a lot of money on hiring workers who are overpriced, then there is a misalignment of human resources practices and organizational strategy.
By integrating HR management into the company’s planning process, underlining Human Resources activities which support wide-ranging mission goals of the firm and creating a strong connection between management and HR, the company would be able to make certain that the management of the human capital really contributes to achievement of mission and that managers are held actually answerable for their HR Management decisions (Mitchell, Obeidat & Bray, 2013). All in all, it is of major importance to align GE’s human resources management towards accomplishing the company’s defined strategic goals and objectives and measuring progress towards those objectives and goals. Moreover, GE’s corporate mission, vision and business objectives and strategies would drive and inform human resources (HR) operating plan in that GE’s HR representatives can take part in the company’s strategic planning process and integrate HRM strategies, objectives, and goals into the company’s strategic plans. As such, GE’s HR leaders and the company’s senior executives would need to join forces to totally integrate human resources management into the planning process so that it would become an essential, contributing factor to the company’s planning and success (Douthitt & Mondore, 2013).
Researchers have reported that business organizations which successfully align HRM with their mission attainment do so by integrating HR management into the firm’s planning process, giving emphasis to HR activities which support the mission aims, and creating strong management/HR relationships (Marler, 2012). Over and above being an important contributor to mission accomplishment of the organization, HR management alignment is the final level of HRM accountability, as illustrated in the Hierarchy of Accountability shown below:
Hierarchy of Accountability
Whilst HR management accountability has to start with necessary legal compliance, it ultimately includes all 4 pyramid levels, including showing how human resources management supports accomplishment of the strategic goals and objectives of the company (Fratričová & Rudy, 2015). In essence, HRM activities are aligned with the mission accomplishment of the company in order to demonstrate the value of HRM to the company.
In the past many years, one of the main roles of HR was to ensure conformance to regulations, rules, and laws. Even though this is still a necessary function and would always be so, a lot of developments in the past few years have resulted in a strong emphasis on results. In essence, HR has to play a vital part in the formulation of GE’s strategy given that human resources could help the business organization to determine whether or not a strategy is actually feasible given the current levels of human capital at the company, usually referred to as inputs (Maugans, 2015). Put simply, the HR manager can determine whether or not the organization at the moment has an adequate number of staffs with the required skills and knowledge to realistically pursue a strategy.
Generally, strategic HRM entails linking HR planning to the strategic planning of the company to ensure that HR activities are advancing and supporting the strategy of the company. Moreover, GE’s corporate mission and vision as well as business objectives and strategies would drive and inform HR operating plan in that GE’s organizational strategy and HR planning would be linked in 2 important areas: at the time when GE’s organizational strategy is formulated, and at the time when the strategy is executed.
2.0 Section 2: 4-Cell HR SWOT analysis and 3-Column HR Gap analysis
2.1 Current HR strategy at General Electric
General Electric’s HR leadership philosophy inspires its members of staff to be the best in their respective specialties. This firm believes that with proper mentoring, every employee at General Electric could be a leader. Staff members at GE build relationships, collaborate, and share knowledge. Susan Peters, the company’s Senior Vice-President for HR stated that at General Electric, leaders link employees with the processes which keep each of them rising together because they let the people know what exactly is expected of them, assist them in getting there, and hold then answerable and ensure that improving performance drives each one of them (Clough, 2014). Susan Peters also noted that objectives and goals are set for every employee at the company and reviewed often and the performance of employees measured against them. Moreover, General Electric’s goals and objective system ensured that organizational and individual goals are aligned and enabled feedback. The growth values in this company showed staff members how to perform and this is anchored on external focus, courage and imagination, clear thinking, expertise and inclusiveness which are embedded at all levels of the firm and are supported by a unifying belief: to constantly act with steadfast integrity (Clough, 2014).
2.2 HR SWOT analysis
Strength
Weaknesses
· Availability of training resources
· Senior managers who promote and support HR strategic development
· HR staff have expertise and knowledge and are highly skilled
· Low turnover/effective turnover management
· Good reputation in the employment market
· Developed techniques of human resources management
· Modern IT-infrastructure
· High safety standards
· Competitive compensation philosophy
· A successful employment branding strategy
· Budget constraints and cuts
· Low employee morale
· There are no ideas on how to meet the lack of young, talented and qualified personnel
· A benefits offering that does not attract and retain workers sufficiently
· Lack of innovation culture in the human resources management team
Opportunities
Threats
· Workforce growth
· Management team wanting to improve business through cultural development and organizational development programmes
· Beneficial changes in employment laws
· Unfulfilled needs of workers, who are the company’s internal customers
· New technology
· Competitor gaining an edge in market share, which may make GE’s employees to move to the competitor
· Other companies that offer to their workers better benefits, pay or working conditions and, thus, hire best-qualified employees
· Deficit of well qualified individuals in the labour market
· Budget cut for vocational training as well as further training
· Contribution of human resources management not acknowledged by senior management
· Increased health care premiums
· Competition from new businesses
· Litigious workers
· Increasingly stricter employment laws
· Stereotypical negative views of the human resources function
A HR SWOT analysis considers external factors and internal factors that could either hinder or boost the HR functions in the company. HR SWOT analysis could help in speeding up the transition of the organization from reactive mode to proactive mode in order to enhance human resources strategy as well as function (Mayhew, 2014). Strengths: these are the internal factors which enable HR functionality and strategy. HR strategy refers to the long-term goals. For General Electric, some of the HR strategies are to become an employer of choice and to build a top-tier labour force organization-wide (Clough, 2014). Human resources functionality involves the operational side of human resources. At General Electric, some of the strengths include senior management who promote and support HR strategic development, and HR personnel expertise and knowledge since they are the workers who are ultimately responsible for performing tactical tasks (Mayhew, 2014).
Weaknesses: these are internal factors inside the company that pose challenges to the success of human resources efforts and endeavours. Internally at General Electric Company, budget cuts and constrains are conditions which human resources usually must cope with considering that human resources department is not a revenue-generating department. In essence, the human resources department must be dependent on sound justification to fund investments in human resources activities. Even so, money is really not the only weaknesses. Low morale of employees is a major internal factor that has the potential of disrupting human resources (Holland & Weathers, 2013). Disruption in this case refers to reactive and immediate measures that human resources department has to undertake in order to reverse an overwhelming sense of displeasure amongst the employees.
Opportunities: a significant external factor for human resources is essentially the opportunity for workforce growth because of increased demand for the organization’s services and products. In essence, more business will translate into higher salaries or better raises for the existing staffs, along with growth for the adjacent community through the employing of more people (Kaufman & Miller, 2011). In addition, external factors might present as the ability of the business organization to get an extremely successful manager whose business development activities improve the industry standing or repute of the firm.
Threats: these are external factors which impact the organization in a negative way and, ultimately, the human resources department (Mayhew, 2014). For example, when General Electric Company’s competitors such as Siemens AG or Mitsubishi Heavy Industries gains an edge in market share, it would affect General Electric’s profitability and might lead to business slowdown, closure or layoffs. The other kinds of external threats for GE include other companies – not necessarily operating within the same industry as General Electric – that offer to their workers better benefits, pay or working conditions and, thus, hire the best-qualified employees. According to Anca-Ioana (2013), human resources departments cannot always insulate themselves from all the external factors since some of them are imminent. Even so, the human resources department could reduce the impact of external threats by carrying out regular evaluations of compensation structure, surveying opinion of workers on the company’s working conditions, and reinforcing the relationship amongst employees by showing Human Resources as a strategic business partner which really values employees (Mayhew, 2014).
The SWOT analysis is not just a list of items in each category. The human resources department of General Electric should consider the interaction of the SWOT analysis factors and determine the tactics and strategies for maximizing outcomes. Appropriate steps should be executed in order to lessen the effect that the weaknesses of the HR department might have on the threats faced by the department. Moreover, the HR department should utilize its strengths in overcoming the threats to lead the company to mission accomplishment. Charan, Barton and Carey (2015) reported that the SWOT analysis outcomes have to be utilized to establish human resources strategy and in ensuring that the HR strategy is in alignment with the mission of the organization.
2.3 HR Gap analysis
Key organizational strategies
Key HR strategies
Gaps between HR and organizational strategies
Product/service diversification. This entails choosing to shift into new spheres of activity or areas of focus to use the existing resources of the company, as the company’s key markets decline or mature
To build a top-tier labour force and be an organization in which the best people do their very best. Enhance employee commitment and reduce the loss of GE’s best people
New jobs in the GE Energy, Appliances & Lighting, and GE Capital segments are needed.
Quality improvement: this entails choosing to improve the status, influence, resources and capacity of the company through continually upgrading the company’s existing services, products as well as internal operating capabilities.
To become an employer of choice and position General Electric as one of the best employers worldwide
There are insufficient supervisors/managers
Cost cutting and savings
Learning and development: GE provides an environment wherein staffs are encouraged to learn and develop.
Several staffs are overpriced.
Innovation / differentiation leadership: this entails choosing to create services or products which are perceived by consumers as being so superior and different – usually by applying cutting-edge technology – that GE expands performance boundaries
Employee relations: This entails defining the intentions of the company with regard to what requires to be done and what requires to be changed in the ways in which the company is managing its relationships with staff members.
Not all of GE’s current staff members have the required skills.
Not all staff members are presently in positions that utilize their strengths
Financial independence: diversifying the funding sources of the company as a way of achieving control over the company’s financial environment
Reward: This strategy entails defining what the company wants to do in the longer term in order to formulate and execute reward policies, practices as well as processes that would further the accomplishment of organizational goals and meets the stakeholders’ needs.
The current human resources management practices are not sufficient for future needs
Strategic alliance: this entails developing shared services, teams, joint ventures, or cooperative services with compatible enterprises so as to develop new services, markets, products, or efficiencies. GE has established global strategic alliances with Accenture, Honda, Chevron and M+W Group
Talent management: this strategy entails how the company ensures it has the talented individuals it requires in order to accomplish success and achieve its mission
New skills would be needed throughout the organization
HRM strategies are the general plans that lead the execution of HRM functional areas. Generally, the HR management strategies guide personnel decisions which ensure best fit for the company. Every functional area of HRM strategies should correspond to the overall organizational strategy (Eigenhuis & Dijk, 2010).
3.0 Section 3: Strategies GE’s HR department may want to implement
Strategies GE’s HR may implement
Action steps
1
Restructuring strategy
· Reorganize work units to become more efficient
· Regroup tasks to create jobs that are well designed
· Reduce the number of staffs either through attrition or termination
· Reorganize corporate culture
· Engender the buy-in, confidence, and engagement of staffs
· Keep the best employees
· Ready the workers who would be affected negatively by restructuring
2
Training and development strategy
· Offer existing staff members development opportunities so as to prepare them for future jobs in the company
· Provide workers with training to undertake new roles
· Recruit new workers who possess the abilities and skills that GE would need in future
· Consider every available option for strategically promoting job openings and encouraging qualified candidates to apply
· Internal recruitment/tap in-house talent
· Recruit efficiently: recruitment through referrals, internships/co-op placements/field placements, use recruitment agencies
· Exclude certain groups as forbidden under the human rights legislation
· Retain talented workers
4
Collaboration strategy
· Work together with other organizations to influence the kinds of courses that educational institutions offer
· Share with other companies training costs for groups of workers
· Work with other companies in preparing future leaders through sharing in the development of promising people
· Allow GE’s staffs to visit other companies in order to gain insight and skill
· Obtain best, key personnel from other organizations and allow GE’s key personnel to move into another organization
· Allow staffs from other firms to visit GE to gain insight and skill
3.1 Implementation stage
3.1.1 Communication
Effective communication is of great importance to the successful implementation of the HR operating plan. It would be important to ensure that the audience including GE’s senior managers, executive director, and board chair agree with the strategic HR operating plan. Employees at GE are also a crucial audience. It would be appropriate to communicate sufficient detail depending on the audience. Clear and regular communication about the HR operating plan is critical; the messages would be informative, user-friendly, easy to read, and relevant to the audience. There would be opportunity for dialogue throughout the process of implementation so that suggestions as well as feedback could be provided (Fratričová & Rudy, 2015).
The strategic human resources plan would have to be communicated organization-wide. The communication plan would include the following: how the plan ties to the overall strategic plan of General Electric Company; how any changes in HRM would impact on employees including a timeframe if necessary; and what changes in HRM activities, practices, and policies would be made to support the strategic plan (Juul & Minbaeva, 2013). Moreover, the communication has to include how every individual employee could contribute to the plan; how employees would be supported through any changes in the organization; and how General Electric would be different in the future.
When communicating the HR operating plan, the following things would be considered: accurate, honest, timely and consistent communication; issues and questions would be captured and addressed promptly; the plans, vision, progress and expected benefits of the HR operating plan would be explained; and common themes and messages would be reinforced. Other things to be considered include adapting the communication to the audience; encouraging dialogue and discussion about the HR operating plan; and maximizing participation in the process of implementation by involving members of staff. Moreover, communication strategies would be adapted as required so as to address and resolve any unforeseen issues; and the communication would be effective. To ensure that communication is effective, understanding would be checked and the participants would be asked if they need any further information or explanation – the message that they hear should be the same one that they are given (Armstrong, 2010).
The senior executives at General Electric including CEO, chairman, vice chairman, vice presidents and other top directors would be informed about the creation of the HR operating plan and what this plan entails, its purposes and anticipated benefits. These senior executives at GE would also be informed about the progress of the HR operating plan implementation throughout the process of implementation. They would be consulted and input and contribution from them would be sought throughout the implementation as this would ensure that they fully support the implementation. Moreover, members of staff at GE would also be informed about the progress of the HR operating plan implementation. Any questions, issues or concerns from them would be addressed promptly and in a satisfactory fashion so that they do not resist the change (Anca-Ioana, 2013). To inform both the senior executives and staffs at GE about the implementation of the HR operating plan and implementation progress, several methods of communication would be utilized. These include meetings, brown-bag lunches whereby workers are given the information directly by managers, e-mail addresses for question and answer or website pages dedicated to question and answer, newsletters, memos, intranet postings, and email.
3.1.2 External or internal obstacles or organizational pushback
Before human resources professionals could work to execute HR operating plan, they first need to determine what impediments currently exist to thwart the required changes from happening in the firm. Execution of the strategy is, in several ways, an organized process of getting rid of the organization’s several internal barriers to change. Basically, each strategy would face some level of opposition even when it has been collectively agreed that the strategy is very important; and the more significant the change in strategy, the more resistance there would be (Douthitt & Mondore, 2013). The human resources department could forestall many of their possible battles by expecting and tackling some of the problems that would possibly come up. Generally, there are 5 main causes for the failure of strategy implementation, and from these causes arise about 10 foreseeable obstacles that the company’s HRM should strive to overcome. The main obstacles and their related issues are illustrated in the table below:
Obstacle
Related obstacle
Obstacle 1
Poor coordination within management
1. Incongruous goals, policies, and opinions amongst GE’s senior officials could hinder the cross-system cooperation the strategy requires
Obstacle 2
Staff members are not buying in
2. Workers in the organization do not understand the HR strategy
3. Workers are not inspired by the overarching goals of the strategy
4. Workers are impassive toward the implementation, and do not exert any enthusiasm in participating
5. Workers do not feel any personal responsibility in fulfilling the strategy
Obstacle 3
Insufficient change in the work unit
6. The tactics and styles of managers undermine employee enthusiasm regarding the strategy
7. Managers fail to direct the efforts of their work units toward complying with the new strategy
8. Work goes on as usual even in those units which the strategy requires to demonstrate considerable and speedy change
Obstacle 4
Weak inter-departmental cooperation
9. There are inadequate processes used in advancing the collaboration between various functional and operating areas
Obstacle 5
There exists no measurement of progress
10. A technique for measuring and evaluating progress toward the defined goals is totally absent or is deficient
Furthermore, implementation would be difficult if one initiative or strategy is undertaken in isolation without taking into account its implications on other areas of human resources practices or trying to ensure that a holistic, coherent approach is adopted. Holbeche (2011) reported that barriers faced by a HR strategist when implementing strategic initiatives are usually caused by a failure to properly understand the company’s strategic needs, with the result that the human resources strategic initiatives are considered as not being relevant or even seen as counter-productive. This problem is worsened if there was inadequate evaluation of the cultural and environmental factors which affect the content of the HR strategies.
To determine which of the identified obstacles to implementation of the HR operating plan would present the most difficulty within General Electric Company, a number of questions should be considered such as: which of these obstacles would most directly affect the attainment of the defined goals? How can the human resources department work to address these obstacles? Which of these obstacles makes up the most pressing, urgent issue? If these obstacles are reduced or eliminated, what measurable business benefits would be produced? If the identified problems continue, what challenges could result? (Holland & Weathers, 2013).
3.2 Plan to overcome the obstacles
Gain support: support should be obtained from the company’s senior executives, staff members, line managers as well as trade unions. This would mean communication of intentions and rationale for the HR operating plan, as well as the participation of interested parties in the formulation of strategic plans. Help workers to understand the HR operating plan and strategies: staff members are the cogs around which the company’s gears turn. They should understand the strategic direction so that they can aid in the implementation (Fratričová & Rudy, 2015). Carryout a rigorous initial analysis: the initial analysis must encompass corporate culture, business needs, as well as external and internal environmental factors. The framework used can be the company’s SWOT analysis or a PESTLE analysis.
3.3 Flow chart
References
Anca-Ioana, M. (2013). New approaches of the concepts of human resources, human resource management and strategic human resource management. Annals Of The University Of Oradea, Economic Science Series, 22(1), 1520-1525.
Armstrong, M. (2010). Strategic Human Resource Management : A Guide to Action. London: Kogan Page.
Charan, R., Barton, D., & Carey, D. (2015). People Before Strategy: A New Role for the CHRO. (cover story). Harvard Business Review, 93(7), 62-71.
Clough, R. (2014). General Electric Wants To Act Like a Startup. Business Week, (4390), 22-24.
Douthitt, S., & Mondore, S. (2013). Creating a Business-Focused HR Function with Analytics and Integrated Talent Management. People & Strategy, 36(4), 16-21.
Eigenhuis, A., & Dijk, R. v. (2010). HR Strategy for the High Performing Business: Inspiring Success Through Effective Human Resource Management. London: Kogan Page.
Fratričová, J., & Rudy, J. (2015). Get Strategic Human Resource Management Really Strategic: Strategic HRM in Practice. International Journal Of Management Cases, 17(4), 149-155.
Holbeche, L. (2011). Aligning Human Resources and Business Strategy. Amsterdam: Routledge.
Holland, J., & Weathers, J. (2013). Aligning a company’s people strategy with its business strategy and brand strategy. Journal Of Brand Strategy, 2(3), 245-258.
Juul A, T., & Minbaeva, D. (2013). The Role of Human Resource Management in Strategy Making. Human Resource Management, 52(5), 809-827. doi:10.1002/hrm.21562
Kaufman, B. E., & Miller, B. I. (2011). The firm’s choice of hrm practices: economics meets strategic human resource management. Industrial & Labor Relations Review, 64(3), 526-557.
Maugans, C. (2015). 21st Century Human Resources: Employee Advocate, Business Partner, or Both?. Cornell HR Review, 1-4.
Marler, J. H. (2012). Strategic Human Resource Management in Context: A Historical and Global Perspective. Academy Of Management Perspectives, 26(2), 6-11.
Mayhew, R. (2014). Human Resources SWOT analysis. Journal Of Brand Strategy, 1(5), 45-47.
Mitchell, R., Obeidat, S., & Bray, M. (2013). The Effect of Strategic Human Resource Management on Organizational Performance: The Mediating Role of High-Performance Human Resource Practices. Human Resource Management, 52(6), 899-921. doi:10.1002/hrm.21587
Reuters. (2015). Profile: General Electric Co (GE.N). Thomson Reuters.
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APA is critical for this paper, and the writer must first read the instructions and then proceed to respond base on the instructions giving. The writer will select an article which is a peer review or practitioner and must not be more than 5 years old. The writer will then follow the instructions to respond to the assignment. As mentioned earlier, APA is critical and the writer must properly format the paper in APA following the instructions of the prof.
Implications of Ethical Dilemmas in Practice
One way of broaching the topic of ethics in professional practice is to focus on particular ethical dilemmas that arise in the research or practice that surrounds management activities themselves. For example, well-known ethical dilemmas exist in the field of human resources, and other dilemmas surround the handling of financial transactions and decisions.
Search the internet for a scholarly or practitioner article in a peer-reviewed journal not older than 5 years that deals with an ethical dilemma in a management context. How might you research the dilemma presented in the article? Would you examine causation, interventions, solutions, structural issues, or other aspects? Select one or two aspects of the issue presented, and think about how you might formulate a research-oriented approach that would benefit the larger professional practice.
Begin by presenting a brief overview of the article you found. Next, present the ethical dilemma, followed by your research approach and its potential practice-based benefits. SAMPLE ANSWER
The article:
Johnson, E. N., Fleischman, G. M., Valentine, S., & Walker, K. B. (2012). Managers’ Ethical Evaluations of Earnings Management and Its Consequences. Contemporary Accounting Research, 29(3), 910-927. https://www.doi:10.1111/j.1911-3846.2011.01135.x
Overview of the article
This article discusses the implications of an ethical dilemma in management of employees’ earnings. Management of employees’ earnings at times is engulfed by ethical dilemma. The dilemma emanates from the temptations of involved management such that at times, they could manipulate the payment neither for the good of the employee or the organization. This kind of ethical dilemma cuts across different kinds of organizations and it is crucial that it is addressed so as to ensure a good stand in terms of management of the employees’ earnings. This article addresses the issue of ethical decision making by managers for the good of the organization.
The ethical dilemma in here touches on earning of a bonus for good management of employee earnings whilst the real intention of management of the earnings is not for the good of the organization. Johnson, Fleischman, Valentine & Walker (2012) asserts that; in such scenarios, issues such as accounting policies and transparency are compromised. In as far as moral ethics are concerned, management of employees’ earnings should be geared towards the good of the organization; and, accounting policies as well as transparency must be considered. When a manager of employees’ earnings contravenes these rules and yet they accept a bonus for good management, then this becomes unethical.
This kind of ethical dilemma requires research so as to generate new knowledge on it and to come up with solutions after ascertaining reality on the ground. It is crucial that a good approach is observed in researching this article. According to Wang (2013) qualitative research would go a long way in ensuring a proper description of the findings. In the formulation of research, crucial aspects of this ethical dilemma would be considered. The research would delve in the causation of this ethical dilemma. On this note, there would efforts to ascertain why there is deviance from ethical values when it comes to management of employees’ payment. For instance, it would be crucial to ascertain whether greediness or hard economic times could be some of the reasons why there is lack of ethics in the management of employees’ payment. Intervention is another crucial aspect that would be critical to deliberate on in research. The research would aim to ascertain what could be done to ensure that when managers of employee payments are faced with such kind of dilemma, they are able to stand to the ethical side and not lose their direction in as far as moral ethics are concerned.
This kind of research would come with a lot of practice-based benefits. For instance, it would highlight the prevalence of ethical dilemma in as far as payment of employees is concerned. Honig, Lampel, Siegel & Drnevich (2014) notes that; with research, the causes of such ethical dilemmas would be highlighted and therefore caution would be taken by the general managers to ensure that there is prevention of the same. The factors that fuel such ethical dilemmas would be highlighted so that they can be avoided. Solutions to this dilemma would be highlighted. It would therefore be easy for managers to apply the researched solutions in a bid to ensure that there is adherence to moral ethics when it comes to receipt of a bonus for a good performance in terms of management of employees’ payment.
References
Honig, B., Lampel, J., Siegel, D., & Drnevich, P. (2014). Ethics in the Production and Dissemination of Management Research: Institutional Failure or Individual Fallibility?. Journal Of Management Studies, 51(1), 118-142. doi:10.1111/joms.12056
Johnson, E. N., Fleischman, G. M., Valentine, S., & Walker, K. B. (2012). Managers’ Ethical Evaluations of Earnings Management and Its Consequences. Contemporary Accounting Research, 29(3), 910-927. doi:10.1111/j.1911-3846.2011.01135.x
Wang, X. (2013). The construction of researcher–researched relationships in school ethnography: doing research, participating in the field and reflecting on ethical dilemmas. International Journal Of Qualitative Studies In Education (QSE), 26(7), 763-779.
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This module is assessed through two pieces of coursework.
• Case Study Assignment
• Business Planning Assignment
a. Case Study Assignment
The case study assignment will contribute for 70 per cent of the module assessment. It can be in the form of an essay or report and should be typed or word-processed; it should comprise no more than 1,500 words.
Aim
The aim of the individual case study is to show your understanding of a number of entrepreneurship concepts from the module and your ability to apply these in a meaningful, insightful and balanced way. The case study assignment emphasises an understanding and application of concepts you have studied in the module to analysing the entrepreneurial process, the role of the entrepreneur and entrepreneurial outcomes
“Timmons’ described successful entrepreneurs as ‘patient leaders, capable of instilling tangible visions and managing for the long haul. The entrepreneur is at once a learner and a teacher, a doer and a visionary.’ This is all very different from the charismatic hero much loved by folklore. Timmons talks about six dominant themes (‘core attributes’) for successful entrepreneurs and ‘desirable traits’:”
1. Leadership
2. Commitment and determination
3. Opportunity Obsession
4. Tolerance of risk, ambiguity and uncertainty
5. Creativity, self-reliance and ability to adapt
6. Motivation to excel
Alongside this he identifies some desirable traits:
1. Intelligence
2. Creativity & Innovation
3. Energy & Health
4. Emotional Stability
5. Capacity to inspire
6. Values
Adapted from: Entrepreneurship & Small Business, Burns, Palgrave Macmillan 3rd Ed, 2011:441. This is taken from the ‘Original Source’ (latest edition): New Venture Creation – Entrepreneurship for the 21st Century, Timmons & Spinelli, McGraw Hill 8th Edition, 2008
Required:
• Discuss briefly the terms entrepreneur and entrepreneurship.
• Select an ‘entrepreneur’ and illustrate with examples to what extent Timmons core and desirable attributes are applicable to them. You may tabulate your findings.
• Critically evaluate whether these attributes alone fully explain the successful launch and growth of your entrepreneurs venture. What other factors are critical?
• Based on your response and understanding of entrepreneurship following on from the module, what do you conclude about successfully launching and growing a new venture?
• How has this learning impacted you personally in terms of being an entrepreneur or more entrepreneurial?
You are reminded to make use of examples from your analysis and draw upon wider reading of the entrepreneurial literature, in your response.
Additional Guidance:
You can select an entrepreneur who has created a business or social enterprise and your research can be based on ‘desktop’ research or an interview. The entrepreneur need not be well known and you may use someone you know personally. Draw on multiple data sources, clearly reference your work and make use of theoretical frameworks and academic literature discussed through the module and wider reading. The aim is to demonstrate a thorough and grounded understanding of the entrepreneurial process.
Issues you may wish to consider in your analysis include (this is for guidance only):
• the background of the entrepreneur
• the source of the idea
• how the idea was translated into an opportunity
• the role of the entrepreneur(s) and how they coped with risk and uncertainty
• the role of the environment
• the role of social capital
• the types of resources used and how they were acquired
• the role of luck
Further guidance will be provided throughout the course of the module.
Assessment Criteria for Individual Case Study
At the highest level there is no ‘perfect solution’. However higher marks will be awarded for:
• Understanding & Analysis – identification and critical analysis of key issues, quality of reasoning, clear conclusions.
• Evidence of further reading – beyond lecture notes and core text.
• Use of relevant theories, frameworks and terminology.
• Creativity – in evaluation and presentation
• Structure, Style & Presentation of work – clear organisation, logical flow with appropriate use of tables, diagrams and appropriately referenced.
b. Business planning assignment
The business planning assignment will contribute 30 per cent of the overall module assessment.
The assignment is in the form of a business model evaluation and should be typed or word-processed; it should comprise no more than 1,000 words.
The appendices should not exceed 8 pages.
Assignment aims
The aim of the assignment is to show your understanding of a number of entrepreneurship concepts from the module and your ability to apply these in a meaningful, insightful and balanced way. The assignment emphasizes an understanding and application of concepts you have studied in the module to identify, develop and evaluate a business idea and distinguish an ‘idea’ from an ‘opportunity’.
Assignment task
Identify a potential business idea, explore this and construct a business model. Evaluate whether or not your business model is feasible.
The format of your final report will vary according to the nature of the business but it should typically include:
Product/Service Description (Business Concept)
Market Research
Financial projections (One year cash flow and profit and loss, break even, investment requirements)
Evaluation of the business model
Supporting Documents (where necessary)
Ensure that you clearly indicate how much investment would be needed to start the business. The business model should be as realistic as possible, keep assumptions to the minimum, including about your own skills and abilities.
The evaluation of the concept should address the following:
What are the strengths and weaknesses of the concept?
Is the business concept feasible?
Would you pursue this venture? Why or why not?
SAMPLE ANSWER
Introduction
Many people have failed in their businesses due to lack of essential skills concerning entrepreneurship. When one has basic knowledge on entrepreneurship such as the role of entrepreneur, the possible challenges as well as how to tackle them, it leads to success in delving in a given business venture. This paper analyses different aspects of entrepreneurship such as the role of entrepreneur, and how to venture into business in a successful way. There is analysis of the Timmons core and desirable attributes and their applicability in entrepreneurship based on a case study. There is also analysis of how one can maneuver in a new business venture based on a business model. Aspects such as the feasibility of the business venture have been analyzed.
Entrepreneur and entrepreneurship
According to Millán, Congregado, Román et al (2014) an entrepreneur is a person who develops a business idea, acquires the necessary resources and runs such a business. Such a person is usually responsible for the success or failure of the business. For an entrepreneur to be successful in a given business venture, they must be able to articulate some viable attributes in relation to the entrepreneurial ecosystem. This idea emanates from the consideration that; a business does not exist in a vacuum. The entrepreneurial environment plays a great role in influencing success or failure of a given business venture. The entrepreneur must therefore not take for granted the prevailing environment, but must put it into consideration as they move along with management of the business.
Entrepreneurship entails the process of starting a given business venture. Millán, Congregado, Román et al (2014) clarify that; before the start of such a venture, the entrepreneur must have conceived an idea of the idea. Entrepreneurship also involves assembling the required resources. These do not just include monetary resources but may have also to involve personnel. Entrepreneurship also entails managing the given business venture to ensure its success. This idea is based on the consideration that; no entrepreneur starts a business venture with the aim of seeing it fail. But still, for such a business idea to succeed, the entrepreneur must put in the necessary efforts and skills.
Case study
A case study of a well known entrepreneur has led to understanding of applicability of Timmons core and desirable values. The entrepreneur in question is here is Steve Jobs, the founder of Apple. This entrepreneur came to be known in the whole world following his entrepreneurial skills which led to development and maintenance of a global business that withstood the test of hard economic times as well as other business hardships. The skills exercised by this globally known entrepreneur cannot be said to have emanated from business schooling, rather they are associated with his innate traits that perfectly orient to business, as well as his past experience in undertakings that were related to the ventures he came to take.
Through his savings coupled with contribution from his partner, the Apple Company was started. The vision of this entrepreneur was oriented to seeing that the products would change the way people communicate in the whole world. It is such kind of vision that saw the success of this company, and which many entrepreneurs today ought to emulate regardless of the orientation of their businesses.. Timmons core and desirable attributes of an entrepreneur are applicable to this entrepreneur as shown in this table.
leadership
Entrepreneurial trait of leadership has been manifested in this entrepreneur in the way he made leadership in the company. As it is understood, it is not always that leadership is demonstrated in words. Steve Jobs entrepreneurial trait of leadership could be analyzed in terms of the way he set good example as a leader to the employees in his business especially in articulating the quality of hard work.
Commitment and determination
The trait of commitment and determination is manifested in the undertakings of Steve Jobs in the way the way he managed to keep his business afloat despite many challenges that are inescapable in every given business. It is this commitment and determination that saw him come up with gadgets that were not envisioned by any one before and keep measure in place to ensure that they reach the targeted destinations. This determination also enabled him to come up with varieties of the gadgets in a bid to match different needs of different people.
Opportunity obsession
Opportunity obsession in Steve Jobs is manifested in his seizing of the opportunity that he saw in the need for communication especially in the modern world. It is realization of this opportunity that saw Steve Jobs put efforts in ensuring that he comes up with devices that are capable of solving the rising needs of communication
Tolerance of risk, ambiguity and uncertainty
This is manifested in the investment in electronic devices especially in the initial stages whereby; there was no certainty of the outcome.
Creativity, self-reliance and ability to adapt
It is creativity that saw Steve Jobs envision his devices being used allover he world. .
Motivation to excel
Motivation to excel saw Steve Jobs put efforts in coming up with devices that match the need of communication in the modern world. This is more so especially in coming up with highly portable devices.
This entrepreneur demonstrates desirable traits necessary in success of entrepreneurship. For instance, the trait of intelligence is highly demonstrated. Ankeny (2014) proposes that; intelligence is a very much viable trait when it comes to entrepreneurship. It is this intelligence that saw continued existence of this business venture and in a highly successful way despite the many other businesses of this caliber. The trait of creativity is demonstrated in this entrepreneur in the sense that there were efforts to come up with a device that matches a given need for particular groups of people.
These factors are not exhaustive when it comes to entrepreneurship. This idea emanates from the realization that; depending on the nature of business, there is always need to embrace different attributes to ensure success. For instance, creativity must take different angles when it comes to different business venture. Millán, Congregado, Román et al (2014) maintain that; there must also be deliberate seeking of more knowledge concerning business. In the case of this entrepreneur, there should be more efforts of ensuring additional knowledge. This idea is based on the consideration that; the business world keeps changing and therefore entrepreneurs must always be in the front line when it comes to additional studies concerning business.
Many people may be tempted to think that nothing more would have been needed in Steve Jobs, but no one knows how more education would have impacted him in terms of improving his entrepreneurship. It is therefore, crucial that; entrepreneurs attend conferences or even join classes of business studies that will ensure expansion of their business knowledge. Such entrepreneurs should ensure the same for the workers so that they reap the benefit of having highly knowledgeable workers.
Successfully launching and growing a new venture
Many people, including entrepreneurs take for granted the process of launching and growing new venture. As Ankeny (2014) found out; in order for one to be successful in launching and maintain a new venture, they must be articulate in coming up with the business idea. The idea should be based on reality in the ground and not on fantasies. When one has ensured that the idea is viable through a feasibility test or survey, it is crucial that they come up with the strategies of ensuring its launching. For instance, select a strategic positioning f the business. The entrepreneur must ensure that they acquire and maintain human personnel. Many people are tempted to think that as long as one has monetary resources, it is enough for a successful launch of a business. One must have the right human personnel to ensure success. Such human personnel must be well selected in terms of their education level, ability and willingness to serve the purpose.
When an entrepreneur gets the right personnel as required, they ought to ensure that they employ strategies of maintain them. For instance, reasonable remuneration goes a long way in ensuring that the entrepreneur does not lose the good workers. Incentives for motivating the workers also ensure that they employ good performance. To ensure successful launching and growing of a new venture, the entrepreneur must ensure an availability of required materials. For instance, if the business requires transportation, there must be an availability of transportation facilities. There must be an accumulation of adequate capital to ensure that the business kicks up in good momentum.
It is crucial that entrepreneur ensures utilization of the unique advantage of the business. This idea is pegged on the consideration that; when one is coming up with a business idea, they must ensure that there is an element of uniqueness in the venture. This aspect is what the entrepreneur must then seek to utilize in order to maximize on profitability. For instance, if the business attracts more sales in a given period of time, such time must be made use of in the highest way possible.
The entrepreneur must ensure good organization and coordination. This idea is pegged on the trait of an entrepreneur hat touches on leadership. The entrepreneur is a leader who must lead by example. A good organization and coordination of a business ensures a success of the venture. In order to ensure success, the entrepreneur must ensure that the business keeps congruency to the culture of the society. This ensures that the business gets maximum customers which translate to success.
The learning in this course is very much influential because it gives one insights in to the way to become a successful entrepreneur. Articulation of elements of this success such as the core and necessary traits of an entrepreneur as well as the strategies f ensuring success in venturing into a new business, lead to better knowledge and enthusiasm in the entrepreneurial world.
Business planning
The conceived business idea involves provision of computer training services. This idea is based on the realization that; there is increased demand for computer knowledge in the modern world. It is realized that, many people have deficits in one area of computer operation or the other. Other people do not have the idea of operating such useful devices. Pisano (2015) suggests that; in coming up with business ideas, one must consider the available opportunities
The conceived business idea would therefore involve customizing the service to the needs of the individual client. For instance, those that have an idea in one area and not the other would be taken through the course on the part that they lack knowledge. There would also be flexibility in offering the services to match the different timings of clients. For instance, the people who cannot be able to come for the services in daytime due to work or other commitments would be attended at their convenient time. This aspect is in the realization of many commitments ailing people that make them not to be able to get time for some increased knowledge in the usual hours. In consideration of such commitments, there would be more flexibility in the services such that, there would be offering of coaching at one’s required place at extra charges. This would allow people to receive coaching in the comfort of their homes or at relaxation places. Such flexible offer of services would on the other hand provide extra income due to the extra cost associated with them. However, it is realized that; this kind of business requires heavy investment especially with the flexible services. For instance, there would be need for extra workers to cater for the offering of services outside the business premises. Laptops would be required for the venture as well as an office location for contact.
Market research for this business venture would delve in the availability of customers for such services and if they are willing to pay enough for the services such that the business is viably sustained. Pisano (2015) maintains that; such market survey would also entail the cost of needed implements. These would include computers and software. There would also be exploration of the success rates of similar or oriented kind of businesses so as to ascertain the areas that need innovation for more success.
Financial projections
Financial projections in this business model touch on the cash received from the services offered and the costs incurred in buying the implements as well as offering the services. There is a complication in accounting for this kind of business venture due to the realization that there is a huge sum required in the initial investment stage. But the good thing is that the implements bought would serve for a long time while generating profits. There would therefore not be an accumulation of profits in the initial stages; rather, there will be a lapse of time before real profit is generated. It is therefore conclusive that; this kind of business venture requires huge investment as well as patience in waiting for the reach o f profitability stage.
Analysis of the expected cash flow and the expected costs would suggest that within the first one year there would be break even. This is whereby; the business would have been able to pay up all the required cost. There would be cash in but no profit would have been made. This is mainly due to the initial cost of buying electronic implements for the venture. At such point, there would be no profit neither would there be loss. This is as seen in appendix 1
One year cash flow
This is estimated to be as shown in appendix 2
Analysis of the business model
The business model adopted is as seen in appendix 3. The strengths of this business concept touch on its orientation towards realistic needs in today’s world. The world today is revolving around technology and therefore, it is crucial that everyone gets knowledge concerning computer application which enables one to interact with the world as well as carry out much functionality which is useful in business and in day to day life. Therefore, basing a business venture on such need makes it very strong and able to fetch a high market hence its success. Strength in this business model touches on the flexibility of services. The services are to be flexible such that it is possible to accommodate as many customers as possible. Haslam, Tsitsianis, Andersson (2015) assert that; when a service orients to the needs of the customers, it is highly viable and the chances of its success are usually very high. In this model, there is consideration of competencies. In regard to this, the entrepreneur involved, has knowledge concerning the service being offered. There must also be consideration of competency of the employees to be utilized, not only in offering the service required in the business but also in having business knowledge such that they are able to generate income.
In view of this business model, there must be good management f the business. This touches on management of the utilities as well as the personnel involved in the business. Haslam, Tsitsianis, Andersson (2015) note that; in management, one ought to implement the core trait of leadership in successful business management. The product involved is the services being offered. Revenue is expected to be collected from the offering of such services in a flexible manner. In view of this model, there ought to be a wide distribution of the services, but in a controlled manner such that the extended distribution brings in more profits.
However, there is weakness in terms of the initial cost required. The initial cost is high due to the need to buy electronic devices and also payment of initial cost of rent. There is also weakness in terms of the fragility of devices to be used. For instance, it is easy to incur losses from computer breakage or theft. However, this business concept is feasible because; the expected profit far much surpasses the costs involved. In consideration of the long term profit, it would be viable to pursue this venture.
Appendices
Appendix1
Appendix 2
Cash at start 5000
Cash in
Sales in cash——3000
Sales in credit —–500
Cash going out
Inventory ——4500
Rent —200
Wages —2000
Insurance—100
Ads ——-100
appendix 3
References
ANKENY, J 2014, ‘YOU WIN SOME, YOU LOSE SOME’, Entrepreneur, 42, 3, pp. 64-70, Business Source Complete, EBSCOhost, viewed 7 July 2015.
Haslam, C., Tsitsianis, N., Andersson, T., & Gleadle, P. (2015). Accounting for Business Models: Increasing the Visibility of Stakeholders. Journal Of Business Models, 3(1), 62-80.
Millán, J, Congregado, E, Román, C, van Praag, M, & van Stel, A 2014, ‘The value of an educated population for an individual’s entrepreneurship success’, Journal Of Business Venturing, 29, 5, pp. 612-632, Business Source Complete, EBSCOhost, viewed 7 July 2015.
PISANO, GP 2015, ‘YOU NEED AN INNOVATION STRATEGY’, Harvard Business Review, 93, 6, pp. 44-54, Business Source Complete, EBSCOhost, viewed 7 July 2015.
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Cardiovascular or genetic disorders Journal Entry
Reflect on a patient who presented with cardiovascular or genetic disorders (mention one diagnosis and focus on it) during your Practicum experience. Describe your experience in assessing and managing the patient and his or her family. Include details of your “aha” moment in identifying the patient’s disorder. Then, explain how the experience connected your classroom studies to the real-world clinical setting. If you did not have an opportunity to evaluate a patient with this background during the last 8 weeks, you may select a related case study from a reputable source or reflect on previous clinical experiences.
Required Resources/References
• Burns, C. E., Dunn, A. M., Brady, M. A., Starr, N. B., & Blosser, C. G. (2013). Pediatric primary care (5th ed.). Philadelphia, PA: Elsevier.
o Chapter 30, “Cardiovascular Disorders” (pp. 669–707)
this chapter reviews normal cardiac structure and function in infants, toddlers, school-age children, and adolescents. It then covers assessment and management strategies for cardiovascular disorders including congenital and acquired heart diseases.
o Chapter 40, “Genetic Disorders” (pp. 1032–1054)
this chapter explores the scope of genetic screening, genetic variation, and genetic disorders. It also provides assessment and management strategies for health care providers caring for children and families with genetic disorders.
SAMPLE ANSWER
Cardiovascular or genetic disorders Journal Entry
During my practicum experience in St. Patrick’s Hospital which is a pediatric hospital, I came across a patient whose dealing with gave me experience in patient assessment and management
The patient who was a ten years old girl was diagnosed with a cardiovascular disorder that is acute myocardial infarction through a series of blood tests which identified that the patient had high levels of proteins in the bloodstream. The diagnosis was shocking to me since at first I had thought that the patient was suffering from pneumonia due to the symptoms she had.
Once the patient’s assessment had revealed that she had myocardial infarction, I had to call in her mother and father. Both parents were first subjected to a session of guidance and counseling and it was during this session that we got to interact more. This was important so as to identify the needs of the patient such as psychological needs. The guidance and counseling session is required since some parents are usually emotionally week and such news of their children being diagnosed with such illness can put them in a state of depression. (Burns, Dunn, Brady, Starr, & Blosser, pg 700)
After the assessing, the next step was to manage the patient. During the first 24 hours of diagnosis, the patient was put under close monitoring for adverse electrical events. The patient’s movements were then restricted for at least12 hours and analgesics were used to relieve pain. After the first day in hospital, the patient was then subjected to treatment using aspirin and beta-adrenergic blocker. The patient was then put under close observation for the identification of any complications. The patient who then developed chest pain was given high dosage of aspirins that is 650 mg every five hours for twenty hours. After two days the patient was released and was given appointments after every two weeks to enable her condition to be monitored. (Margulies, 2012, pg 194)
The patient’s family members were then put under a programme that was to teach them on the type of diet that they should provide to the patient that is a diet low in saturated fat and cholesterol. They were also educated on the importance of ensuring that the girl uses his medication as recommended. (Burns et al.,2013, pg 706)
In conclusion, the experience was able to help me appreciate the importance of guidance and counseling sessions before releasing a patient’s diagnoses and this is as it has been taught back in school.
References
Burns, C. E., Dunn, A. M., Brady, M. A., Starr, N. B., & Blosser, C. G. (2013). Pediatric primary care (5th ed.). Philadelphia, PA: Elsevier.
Margulies, E. (2012). Myocardial Infarction and Cardiac Death. Burlington: Elsevier Science.
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Diagnosis and management of respiratory disorders; Asthma
Order Instructions:
Diagnosis and Management of Respiratory Disorders
Respiratory disorders such as pneumonia and asthma are among the leading causes of hospitalization in pediatric patients (U.S. Department of Health and Human Services, 2011). With such severe implications associated with many respiratory disorders, advanced practice nurses must be able to quickly identify symptoms, diagnose patients, and recommend appropriate treatment. For this Discussion, consider potential diagnoses and treatments for the patients in the following the respiratory Disorders
Case Study
Brian is a 14-year-old known asthmatic with a 2-day history of worsening cough and shortness of breath. He reports using a short-acting beta agonist every 3 hours over the previous 24 hours. He has a long-acting inhaled corticosteroid, but the prescription ran out, and he forgot to get it refilled. He says he came today because he woke up at 2 a.m. coughing and couldn’t stop, thus preventing him from going back to sleep. Over-the-counter cough suppressants don’t help. He denies cigarette smoking, but his clothing smells like smoke. His respiratory rate is 18 and he has prolonged expiration and expiratory wheezes in all lung fields. There are no signs of dyspnea. All other exam findings are normal. (This asthma exacerbation in adolescent).
To prepare:
• Review Respiratory Disorders in the Burns et al. text.
• Review the provided case studies. Analyze the patient information.
• Consider a differential diagnosis for the patient in the case study. Think about the most likely diagnosis for the patient.
• Think about a treatment and management plan for the patient. Be sure to consider appropriate dosages for any recommended pharmacologic and/or non-pharmacologic treatments.
• Consider strategies for educating patients and families on the treatment and management of the respiratory disorder.
Assignment paper
Write 2 pages on
1) An explanation of these three differential diagnosis for the patient in the case study. (Asthma exacerbation, bronchiolitis, and laryngeal foreign body aspiration).
2) Explain which is the most likely diagnosis for the patient and why. (asthma exacerbation) Include an explanation of unique characteristics of this disorder you identified as the primary diagnosis.
3) Then, explain a treatment and management plan for the patient with asthmatic exacerbation including appropriate dosages for any recommended treatments.
4) Finally, explain strategies for educating patients and families on the treatment and management for asthma exacerbation.
REFERENCES RECOMMENDED FOR THIS ASSIGNMENT (Please refer to the textbook
• Burns, C. E., Dunn, A. M., Brady, M. A., Starr, N. B., & Blosser, C. G. (2013). Pediatric primary care (5th ed.). Philadelphia, PA: Elsevier.
o Chapter 31, “Respiratory Disorders” (pp. 708–738) and page 497-516 talks mostly on asthma and management)
this chapter covers the anatomy and physiology of the upper and lower respiratory tracts. It then explores assessment and management strategies for respiratory disorders including upper respiratory tract disorders, extrathoracic and intrathoracic airway disorders, and pectus deformity.
these reports provided by the National Heart, Lung, and Blood Institute present guidelines for the diagnosis and management of asthma in children from infancy through adolescence. The pathophysiology of asthma, measures of assessment and monitoring, control of environmental factors, and medication are also covered.
• Dexamethasone for Acute Asthma Exacerbations in Children: A Meta-analysis by Keeney, G.E., Gray, M.P., Morrison, A.K., Levas, M.N., Kessler, E.A., Hill, G.D., Gorelick, M.H., & Jackson J.L. in Pediatrics, 133(3): 493–499.
Copyright 2014 by American Academy of Pediatrics – Journals. Reprinted by permission of American Academy of Pediatrics – Journals via the Copyright Clearance Center.
• Mold, J.W., Fox, C., Wisniewski, A., Lipman, P.D., Krauss, M.R., Harris, D.R., Aspy, C., Cohen, R.A., Elward, K., Frame, P., Yawn, B.P., Solberg, L.I., & Gonin, R. Implementing asthma guidelines using practice facilitation and local learning collaboratives: a randomized controlled trial. Annals of family Medicine, 12(3), 233-240. Retrieved from the Walden Library databases.
SAMPLE ANSWER
Diagnosis and management of respiratory disorders
Asthma is the commonest respiratory disorder for kids. For Brian, the 14-year-old patient in the case study, three differential diagnoses for him are asthma exacerbation, bronchiolitis, and laryngeal foreign body aspiration. Asthma exacerbation: the major symptoms of this condition include coughing, a tight chest, shortness of breath, and wheezing (Keeney et al., 2014). Bronchiolitis: this is a common disease of the respiratory tract and is brought about by an infection which affects bronchioles – minuscule airways – which lead to the lungs. Bronchiolitis usually happens in the initial two years of life. Symptoms include being irritable, short pauses in breathing, persistent dry cough and rasping, wheezing, and vomiting after feeding (Burns et al., 2013). Laryngeal foreign body aspiration: kids who aspirate a foreign body at first usually present chocking and afterwards exhibit symptoms of respiratory syndrome. This condition is regarded as a differential diagnosis for asthma. Symptoms include gasping, coughing, chocking, and respiratory distress (Burns et al., 2013).
Of the three, asthma exacerbation is the most likely diagnosis for this patient. This is because the symptoms exhibited by the patient match with those of asthma exacerbations. In the case study, Brian has a 2-day history of worsening cough as well as shortness of breath. He woke up today with a persistent cough and he also has wheezes. All these symptoms – breathing faster, wheezing, persistent coughing, shortness of breath – are clear indications of asthma exacerbations (Mold et al., 2014). For the patient with asthmatic exacerbation, a treatment and management plan includes the following:
Management of children aged above 12 years and adults
Medication
Dosage
Description
Pharmacological intervention
Short-acting beta 2 agonists
· An inhaled, short-acting beta-2 agonist
· Use 2 or more canisters of beta2 agonists every months or 10-12 puffs daily
Short-acting beta2 agonists usually work very fast and offer symptomatic relief (Keeney et al., 2014)
Inhaled corticosteroids
· Optimal dosages are 80 mg or less daily of methylprednisolone or 400 mg or less daily of hydrocortisone
Inhaled corticosteroids should be taken regularly where: symptoms disturb sleep every week, Beta2 agonists are being utilized over 2 times every week, and a kid has an asthma attack in the past 2 years necessitating systemic corticosteroids (Mold et al., 2014)
Intravenous Salbutamol MDI with spacer
· 5 mg in 2 ml of normal saline every 20 minutes in the first hour
Patients who receive intravenous salbutamol have to be in a setting in which there is continuous cardiac monitoring (Burns et al., 2013)
Non-pharmacological intervention
· Avoid exposure to cigarette/tobacco smoke
· Allergen immunotherapy should be considered for patients whose asthma symptoms are clearly connected to exposure to allergens (National Heart, Lung, and Blood Institute, 2007).
It is worth mentioning that managing and treating asthma in children entails an appreciation of the existing treatment practice and a readiness to support and educate the asthmatic children and their close relatives in the longer-term. The strategies for educating patients and families on the treatment and management of asthma exacerbation entail providing smoking cessation advice to the child and caregivers/family members. This is important since passive or direct smoking decreases lung function and raises the need for rescue medication as well as long-term preventer treatment (Burns et al., 2013). Allergen avoidance should be included in the education: the patient may be allergic to pets and/or house dust mite. There could be pet allergy and it is sensible not to have a dog or a cat in the house since domestic pets may trigger an asthma attack. Physical and chemical techniques of house dust mite avoidance may trigger asthma exacerbations and should be avoided (Mold et al., 2014). Other trigger avoidance suggestions for the family include removal of soft toys from the bed, removal of carpets, washing of bed linen using high-temperature, improve ventilation, and using total bed-covering barrier systems. Education also includes encouraging adherence to asthma action plan to control asthma daily.
References
Burns, C. E., Dunn, A. M., Brady, M. A., Starr, N. B., & Blosser, C. G. (2013). Chapter 31, “Respiratory Disorders”. Pediatric primary care (5th ed.). Philadelphia, PA: Elsevier.
Keeney, G.E., Gray, M.P., Morrison, A.K., Levas, M.N., Kessler, E.A., Hill, G.D., Gorelick, M.H., & Jackson J.L. (2014). Dexamethasone for Acute Asthma Exacerbations in Children: A Meta-analysis. Pediatrics, 133(3): 493–499.
Mold, J.W., Fox, C., Wisniewski, A., Lipman, P.D., Krauss, M.R., Harris, D.R., Aspy, C., Cohen, R.A., Elward, K., Frame, P., Yawn, B.P., Solberg, L.I., & Gonin, R. (2014). Implementing asthma guidelines using practice facilitation and local learning collaboratives: a randomized controlled trial. Annals of family Medicine, 12(3), 233-240
Your community is opening a brand new community center. Now that you are an expert in the field, you have been chosen to lead a development team that will create a proposal for interactive, fun, and educational programming activities that will be provided for children and adolescents in this center. Utilize problem-solving techniques in exploring developmental issues, grounded in child development, in order to assess what activities and items should be included in each program. Once you have chosen these features, you will present your ideas to a mock city council board (i.e. your instructor) with both a written proposal describing the programming, as well as an interactive presentation that will illustrate your ideas for promoting continued learning throughout childhood and adolescence.
You have been asked to propose programming for five different age groups in the community center:
There are two parts to your final project; a written proposal (Part A) and a visual presentation (Part B). In Part A, you will be creating a written proposal in which you identify and describe at least two weekly activities for each age group (for a total of 10 activities) that address their developmental pathways: physical, cognitive, and psychosocial. All three domains of development must be addressed within your classes or activities. For example, you may have one activity which enhances cognitive and psychosocial development and a second activity which enhances physical development. In addition to identifying these activities, you will demonstrate a foundational knowledge of the age group’s developmental continuum by explaining your reasoning for choosing each activity, based on your analysis of theory and current child development research.
Additionally, you will go “shopping” for at least one age-appropriate game, toy, picture, or other “play” item to enhance the chosen activities within each age group. Keep in mind that this may include things like art, music, technology, or safety gear as you deem fit. For each item that you recommend, your written proposal will provide a link to a website from which the item can be purchased by the city, as well as an explanation for why the city should purchase the item informed by research and theory.
The overall goal of the written proposal and visual presentation is much like that of a grant proposal, in which a developer must convince the city council that their new business or activity is both cost-effective and beneficial to the community. You are encouraged to be creative and persuasive in your proposal, but remember that everything must be supported by the theories and research covered in our class. Included in Part A is a Written Proposal Template, demonstrating what information should be included in your written portion of the project. While you are expected to cite facts and include a reference page in your proposal, these do not need to be read out loud in your final visual presentation.
Part A: Written Proposal
You will utilize the PSY104 Written Proposal template to create your script. Enter the requested information on the title page where indicated. Where you find the text “This is where you will…” within the proposal, please remove that and enter your own content. The headings in bold and the outline formatting with numbers and letters should not be altered.
In your Written Proposal, you must include the following:
Complete each section of the template including the information requested.
Within section “iv” for each room, you will be asked to justify your activities and items by analyzing interactions of the major themes: Health and Well-Being, Family and Parenting, Education, Culture and Gender as factors influencing the developmental physical, cognitive and psychosocial pathways. Your written proposal must address how you have accounted for each of these themes in its associated room as they relate to physical, cognitive, and psychosocial development. Each theme must be included in at least one room, and each room must address one or more themes. (Please see these samples for ways to explain how you have accounted for this.)
Cite your sources according to APA style as outlined in the Ashford Writing Center. For information regarding APA samples and tutorials, visit the Ashford Writing Center, located within the Learning Resources tab on the left navigation toolbar in your online course. The EBSCOHost and PSYCinfo databases in the Ashford Online Library are helpful sources of information, as are the required and recommended resources found in your course materials. To locate EBSCOHost and PSYCinfo, visit the Ashford Online Library through the tab on the left navigation toolbar in your online course and select “Databases by Subject” and then “Psychology.” (For further assistance in researching scholarly sources, please access the tutorials page on the Ashford University Library website.)
SAMPLE ANSWER
Kelly Van Aken
PSY 104 Child and Adolescent Development
Valerie Jackson
July 6, 2015
Introductory Paragraph:
Kelly Van Aken is community center proposed to be constructed in our community. The community center mission is to help children become self confident and independent. The facility will provide a platform where children will connect, interact, share, and learn. The center goal is to establish atmosphere where child active curiosity, appreciation for nature and large motor skills are developed. We are requesting your (City Council) support the establishment of this community center, which will cater the following activities specific to each age group.
Age Group #1 – Infants
This age group covers zero to 12months. The activity identified for this group is the nesting toys. The goal for this activity is to enhance general knowledge and to improve cognitive development, physical development, and cognitive skills. The material required for this activity includes the nesting cups and stacking materials. The nested cups will be stuck together, and given to the toddler to play with it, to discover what they can do with these objects. Where the toddler cannot pull the nested cups out of the position, the toddler should be guided on how to do so. The toddler should be shown on how to build tower, knock it down, filling the cups with cornmeal or sand and other activities that can be used with the nested cup. This way, the physical, cognitive, and other socio emotional activities will be enhanced. This improves parent-child relationship, and improves effective communication (O’Connor, Monk, & Fitelson, 2013).
The second activity in this age group is the rolling balls. This is activity is geared towards physical development as well as the development of motor skills. This involves interactive activity where the parent sits on the floor and rolls the ball towards the toddler. This will enable the toddler to crawl towards the ball. Different toys of different weight can be used. This cognitive development of the child is in accordance to Jean Piaget theory that defines that child growth occurs because of processes round them. This way, the child can learn to talk, and interact with other children (Sengsavang & Krettenauer, 2015).
Research indicates that the rolling balls are important tools because help the child develop watchfulness, even thinking, emotions, and concentration. The child is fascinated by the turning of the ball and other spherical objects child may become surprised, happy, or surprised that the ball runs away from him. The rolling ball also motivates the child to move (O’Connor, Monk, & Fitelson, 2013).
This group covers 12 months to 36 months. The first activity to be considered is the “Print it” activity. This activity was chosen because it improves toddler’s physical as well as motor skills. The activity involves use of finger paint, finger paint paper, and washable table. The toddlers fingers are put directly in finger paint (many colors can be used), and printing them on the paper. Toddlers should be encouraged to be creative. This activity is messy activity and will require the toddlers to wear apron. Finger paint is expensive. Despite the fact that it is fun and creative activity, research indicates that this activity improves emotional development because the child enjoys the feel of the paint and watching the designs created. When they make new designs, the toddler’s self-esteem is enhanced. It also increases the development of manipulative skills and co-ordination as a toddler uses his or her skill to balance muscle control and spatial awareness (Yoon, 2012).
The second activity for this group is stamps and stickers activity. This is an indoor activity, which involves uses markers, stickers, stamps, ink, and paper. The toddler is shown how to stick the stickers on the paper, and where sticker has a theme, the child should be explained about it. The child should paint different things in the environment such as trees, cars, mum, and other members of the family. This activity is important because it improves communication development, motor skills as well physical development. This improves the relationship between a child and the caregivers as illustrated by the attachment theory by John Bolby. This theory indicates the relationship between child and parent/ caregiver influences child development and their social relationships in their later stage of life (Sengsavang & Krettenauer, 2015).
The child also communicates through art. This is in accordance Jean Piaget Lev Vygotsky on socio cultural theory where children are believed to learn activities through hand on experiences (O’Connor, Monk, & Fitelson, 2013). The city council is requested to purchase the finger paint to help the children develop and grow socio-culturally. This is obtained in ToyRus from http://www.toysrus.com/family/index.jsp?categoryId=3255200
Age Group #3 – Early Childhood
This group includes children of about 3 to 6 years. The first activity chosen is the gather and sort activity. The activity is geared to boosting the child intellectual knowledge. The activity involves visiting parks, or community center surrounding and encouraging the children to collect and look closely to objects that catch their attention. This could include rocks, flowers, and insects. The younger children learn about the different things and their differences in terms of texture, size, state (liquid, solid, or gaseous) and their benefits. This way, the children express themselves as they interact with the natural environment. In fact, some children can learn to interact, lead, and communicate with others. This builds child’s self-esteem, as they feel acknowledged and important. This is in accordance to behavioral child development theories by Ivan Pavlov , which stipulates that development is shaped by children experiences (Sengsavang & Krettenauer, 2015).
The second activity is sack race. What is required is a sack or large pillowcases for every child, and plenty of space. The children are divided into teams, and a turning point is designated. The first member of team is handed a sack and race begins. The children should race to the marker and turn back to the next individual in the team. This continues until the last person, and the wining team is the team to have all members jump and sit. This game is classic for children development of motor skills and physical activeness. The children also learn to work cooperatively in groups and understand that communication as well as interaction is very important in life (Yoon, 2012).
The importance of this activity is that it improves child social interaction during activities. This will enable identifying the child character i.e. is a child an onlooker, solitary independent, associative or eve cooperative. This is in accordance with the social learning theory by A. Bandura in that, children learn by watching other people that they interact. Through these activities, it is important it improve the cognitive, social, and motor skills development. In these activities, the items required are the sack, because they can be used as collection bags, and during sack race (O’Connor, Monk, & Fitelson, 2013). These can be obtained from Amazon.com because they have the best quality products and in all sizes. They can be reached through http://www.amazon.com/LA-Linen-Burlap-Potato-Sacks/dp/B00D6MRD4U
Age Group #4 – Middle/Late Childhood
The activities chosen will include constructive use leisure time for 7 to 12 years children. Middle school children will be given opportunity to take music classes by having lecture on music technique. The children will be provided with instruments of their choice to learn. This form of art is important because it enables the children develop discipline and high sense of responsibility. This activity improves child self esteem and builds up their confidence as the form recitals in front of their peers, parents, and friends. This activity also provides the most effective environment for socialization, and gives the child a platform to explore their talents (O’Connor, Monk, & Fitelson, 2013).
The second activity is swimming activity. Statistics indicates that 37% of Americans do not know how to swim. The total deaths attributable to drowning have been 137 children. This is the main reason as to why the swimming program will be included. Additionally, swimming will improve the child physical development as well as motor skills. Research indicates that swimming improves muscoskeleton activities as well as cardiovascular activities. This activity enables the child to explore their potentials, and simultaneously learn that the peers have different capacities as they have. The activity teaches the child to compromise so that they can work as a team, and become disciplined on ways to handle the difficulties when addressing the challenges as they mature from pre-adolescence to adolescence (Sengsavang & Krettenauer, 2015).
According to sociologist, children development is not guided by vacuum but is highly influenced by the environment they live and the challenges they undergo. These activities are chosen to keep children away from negative influences by the social media and make them more responsible with their lives. This is important because children in this age are expressive, very egocentric, and spontaneous. Music and sports activity will enable them express their emotions and simultaneously develop high discipline levels as they learn to play by the institution rules. The city council can help in buying music tools, especially violin to help the children learn (Yoon, 2012). This can be obtained from a music stores including Guitarcenter http://www.guitarcenter.com/ .
Age Group #5 – Adolescence
The center aims at establishing youth groups, which will help the adolescence, identify whom they are. These groups will be used to discuss issues they face during their transition into adulthood. This includes issues such as trust and leadership roles in their lives. Establishing a youth radio station could improve lives of most adolescence in this community, who can volunteer in various activities such as organizing group discussion, becoming radio presenter, and writing informative articles. This is important as it will improve the socioemotional development, and improve cognitive function and educative as they acquire new skills (Sengsavang & Krettenauer, 2015).
The second activities identified are youth activities used to train youth on building trust and leadership. In this activity, the youth is blindfolded as the members direct them on how to find the right path to reach the designated area. The roles are switched until all members of the team participate. Building blocks are also important activity as the participants pool their efforts together to build an object, which is verbally described to them by the leader. This improves cognitive function; physical development and socioemotional development as the participants learn to work as a team, listen, and communicate effectively (Yoon, 2012).
These activities are important as they help child development as identified by the social learning theory. In this theory, children behavior is influenced by extrinsic and intrinsic influences, and they determine child satisfaction, self-confidence, and accomplishment (O’Connor, Monk, & Fitelson, 2013). In this case, city council can help purchase computers, which will help with setting up radio station activities. This can be bought from Best buy http://www.bestbuy.com/site/electronics/computers-pcs/abcat0500000.c?id=abcat0500000.
Conclusion
For a long time, child developments in this community have been largely overlooked. Parent’s perspective on children is that they are smaller versions of adults; and parents pay little attention to advance the cognitive abilities of the children, communication development, and physical growth. The community center aims at transforming lives of people and children living in this community. We are grateful for the immense support and advice during the establishment of this beneficial activity.
REFERENCES
O’Connor, T., Monk, C., & Fitelson, E. (2013). Practitioner Review: Maternal mood in pregnancy and child development – implications for child psychology and psychiatry. Journal Of Child Psychology And Psychiatry, 55(2), 99-111. doi:10.1111/jcpp.12153
Sengsavang, S., & Krettenauer, T. (2015). Children’s Moral Self-Concept: The Role of Aggression and Parent–Child Relationships. Merrill-Palmer Quarterly, 61(2), 213-235. doi:10.13110/merrpalmquar1982.61.2.0213
Yoon, Soo Jung,. (2012). The Mediating effects of teacher-child relationships on children’s self-control and aggression. Korean journal of early childhood education, 32(5), 145-161. doi:10.18023/kjece.2012.32.5.007
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