•Create a personal mission, vision and goals statement. You will be able to revisit your goals at the end of this module and develop an action plan for working toward those goals throughout your programme.
•How do you see yourself as a professional and a person five years from now? Incorporate what you are learning this week about Human Resource competencies as appropriate.
•What are your personal values related to your professional career?
•How do your personal values and ethics relate to the principles of academic integrity?
•What are your short-term and long-term goals related to your professional career?
•Reflect on your personal mission, vision and goals for your own career development, particularly in light of professional HR competencies.
The following conditions must meet in the paper
1) I want a typical and a quality answer which should have about 830 words.
2) The answer must raise appropriate critical questions.
3) The answer must include examples from experience or the web with references from relevant examples from real companies.
4)Do include all your references, as per the Harvard Referencing System,
5)Please don’t use Wikipedia web site.
6)I need examples from peer reviewed articles or researches.
Appreciate each single moment you spend in writing my paper
Best regards
SAMPLE ANSWER
My mission is to treat individuals as prized customer while contributing positively to the company. It will be through an inclusive programming that shows a detailed understanding of the features of the human resources profession that include practical involvement in the areas of legitimate compliance.Also, offering services that provide an enthusiastic interest in the lives of others. Additionally, my aim is to continue developing my range of skills and sustain between my profession and personal life.
My vision is to develop an attitude of cooperation and quality in our daily operations and to create a working condition that fosters fun, safety, and challenges. Also, seize chances that exhibit excellent, caring attitude, a sense of urgency, and execution.Upsurge the participation in community and company activities while seeking enthusiasm, an improved quality of life for everyone and knowledge. Finally, have respect for team member values that might be different from our own and try to accept responsibility for promoting legal and ethical conduct in business.
Human Resource competencies are the knowledge, values and abilities for HR professional. Those with the right aptitudes perform better than others. To achieve this, I will be more likely to create intangible shareholder wealth, engage employees and serve clients. In the subsequent five years, I want to be a very successful Human Resource Manager who is skillful in his career. To achieve this, I will have to possess six competency values. Firstly, I have to be a credible activist. HR is both reliable that means being respected, listened to and admired and active. To be active, I will take positions; offer a point of view and challenges.
Second is Change and Culture Steward. I will articulate, appreciate, and assist in shaping a company’s culture. Ideally, it starts with transparency around external customer expectations and then converting them to internal organization and employee behaviors. Talking about steward of culture, I respect the past organization culture, and I can also help in shaping a new culture. To achieve this, I must facilitate change by helping it happen and developing disciplines throughout the organization. It may have to include implementation of initiatives, projects, or strategy.
Thirdly, I will the Talent Manager or Organizational Designer. Professionals in this career masters research, practice, and theory in both organization design and talent management. I will guarantee that they will align with customer strategy and requirements. They also have to be integrated with each other.
Fourthly, HR professional is a Strategy Architect; she has an idea of how the company can prosper in the market-place, now and in the future. She is involved actively in the establishment of the organization overall strategy. I must recognize business trends and their influence on it, enabling the process of achieving strategic clarity, and forecasting potential barriers to success.
Additionally, HR professional is an operational Executer. He implements the operational aspects of managing employees and companies. I will make sure that staff basic needs are dealt with technology, outsourcing, or shared services. It will make certain credibility if performed faultlessly and grounded in the constant application of policies.
Lastly, I will the Business Ally. Human Resource Manager contributes to the success of the company by being aware of the setting in which it operates. They also know how it makes money, who are the customers, and why they buy its products and services. I will also have understanding of other parts of the business.
I possess good personal values that relate to my Human Resource career that I believe I can achieve my goals with them. First and foremost is my ability to replace Self-doubt with Self-Confidence. At times, we are who we believe we are. HR professionals can certainly be at the table if they establish the right competence. Secondly, I know how to develop an inside and outside View. As HR, you need to have a wider definition of how to add value. I can connect what is happening inside with outside stakeholders. Thirdly, my ability to focus on associations and individuals because I believe great individual talent without a robust organization will not prosper. It makes me solely the guardians of talent. In addition, I have a principle of serving people and deliver on industry results. We need to understand the company and make its results happen. For me to contribute to the business, I must become its ally and speak its language.
My short-term goal is to design a career plan by taking several actions. One of the actions is to work together with my manager to deliberate key competencies and ways to expand my demonstration of them. Secondly, work with him to develop an action plan for other progressive areas.Thirdly, I will request or maybe volunteer for special programs to attain experience and exposure. Among the long-term goals are becoming known for my work by constructing a portfolio of assessable accomplishment. Additionally, it’s my aim to have experience in a multi-billion-dollar global organization that is recommended or develop a career in a well-known brand, such as Southwest Airlines or Microsoft.
References
Mclagan, P., & Bedrick (2012).Models for Excellence: The results of the ASTD training and development study.
Alexandria. (2008). Society for Human Resource Management: managing your human resource career.
Lawler & Boudreau. (2013). Achieving strategic excellence; Assessment of Human resource organizations. Stanford, CA.
I need an essay in the following subject:
After you have read the required journal article (Houghton and Yoho, 2005), complete the following:
Identify and describe the key components of the contingency model of leadership as presented by the authors. Analyse the relationship between certain key contingency factors and outcomes, such as follower involvement, dependence, creativity, and psychological empowerment. Evaluate the findings of the authors compared to the theories covered this week with regards to creating and sustaining productive leadership.
The following conditions must meet in the paper
1) I want a typical and a quality answer which should have about 830 words.
2) The answer must raise appropriate critical questions.
3) The answer must include examples from experience or the web with references from relevant examples from real companies.
4) Do include all your references, as per the Harvard Referencing System,
5) Please don’t use Wikipedia web site.
6) I need examples from peer reviewed articles or researches.
Appreciate each single moment you spend in writing my paper
Best regards
SAMPLE ANSWER
BL.ASS.W3
Houghton and Yoho (2005) present a contingency model of leadership that seeks to empower and encourage follower self-leadership. Key components of the model include follower development, task structure and situational urgency as well as how leadership approaches should be applied to make the model successful.
Employee empowerment and follower development results from the increased need for companies to compete efficiently given the modern competitive environment. This theory suggests increased involvement of employees through decentralized systems that allow them to be increasingly responsible for their own jobs. In linking this key contingency factor to the most appropriate approach to leadership, the authors note that the length of engagement between the employer and the employee determines the kind of leadership approach to adopt. Accordingly, transactional or directive leadership may apply for short-term engagements where efficiency is more important than follower development while a transformational leadership approach may apply for long-term engagements. This is highly applicable in real life as I have observed since employers who take on employees for short assignments such as laborers in the construction industry are less likely to be concerned about their development but more about their compliance and efficiency. On the other hand however, long-term employees often receive considerable investment on training and are likely to be more empowered. At PriceWaterHouse Coopers (PWC) for example, the employee-led strategy ensures that besides recruiting the most qualified candidates, training and continuous development of employees is given priority to ensure that the company remains at the top of competition (Macleod and Clarke, 2011).
Situational urgency is the second factor, which seeks to explain how the leadership approach may differ depending on the urgency of the situation. It puts fort that in crisis situations, the time for self-leadership capability development in followers is hardly available and therefore such urgency may call for utilization of a highly directive leadership style or transformational leadership style. A perfect example is in the police force where in responding to emergencies such as terrorist attacks, specific and directive orders may be necessary depending on the severity of the situation and the leader must therefore take charge to effectively coordinate the group; hence a directive style approach (Papworth, Milne and Boak, 2009). Empowering and transactional leadership approaches are more applicable in low urgency situations.
The last factor is the task environment which basically refers to how the task environment of the follower is structured or unstructured. Transactional leadership is deemed more applicable in well structured task situations while the directive approach would apply in unstructured task situations. In a factory setting where there is constant job rotation for example, it is difficult to have a structured job and directive leadership is therefore likely to apply; with followers taking instructions depending on their duty station.
The identified contingency factors have significant impact on outcomes within the organization including follower involvement, dependence, creativity, and psychological empowerment.
Empowerment and follower development has been proven to play a great role in promoting efficiency, creativity, follower involvement and psychological empowerment. According to Papworth, Milne and Boak (2009), employees who are empowered are more likely to ‘own’ their jobs and are therefore more committed to ensuring success. Furthermore, empowerment ensures that dependence is reduced and that employees are committed to company success as opposed to making it the responsibility of leaders only. Psychological empowerment also results because by giving followers autonomy in doing their jobs, leaders demonstrate that they can trust their followers.
Situational urgency depending on how it is handled may lead to the negative effect of excessive dependence of followers. This is especially in very urgent situations where directive approach to leadership is utilized. Why does this happen yet followers are well trained to handle emergency situations? Papworth, Milne and Boak (2009) notes that followers may be unable to execute simple actions because they are used to receiving specific orders from their leaders and are therefore not empowered to perform their tasks. In addition, the low expectations that leaders have on followers tend to make their productivity and creativity levels low.
Why is it important to effectively structure follower duties? One would ask. Houghton and Yoho (2009) note that in situations where jobs are highly unstructured, it is possible for employees to undermine the value of intrinsic motivation and that followers may as a result be demotivated; hence leading to low productivity. This is because there is no specific target or outcome that is expected of the employee and neither are there rewards aimed at encouraging achievement of such outcomes. Structured jobs which allow for easy delegation and follower empowerment on the other hand may result in increased psychological empowerment and consequently increased creativity. This is because followers are well informed on what they are expected to deliver and can easily come up with strategies that will allow productive outcomes.
The contingency model of leadership by Houghton and Yoho (2005) portrays a great level of similarity with theories aimed at creating and sustaining productive leadership covered in the course. It is notable that sustainable leadership is a question of creating a good relationship with followers and empowerment is one such approach. Productive leadership is not just about getting the job done but also minding the welfare of those who are executing the job. Motivation as discussed in this article is therefore of essence. In addition, follower development emerges as an important aspect of leadership as it not only promotes efficiency but also improves motivation; leading to better outcomes.
References
Houghton JD & Yoho, SK 2005, “Toward a contingency model of leadership and psychological empowerment: when should self-leadership be encouraged?” Journal of Leadership and Organizational Studies, Vol. 11, No. 4, pp. 65-83.
Macleod, D & Clarke, N 2011, “Engaging for Success: enhancing performance through employee engagement”, Office of Public Sector Information. United Kingdom.
The role of the NP is a challenging, complex, dynamic and rewarding role! Reflect on the level of insight you feel you have gained in the course. Do you have a better understanding of the role of the NP? How has this course impacted your perspective on the role of the NP?
SAMPLE ANSWER
Role of NP
Nursing practitioners have a critical role in providing extensive primary and specialty health care. NP job is challenging as every practitioner must remain abreast in nursing technologies advancements. They are also being encouraged to get acquainted in billing and coding systems. Through the program, I was privileged to care for patients and it is gratifying. The program have positively changed my perception of nursing health care by reinforcing the vital role nurses play when providing health care services. Through interaction with the nurses, I observed care and hard work the nurses undergo on daily basis to make the world a better place. For instance, they have to consult and work with other health care practitioners in order to attain their objectives. They have to document their report completely and with the highest order of clarity on every encounter with the patients (Ridenour, 2009).
Additionally, registered nurses offer public health care to populations from diverse cultures; each with unique cultural and religious spirituality. It is nurse’s responsibility to understand patient cultural background because they impact significantly on the patients’ health and illness. Nursing profession is a caring profession. Nurses must reflect on cultural values of the society especially in this era of globalization and massive international movement (HRSA, 2012). To become a Nursing practitioner, one has to be a registered nurse who is certified by the board and their scope of practice is expanded within specialty. Good health care practices entail the provision of quality care through changing risky behavior that hallmarks various misunderstandings. These misunderstandings are obstacles in responding to the growing quality health care demands. More so, they are expected to be healthy living models, but putting into consideration of the nature of their work, this expectation is quite demanding (CNO, 2012).
For this paper, the writer has to use the template use for my previous papers of past week in business. The writer has to make sure she follows the template strictly including and abstract page, headers as in the template and also [age numbers following APA 6th edition format. The paper has to be 5 full pages minimum excluding title and reference pages. The references must also contain the doi for all articles where require.
Process Integration Case Study
In today’s unpredictable global business environment, organizations must be laterally integrated so that customer requirements are accurately translated into the designs, products and services. However, changing a traditional organization to a process-centric model can prove to be a complex and challenging task.
McAdam and McCormack state, “Organisation structures change to suit their environment and to enable strategic decisions.” (McAdam & McCormack, 2001)
• How well is McAdam and McCormack’s proposition borne out by the evidence from the various companies they surveyed, and in particular from Nortel Networks?
• To what extent does the evidence assembled by Cagliano, Caniato, and Spina suggest that, to be successful, external integration strategies need to be supported by internal integration within the firm?
What lessons does this have for the businesses discussed by McAdam and McCormack?
Using the above case studies as a jumping-off point for further inquiry, identify key areas in which supply chain management can be influenced by business process integration and management. Your task is to prepare a 5 page paper using the resources and at least two other peer-reviewed practitioner or scholarly resources, fully documented and cited in APA format. Make sure you include the doi of any article use.
Resources
Course Text
• Handbook of Global Supply Chain Management
o Chapter 7, “Process Orientation”
This chapter delves into the meaning of process as applied to the organization. The elements within a process-oriented organization are covered as well as the steps for designing the process-oriented organization. Finally, issues of process measurement, analysis, and development are presented.
Chapter 11, “Integrated Logistics Management”
This chapter examines the integration of the logistics management function within an organization. Integrated logistics management requires the joining of logistics business processes within the supply chain. The context of integrated logistics is viewed in relation to a global supply chain and a framework and guidelines are presented.
Articles
• Cagliano, R., Caniato, F., & Spina, S. (2006). The linkage between supply chain integration and manufacturing improvement programmes. International Journal of Operations & Production Management, 26 (3/4). Retrieved from ABI/INFORM Global database.
This article offers empirical evidence to suggest a relationship between supply chain integration dimensions and lean production programs.
• McAdam, R., & McCormack, D. (2001). Integrating business processes for global alignment and supply chain management. Business Process Management Journal, 7(2). Retrieved from ABI/INFORM Global database.
This article reviews the literature on business process integration and supply chain integration and presents case studies on three well-known companies.
Themistocleous, M., & Corbitt, G. (2006). Is business process integration feasible? Journal of Enterprise Information Management, 19(4). Retrieved from ABI/INFORM Global database.
In this article, an ongoing project is used to explain the importance of business processes redesign in the development of a globally integrated IT infrastructure.
Web Site
• Zhu, J., Tian, Z., Li, T., Sun, W., Ye, S., Ding, W., et al. (2004). Model-driven business process integration and management: A case study with the Bank SinoPac regional service platform. IBM Journal of Research and Development, 48(5/6), 649-669. Retrieved from ABI/INFORM Global database.
This article demonstrates how each key business process integration and solution development phase was carried out and guided by business process modeling by the IBM China Research Laboratory.
SAMPLE ANSWER
Introduction
Nowadays, because of technology businesses are changing the way they conduct their businesses. Technology, even though has brought many changes, it has also contributed to a number of challenges in running business. Integration and orientation of new business models has as well become more challenging and complex in this era. Business process integration and management influences various business areas and one of them is supply chain management. The business framework consists of various aspects such as means and ways of operations, people, organization, data and system expected to balance and to work together for the achievement of the common goal. The author deliberates on various aspects relating to process integration by identifying areas that business process integration and management can influence supply chain management. McAdam and McCormack propositions are as well integrated in the discussion as we as evidence by Cagliano, Caniato, and Spina as well as lesson learned.
In any organization and especially in management of supply chain, all stakeholders should work together to achieve common goal. For this to be achieved, they need to have a plan and control mechanisms of business process integrated. The case study of Nortel Networks Corporations that focused on supply chain integration and market repositioning indicated that companies gained a competitive edge by integrating their supply chain processes (McAdam & McCormack, 2001).
Any supply chain management that can be successful is that that does not manage individual functions but rather integrates all activities into key supply chain processes. In the modern world today, businesses must remain agile and flexible. This will ensure that the company manages to deal with the current dynamic and ever changing environments of doing business. Nowadays, products and services keep on changing and it becomes important for any company or organization to always meet the expectations and requirements of customers. Customers have as well become flexible and they will buy the products or services that meet their needs. Therefore, the concept of Business process management (BPM) comes into play as entities seek to meet and address the needs of the ever-changing customer perspectives.
Having basic knowledge and understanding of the functioning of supply chain strategies and their association with internal manufacturing is essential (Caglianoi, Caniato & Spina, 2006). If proper integration of external strategies is lacking, it is definitely going to be hard to achieve successful internal integration in a company. This, therefore, means that, the people responsible must ensure that all the stakeholders and issues affecting supply chain management are put into consideration. Businesses as well should not put their focus on process integration only by looking at the internal point of view. This is as well highlighted in the McAdam and McCormack study. Avoiding this will help the supply chain management processes consider external forces that may affect negatively on the achievement of the goals and objectives of the organization.
Business management processes is a technique that have found its applicability in business. The concept involves use of IT supported business operations to manage and execute business strategies from a business expert and not technical perspective. Methods, techniques help in designing, enacting control and in analyzing of the operational processes that involve, organizations, humans, documents, applications and other value source of information. Therefore, it gives a business an upper hand through the various insights in running and operating a business better.
In execution of business process, the business process management systems usually in application covers two layers including business processes and resources. The business is limited in terms of their capability or extend they can access to their own resources. It is important, that even if resources are available, parties with vested interest understand the different ways to retrieve information such as data warehousing and query processing. This means that not all information retrieved is appropriate and it become prudent to search relevant information that suits the context.
Organizational architecture varies from one another and is developed through processes to help entities manage effectively their transition challenges. Some architecture are based on four key aspects that make up their businesses. The major aspects include strategy, structure, communications and culture. Structure need to adapt new process that takes place in an organization. Strategy is the techniques that the entities have decided to adopt to enable them achieve their objectives. The strategy therefore should provide guideline on how and where the entity is going. Culture is the way the organization carries its daily activities and interacts with the stakeholders. Culture need to enable the entity to achieve its goals and objectives and should not be deterrence. Communication is yet another important aspect that any organization cannot do without. Effective communication creates cohesion and allows the stakeholders to work well to achieve the goals of the entity. Vision and missionand objectives of any entity are conveyed through communication (Gershon, 2009). Therefore, through effective communication, it is easy for an entity to achieve its goals and aims.
Organizations have different structures. Some have centralized departments while others have decentralized departments and this affects the decision making process. Centralized and decentralized departments provide a vital point for strategic managers to make decisions pertaining to their operations. Depending on the way the decisions are made, it is essential to ensure that parties in decision making agree to minimize any risks and complexities in their business operations.
Ontology based Business process management systems has one more layer that describes business processes and resources systematically. The major reason of the three-layered architecture in integrates business processes with different Business process management systems. They therefore, provide relevant services and functionalities of processes.
Different entities use different types of information systems such as CRM, ERP and Workflow Management in support of their execution of business processes (Cabral, Norton & Domingue, 2009). These information systems have the capability to store information or data on the previous transactions. Information stored is used as starting point for process mining (PM) and reverse business engineering (RBE). These two techniques help in analysis of process models and processes hence complement each other. Process mining helps to come up with similar types of analysis that includes execution of the processes, the organization model for a specific process and the areas that have bottlenecks (Cabral, Norton, and Domingue, 2009). On the other hand, reverse business-engineering focuses on scenario-based analysis using predefined business questions such as Continuous Improvement and As-Is-Analysis.
Semantic Web Services (SWS) technologies allow integration of various applications at semantic level (Hepp, Leymann, Wahler, and Fensel (2005). Furthermore, the technologies based ontologies provide scalable materials and ways for the machine-readable representation of knowledge. SWS furthermore, use SW technologies to support the automated discovery, composition, substitution and execution of software components such as Web services business process management is as well considered as natural application for SWS and SW technologies hence its implementation and adaptation is critical factor in many entities across the globe.
Benefits of Process Integration
Process integration is very important in these modern days. The environment of doing business keep on changing and it is important for the organizations structure to remain flexible. Integrating supply chain may be as well complex as it requires greater focus, hard work and commitment to ensure that internal and external process are integrated. When supply chain is integrated effectively, the company has an opportunity to accrue various benefits.
Some of the benefits of integrating supply chain include; the organization is able to reduce its inventory from 25 to 60. This is beneficial as it helps the organization to reduce its costs of operation hence increasing its profitability. The organization has as well the capability to make improvements in its fulfillment cycle from 30 to 50 percent (Varma, Pawan & Angelo, 2008). The company as well is able to improve in its forecast accuracy from 25 to 80 percent, reduces supply chain costs from 24 to 50 percent and improves in its overall productivity form 10 to 16 percent. Therefore, McAdam and McCormack surveys allow one to learn various lessons. It is important for entities to be flexible in their operations, as this will enable them to achieve their objectives. Situations of doing business keep on changing and this requires adjustments and flexibility.
Conclusion
Process integration is a concept that many organizations have embraced. The concept allows entities to improve in their operations as they liaise with the various stakeholders. The concept specifically has helps to improve supply chain managements of various organizations. The decision making process is as well improved with process integration hence adding value to the organization. McAdam and McCormack arguments and evidence from their surveys from Nortel Networks supports the need for structures to change to suit their environment and to help reach strategic decisions. It is also very important that internal and external integration strategies support each other to ensure achievement of objectives and goals. Therefore, this discussion enhances our understanding of the operations and the functioning of business more so when it comes to integration of processes.
References
Cabral, L., Norton, B. and Domingue, J. (2009). The business process modelling ontology. In: 4th International Workshop on Semantic Business Process Management (SBPM 2009), Workshop at ESWC 2009, 1 June 2009, Crete, Greece.
Cagliano, R., Caniato, F., and Spina, G. (2006). The linkage between supply chain integration and manufacturing improvement programs, International Journal of Operations & Production Management, Vol 26(3), pp282-299.
Gershon, Richard A (2009). Telecommunications and business strategy. New York: Routledge/Taylor and Francis Group.
McAdam, R., and McCormack (2001). Integrating business process for global alignment and supply chain management, Business Process Management Journal, Vol. 7(2) pp.113-130.
Submit Draft of an Abbreviated Mixed Methods Research Plan for (Health disparities are a growing concern in the U.S. There are also a significant proportion of people with limited or no health insurance which may prevent them from receiving adequate health care, medication, and the use preventative measures such as exercise and diet. How would you address this issue?)
What are your research questions? To what extent can you test them? How would you justify the viability of your questions?
What are your hypotheses? How would you test them?
Why would this design be the most appropriate for answering the research questions? Conversely, why would quantitative or qualitative on their own not be appropriate?
For a mixed methods design, which design is the primary one? Why is that appropriate?
What approach would you select for this study (experimental, survey, ethnography, grounded theory, etc.)? Why is that approach the most appropriate one for answering the research questions?
What theoretical framework or perspective would you use?
What is your target population? How would you identify and recruit participants? What factors would contribute to determining appropriate sample size?
You will not need to calculate sample size for this assignment.
If appropriate for your plan, what instruments might you need?
What data collection procedures might you use? Why would those be the most appropriate methods to use?
How would that data help to answer your research question(s)/hypotheses?
How would you ensure quality and reliability of data?
What are threats to validity? How might you mitigate them?
How might you analyze the data?
What are the ethical considerations related to the plan?
The assignment:
Craft a 2- to 3-page paper in which you do the following:
Provide an introduction.
Provide a purpose statement.
Provide viable research questions/hypotheses.
Generate a written research plan that addresses the questions ( (Health disparities are a growing concern in the U.S. There are also a significant proportion of people with limited or no health insurance which may prevent them from receiving adequate health care, medication, and the use preventative measures such as exercise and diet. How would you address this issue?).
SAMPLE ANSWER
Abbreviated mixed research method
In us, a person’s health is determined by socio-economic status, risk factors and their ability to access health care. The disease burden, increased disability and mortality affect the population disproportionally. Luckily, public health programs such as Medicare and Medicaid health insurance program have significantly reduced the burden by offering subsidized medical care to low income households. However, immigrants have difficulty in accessing such public programs due to the legislative restrictions. For instance, 83.5% of self-inflicted injuries reported cases were among non-Hispanic whites. In 2009, Native ethnic group reported the highest motor vehicle related mortality rates. Additionally, 2004 CDC analysis of infant mortality rate reported considerable disparities. The trend is projected to increase by two folds if no interventions are put in place (Vargas & Chen, 2014).
Mixed research approaches entail the combination of quantitative and qualitative research methods in one investigation. This is beneficial as it offers relevant and accurate social-statistical data. Through qualitative research, information from previous investigations, use of questionnaires and interviews provides quality information under scrutiny. On the other hand, the gathered opinions are quantified through statistical tools. Another great impact for mixed research approach is that Flaws in one research method is masked/ complemented by another’s the strength. Eventually, the researcher can account and test several hypothesis. In this framework, the finest approach to evaluate the health care disparities in the United States is the mixed research method (Creswell, 2009).
Purpose statement: Using mixed research method, the investigation aims at identifying the social factors attributable to the increased health care disparities. The relationship between the social determinants and strategic interventions (education-awareness program) will be evaluated.
Research question: What social factors greatly contribute to Health care disparities? What multidisciplinary approaches are effective to minimize health care disparities?
Hypothesis: Increased public awareness on how to access public programs such as Medicare and Medicaid will reduce health care disparities
Research plan
Random sample will be selected from a community. The inclusion criteria include individuals from low income families, multiple racial or are immigrants. Data collection includes semi-structured interviews with few individuals; whose responses will be used as guide when compiling questionnaires. All interviews and data analysis will be conducted by two senior researchers. A thematic index will be developed in order to facilitate data management.
From the themes generated, questionnaire will be devised. The questionnaires will comprise of 64 questions (each with 5 scale options). The questionnaire will be divided into various sections including demographic details, knowledge/awareness about public health care insurance program and views about recent health care experiences. The questionnaires will be distributed among 200 individuals from the community. For the purposes of sample size; it will be assumed that the primary outcome of the quantitative questionnaire survey will estimate the extent of health care disparities. The extent proportion is estimated to be 50%, 95%CI around 200 questionnaire responders. The questionnaires will be distributed assuming to attain a 40% response. Data generated will be analyzed using relevant statistical tools to summarize the findings. Statistical Package for Social Scientists (SPSS version 17) will be used to analyze descriptive data. The Chi-square test will be used to evaluate the associations between the social determinants attributable to health care disparities and public awareness program. Other outcomes generated by the survey such as the age group proportion will be reported along with their 95% CI (Johnson, 2008).
References
Creswell, J. (2009). Research design: qualitative, quantitative and mixed method approaches (3rd ed.)Thousand Oaks, CA: sage publications
Vargas, A., & Chen, J. (2014) The great recession and health spending among uninsured U.S. immigrants: implications for the affordable care act implementation. Health services research 49; 6, p1902-1928
We can write this or a similar paper for you! Simply fill the order form!
The CDC has developed myriad informatics applications in support of disease surveillance at the federal level. Information sharing among these applications enables public health personnel to better understand disease trends that may be difficult to interpret from the examination of a single system. However, a variety of legal, ethical, and practical issues arise as a result of this sharing of information. The potential for problems is magnified when information is available to and shared among multiple systems.
post an analysis of the obstacles that impact interoperability of the disease surveillance systems. Propose ways to improve/address the legal, ethical, and practical data-sharing obstacles. Evaluate how this impacts the future of local, state, national, and international systems/agencies sharing and use of information.
SAMPLE ANSWER
Data-sharing and interoperability obstacles
Department of Health and Human Services (HHS) estimates that 20% of medical errors are preventable and occur due to lack of immediate access to health education. The interoperability obstacles are bothersome especially in this technology era. In fact, banking industries and telecommunication industry interoperability have excelled substantially. One can transact from ant ATM with minimal interruption. Why is this not replicable in the health care sector? Despite the fact that 10 billion dollars have been allocated to facilitate the interoperability in health care industry, technical challenges on the same are insurmountable (King Et al, 2012). First, the data collected is inadequate due to the significant gaps in the disease surveillance systems, particularly in the developing countries. Additionally, most public health information is stored hard copy, and where electronic formats are use; they are often incompatible with the other advanced disease surveillance systems. Data format standards and metadata for health care including Data Documentation Initiative (DDI), the established International Classification of Diseases (ICD) and Metadata eXchange are insufficiently functional. This limits interoperability and secondary data usage. In fact, about 20% of deaths that occurred in certain countries between 1950 and 2010 were due to ill-fated use of the established ICD due to limited data sharing (CDC, 2012).
Another issue that holds back data sharing is the ownership and copyright issues. Institutions and agencies that collect data are liable for the person and the community privacy. This makes most of these agencies reluctant to carry out their tasks sufficiently as they feel like guardianship role has been bestowed on them. Additionally, government agencies such as Health Insurance Portability and Accountability Act (HIPAA) in US regulations on data acquisition using identifiers and the anonymous data makes it hard to use data collected in certain contexts. Some data are not released to anyone because they are perceived as sensitive and are only used for security purposes. Additionally, some stewards may be reluctant to share disease surveillance data because they fear that inexperienced individuals may abuse the information. In some cases, they may be reluctant because of socioeconomic impacts. For instance, the fears interoperability will reduce their relevancy or feasibility of the study. Other barriers include insufficient incentives and resources for data sharing and limited guidelines (Peter et al, 2012).
In cases of remaining relevant, the new approaches that protect the person or agency such as data perturbation should be established. This is a strategy which allows the researcher to provide key but limited information of their work while ensuring that their security is not breached. For instance, researchers can access restricted information through Research Data Center (RDC). For effective interoperability and data sharing, legal barriers that prevent data sharing must be annulled. The involved stakeholders should collaborate and debunk the existing miscommunications and misconceptions regarding the legal barriers (CDC, 2012). A standardized format should be established. This entails establishing a standard language, coding system, formatting and process involved in data sharing. This will ensure that disease surveillance systems are user friendly and data disseminated is adequate. Moreover, an efficient, secure disease surveillance system and the software program should be established for effective communication and exchange of information. If the obstacles are not eliminated, scientific discoveries will be reduced. The reduced understanding of individual study and pooling of data will negatively impact innovations. The accuracy and quality of research will reduce due to the limited sharing of data on critical issues such as effective treatment options and evidence based strategies (NCBI, 2013).
Ethics and Social Responsibility in Business Assignment
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Unit 2 Assignment
Ethics and Social Responsibility in Business Assignment
In this Assignment you will read the Cengage® Case Study: “Barclays Bank: Banking
on Ethics” and then respond to the checklist items in a critical essay based on the scenario below.
Assignment Scenario:
As a new marketing associate with Barclays Bank, you are tasked with writing a critical essay summarizing what transpired during the investigation conducted by the United States Department of Justice into the abuse of the London Interbank Offered Rate (LIBOR) interest rate regulated by the British Banker’s Administration. This essay, if chosen by your new employer, will be the report presented to the Board of Directors.
Write a 2–3 page, (not including a title and references page), double-spaced, critical essay
responding to the checklist items. For assistance with your Assignment, please use your textbook and library research resources. The instructions for you to execute this task are as follows:
Directions for completing this Assignment:
1. Read the “Barclays Bank: Banking on Ethics” case study.
2. Learn how to write a critical essay: Click Here
3. Use APA format and citation style, provide a title page and references, and do not forget to use in-text citations with their accompanying references so as to avoid plagiarism.
4. In your critical essay that includes your thesis, arguments, support, and conclusion, respond to the following:
Checklist:
Describe the level of ethical development the executives at Barclays demonstrated when manipulating the LIBOR interest rates.
Did Barclays Bank neglect social responsibility? What could they have done to be more socially responsible?
What actions regarding Corporate Social Responsibility (CSR) could Barclays have engaged in after the scandal broke to set things right and ensure that such an event would not happen again?
Describe what level of morality would have been demonstrated if executives at Barclays asked themselves, “Even though manipulating the LIBOR will increase company profits, is it the right thing to do in the long run?”
Explain the importance of ethics and social responsibility in marketing as a result of your case study analysis
SAMPLE ANSWER
Barclays Bank: Banking on Ethics
Professional ethics is a universal standard that is applicable to all professions in addition to corporate and any other business type. There are rising cases of ethics being thrown out at the expenses of unknowing customers with the primary goal being making profit (Valeentin, 2010). In relation to the case study on Barclays, it is quite evident that the executives of the Bank gave little consideration to the basic idea of ethics when they decided to falsify information so as to get better ratings and increased profit. This is in particular to manipulating the LIBOR interest rates to portray a stable economy rather than show to their customers that they were doing badly in the market. The idea that Barclays was caught and fined which led to the resignation of some of the executives is an indication that they had acted unethically (p. 1).
According to Bickerton and Louis Gruneberg (2013), LIBOR is a form of analyzing the economic outlook and creating fair competition in the market particular to banking industry. LIBOR when low the economic stability is high and when high the economic stability is low. Social responsibility refers to an ethical theory that any given entity, whether an individual or a firm, has the duty to ensure that their actions or activities are of positive impact to the society. This is aimed at ensuring that there is a balance between the ecosystem and the economy. According to the case study (p.2), the reason for Barclays being charged was because it proposed for setting of low rates to promote the idea they were stable, which was not the case. This is an indication that their biggest concern was their corporate image at the expense of all the other factors that would be impacted. Acting in a social manner entails maximizing the resources available into serving the needs and requirements of shareholders and stakeholders without breaking the set business ethics.
Following the court’s decision that British Barclays Bank had knowingly manipulated LIBOR in their quest to hide their current financial status at the time, they were fined $ 440 million (p.1). This is an indication that they had overlooked the whole basic idea of corporate social responsibility. One way that the organization can come back and entrench corporate social responsibility that would ensure no future such cases will take place is through conducting an audit from outside sources and offering their financial statements to the public to create trust. This will provide a general basis of what had led the organization to take such measures and by involving the public, strategies can be drawn up that will ensure such issues do not arise in the future.
A given company’s management is believed to have a relatively large impact on establishing how an organization comes up with and goes about to set ethical conducts. For instance, in a given organization, if the management acts on the perception that the only thing that matters in the organization is to make profits, then it is highly likely that all the employees will have this same perception. Therefore, it is the responsibility of the management to set ethical principle standards regarding what is wrong and right in relation to how the employees should carry themselves (Champoux, 2010). In essence, the top management of Barclays should not have focused largely on making profits and portraying a thriving corporate image, but rather on what impact their decision will have on all people and the ecosystem at large.
Ethics and social responsibility from their definitions should be integrated. Social responsibility comprises of the government, society at large and businesses working together to improve both the economy and the ecosystems (Paetzold, 2010). However, without the guiding factor of ethics social responsibility cannot be achieved. For instance, in the case of Barclays they were trying to market the idea that they were stable and that the economy at large was stable even with the impact of the global financial crisis still being felt in most regions globally. Although through the increased profits Barclays would have in the long run become stable, it would have created a marketing environment that would have been unfair competition wise, unstable and unethical.
Conclusion
It is apparent that ethics helps in maintaining the balance; the process of getting or achieving your overall goal should not be a justification to the outcome. This is in the case where regardless of the negative impact the process has had on people or ecosystem, it does not matter as long as the outcome is positive. Ethics should act as a moral compass that reminds us we are part of a society and whatever actions we take we will impact those around us whether for financial gain or other benefits. Therefore, the decision to fine Barclays is right in addition to hiring new executive employees to propel the organization in the right direction.
References
Bickerton, M. and Louis Gruneberg, S. (2013). The London Interbank Offered Rate (LIBOR) and UK construction industry output 1990-2008. Journal of Financial Management of Property and Construction, 18(3), pp.268-281.
Champoux, J. (2010). Organizational Behavior: Integrating Individuals, Groups, and Organizations. 4th ed. USa: Taylor & Francis.
Paetzold, K. (2010). Corporate Social Responsibility (CSR): an International Marketing Approach.London: Diplomica Verlag.
Cultural Differences And Miscommunication In Business
Cultural Differences And Miscommunication In Business
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Nothing else apart from the heading
SAMPLE ANSWER
Cultural Differences And Miscommunication In Business
Difference in cultures/ cultural diversity
Cultural diversity implies to values, traditions and, norms that affect the manner members of a group or different nationalities typically think, perceive, interact, make judgments and behave. In business, it impacts on daily scheduling and deadlines because different cultures have different perceptions of time. They say globalization has shrunk the Globe in to a small village. It’s very encouraging seeing people from different parts of the word interaction and transacting business with ease. However, it has not simple, when it comes to the corporate world. Increasingly, managers in different nations must deal multi-ethnic groups with very dissimilar cultural diversities in their organizations. These days, you are likely to work with Canadians, Australians, French, Japanese, German or even Chinese and all other sorts of nationalities in your workplace (Diversityresources, 2015).
The first step of countering this scenario is recognizing that people from different cultural backgrounds are different in all aspects. They have a special way of viewing things, a different code of dressing and a different personality.
In a business setting, these differences can cause problems and a lot of misunderstanding. It would be difficult to deduce what the other person is doing or saying. This problem is known as miscommunication. Other problems include conflicting behaviors and perceptions (Norlyk & School, 2010).
Miscommunication
Communication context
The root/ cause of miscommunication between different nationalities is the context of communication. Cultural diversity has divided communication context in to two; high and low communication contexts. Some cultures are into a high communication context while others are used to low context. In high context communication, information is either internalized in the person or it’s physical. Behaviors are implicit, meaning that the context gives you cues on how to behave. These people tend to use a more circuitous approach of communication. Japan, china, Korea and, Latin American countries prefer the style of communication (Martin, 2009).
Verbal content communication is most evident in low context cultures. Information is wholly conveyed through word of mouth from one agent to another. The expectations and rule of communication are explained and discussed. In other words, these nationalities prefer more direct communication technique. Direct communication is most common in Canada, United States and some other European countries (Martin, 2009).
How miscommunication can be prevented
Cultural competence training
Cultural competence is the virtue/ ability of a person to interact and communicate effectively with people from different Nations and cultures. This ability is built on ones awareness on cultural worldview, cross-cultural skills and cultural tolerance. To avoid problems, cultural competence guidance is necessary international business transactions .Miscommunication and actual conflict jeopardizes effective work production and worker performance (Smith& Mounter ,2010).
Communication
Providing information promptly and accurately is vital to effective work and business interaction. However, people from different nationalities vary in how they deliver bad news. For instance, people from Asia are reluctant to give supervision (bad news) while other from African and America may exaggerate it.
Team-building
Some cultures or rather nationalities especially people from United States and Canada are individualistic; they love to do stuff alone. On the other hands some cultures prefer cooperation with others. Team-building in a multiple ethnic setting can be very challenging. Effective multi-cultural team-building is mandatory. It does not only bring the team together but also benefits them from the prospective recompense of cultural diversity (Baumer, 2015).
References
Baumer, T. (2015). Cicb Center for Intellectual Competence-Typical Examples of Cultural Differences. (online) cicb.net. Available at : http://cibs.net/en/home/example (accessed on 20 jan. 2015).
Doing business and investing in Australia. (2010). New York: Pricewaterhousecoopers.
Diversityresources.com, (2015). Managing Cultural Diversity in the Workplace. (online) Available at : http:// diversityresources.com/cultural-diversity-workplace.htm (accessed on 20 jan.2015).
Fhsu.edu, (2015). What is Cultural Diversity- Fort Hays State University. (online) Available at :
Write a one page reflection on how the readings (assigned chapters), handouts, and/or articles impact your teaching philosophy, approach, perspective.
SAMPLE ANSWER
Self Reflective Journal One
As teachers, we are supposed to be open-minded when it comes to teaching. This is in the sense that all students are starting at the same point and should be taken as such regardless of their level of understanding. In most cases, I have come to see that as teachers, we get classes that are well balanced ethnically but are blinded to see how the students relate to each other from all aspects such as culture, religion, or background. For instance, if a child is new to the class and his or her culture is different from most of the other classmates, there is a high chance that if the teachers are not keen there will be a form of discrimination and the child might feel left out and not live up to their full potential (Patrick, Hisley and Kempler, 2000).
Over the years, as I have interacted with parents, each believes that their child has the capacity to achieve all they desire with proper guidance. This has acted as a calling to me to know that parents consider a teacher as a building foundation that will help their children achieve success. In essence, it has opened my eyes to the fact that as the teacher, I am supposed to ensure that children are not limited to attaining their goals based on how I and the rest of classmates relate.
According to Sullo (2009), the teacher is the key motivator of all students. This is a revelation to ensure I become the link between students and their success. In addition to this, I have learnt that education is a continuous process that we all learn from both teachers and students. From a general point of view, as a teacher I have come to appreciate the different students that we receive and teach in our classes. Through them and through interaction with their parents, one gets to learn of their different cultures, values, and belief, and a way to deal with them without favoring one or the other.
References
Patrick, B., Hisley, J. and Kempler, T. (2000). “What’s Everybody So Excited About?”: The Effects of Teacher Enthusiasm on Student Intrinsic Motivation and Vitality. The Journal of Experimental Education, 68(3), pp.217-236.
Sullo, R. (2009). The motivated student. Alexandria, Va.: Association for Supervision and Curriculum Development.
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It is certainly a cliché that we are living in a ‘global world’ and as such the concept of ‘global leadership’ may be seen to be a somewhat nebulous one but the reality is that there is increasingly greater communication on a global scale and leaders need to cope with this. Morrison (2012) seems to suggest that MNEs – presumably Western ones – do not recognise the extent to which leadership skills on a global basis need to be developed and as such may have a poor understanding of how to develop them. Please see the attached article and think of suggestions for improvement.
please read the attached file:
Morrison, C., (2012), Global leadership development: a case of misplaced optimism? People & Strategy. Vol. 35 Issue 2, p18-20.
SAMPLE ANSWER
Global leadership development programs
Developing global leadership mindset is an iterative procedure. The process integrates the know how, cultural competence, communication and managerial expectation. To select a good global leader, the organization should identify the talents, experiment their abilities by offering them opportunities to work with cross cultures in order to nurture their talents. This will enhance their creativity; make them more vibrant and empowered. However, most companies leadership development programs are not in place. The programs are facing numerous challenges. For instance, most organization selects the high potential managers to participate in the development program i.e. lack participants selection criteria. In most cases, these managers global mindset are more individualistic than collective. The individualistic cognitive approach influences the global leadership development program performance negatively. It also denies other young and talented leaders from participating in such programs (Morrison, 2012).
In this context, Conventional definition of global leadership that implied that posting staff overseas or establishing new operations there. Most of the organizations base their leadership development programs using their long term strategies; keeping their focus more internal. With the increase globalization and internationalization of financial markets and the multicultural society, there should be a clear distinction between national leadership and international leadership; the two leaderships should be re-interpreted/re-defined to include the concepts that domestic contexts are taken overseas whereas the international dimension comes to local territory i.e. link their interdependency. Secondly, a standardized global leadership program evaluation metrics should be established to evaluate the program’s effectiveness. These metrics will assist in; establishing criteria for choosing participants; evaluation of the current and future organizations leadership competencies; measure the outcomes produced by the leadership development program and lastly to identify gaps and facilitate in shaping the content to eradicate the gaps (VanderPal &Shan, 2014).
References
Morris.C. (2012) Global leadership development: A case of misplaced Optimism? People &Strategy 35; 2, 18-20
VanderPal, G., & Shan, VC. (2014) An overview of global leadership: ethics, values, cultural diversity and conflicts. Journal of leadership, accountability ðics 11; 3,166-177
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