Category: Writing

Reflection on Human Resource Management Practices

Reflection on Human Resource Management Practices
Reflection on Human Resource Management Practices

Reflection on Human Resource Management Practices

Order Instructions:

Dear Admin,

I need an essay in the following subject:

Reflect on your experience with any HR practices described in the articles 4 articles that you found in organizations with which you are familiar.

Note : The 4 Articles are listed below in the references list :

References:

1) Koys, D. (2013).Using the Department of Labor’s O*NET Database in Teaching HRM -. Journal of Human Resources Education, 7(3/4), 1-21.

2) Caldwell, R (2001) Champions, adapters, consultants and synergists: the new change
agents in HRM, Human Resource Management Journal, 11(3), pp 39–52.

3) Caldwell, R (2004) Rhetoric, facts and self-fulfilling prophesies: exploring practitioners’perceptions of progress in implementing HRM, Industrial Relations Journal, 35(3), pp 196–215.

4) Mees, A. and Bonham, J. (2004). Corporate Social Responsibility Belongs with HR. Canadian HR Reporter, pp. 11 – 13, April 5, 2004.

The following conditions must meet in the essay:

1) I want a typical and a quality answer which should have about 1100 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

Reflection on Human Resource Management Practices

How HRM Managers Act as Strategic Business Partners through Targeted Policies & Practices

There are numerous issues that have been identified in the provided model articles, as problems, and need to be addressed in case an organization needs to succeed in how it addresses issues that relate to HRM and to enhance its prosperity and service provision to the humankind. It is evident from the articles that the policies and practices of the Human Resource across several organizations have not been optimized to assist the organization succeed in its undertakings and achieve goals, and meet objectives. An organization can achieve this by means of creating the skills and the knowledge of workers or developing the knowledge and skills of the employees, or the ‘human capital pool’ the human resource factor affects the ability of the organization to adapt to vicissitudes that enhances the competitiveness of the workers. Koys (2013, p 18) argue that as the ability of the organization, competitiveness enhances and gains the shares of the market in its industry. He further argues that there are numerous factors, which are crucial for an organization to address.

In the first place, an organization necessitates hitting the satisfactory of its shareholders by ensuring the profit and produce high quality goods as well as services to its clients at the same time. Therefore, the company has to reflect on its role to the people around them in the community by observing good environmental friendliness. Additionally, a firm should involve itself in the activities present in the community. The organization must also ensure that it offers an environment of work, which is admirable for the betterment of the workers (Caldwell, 2001, p. 43)

Additionally, an organization’s HR office plays an important role for the posting of the jobs, hiring, administration welfare along with counseling, the training of the employees in the campuses and promotion, hiring, wages and salaries. The HR office collects a fitting data of statistics, puts it in order and analyzes the information with the personnel transactions respect like the transfers, terminations, hires and the promotions. Another arising problem is that a firm may have neglected the emphasis on gender balance, thus women and men can access the advertisements and the position posting except for the occasions where there is an occupational qualification of a bona fide. To make sure that a tag line is pinned to all the advertisements; giving the affirmative action plan to all the employees and the policies of the sexual harassment along with other information, which is related to this (Donaldson, 2004). In addition to this, it creates job description as well as establishing it for all places within the campuses and review as well as updating as expected. The Human Resource offices also centralize the clerical staff’s initial interviewing. In summation, there will be the performance of all testing regarding the clerical positions in the Human Resource office so that to make sure that all people gets the same treatment. The discipline of benefit handles different forms of the employers who are not direct. Compensation, which people refer to as benefit, the managers uses it to identify, attract, and retain the employees. This contains the designation and the administration of compensations like the insurance, the income of retirement or the pension, pay leaves, and different services of the workers along with different compensation that the federal state and the laws authorize.

There is also a very poor business leadership that should be handling activities and processes, which the company uses in many ways. For example, to formulate the objectives, aiming at the short and long meetings, the policies, and the practices requires the opportunity of the organization and gears particularly on the issues of the capital of the human kind (Caldwell, 2004, p. 206). This comprises of the planned process of planning and the procedure of well arranging the plan management of the capital of human kind in a planned strategy.

Proper compensation equally remains a challenge for most organizations. Compensation handles numerous forms of compensations, which are direct. This is the payment of the workers. The managers utilize this amazing strategy to identify, to attract, and to retain the workers. This comprises of the system of designation and administration of the compensation. It can also be recognized that a firm needs to embrace consultation when handling the practices of conveying features of the human resource management like the provider, which is external along the professional, and the issues of the business. While operating this kind of practices, one should consider the development of the customer, the management of the customer, the like, and the contrast (Foss & Foss, 2005, p. 550).

Diversity management handles the similarities and the differences that create uniqueness in the individuals of the firm. Those kinds of the difference and the similarities of the uniqueness are like individuals and the traits of the organization, experiences, beliefs, values, behaviors, and preferences, background, and not forgetting how the organization can transform those useful qualities sustenance of the objective of the business (John, 1998, p. 306).  There is also need for proper employee relations to enhance a positive, fruitful, and cohesive environment of work. This comprises of the analyzing process implementing, developing, and administering the relationship of the employers and the employees; managing the performance of the workers; making sure that the workers relation matches with the authorized laws and regulation of the firm and resolving disputes in the workplace.

Sometimes a firm may have a poor enhancement of its Corporate Social Responsibility and Ethic with regard to HRM to handle the personal and the organizational qualities in addition to its expression of behavior and decision making in the business (Marianne & Gunther, 2004, p. 340) Therefore, it strongly considers the code of the organization of the ethic but then contain the requirement, which are legal. This ethic and corporate social responsibility discipline handles the effect of the decision of the business in the region of the practices of employment, sustainability and philanthropy, the corporate governance and the responsibility of the profession of the human resource in advancing the value of the workers life together with its families.

In addition, an organization may lack proper organizational and employee development programs. The program associates with the performance of an organization and its means of human developmental resource. The resources negotiate on advancing the efficiency of an organization as well as training the workers to be able to meet the demands of the present jobs and other jobs in future. Other resources negotiate on the management of transformation, the development of leadership, coaching, the systems of measurement and outsourcing the development of the workers.

Key Components to Business Success from a Human Resources Standpoint

Technology favorably affects the performance of the organization. Therefore, since the management policy and practices of the Human Resource widely includes the majorly studied policies and practices of an organization, it can give support to the decision making of the managers and a suitable problem solving concerning the identification of the location of a firm that requires special enhancement to improve the performance of the organization (Mees & Bonham, 2004, p. 12).

Improving the Business through Strategic Human Resources Business Plan

In this case, three issues arise out of contextual factors. These factors include the new technology, the trend of workforce, and transforming the values of the employees. The technology that enhances the boundaries of the organization, both inside and outside is currently an organizational critical issue. The difference in the specialization flexibility and the production of the mass has insinuation in managing the workers. The alteration in the technologies consistently changes the firm’s products. The industrial technologies linked with the higher productive as well as the lower rate accidents particularly outcomes to the poor performance of the overall manufacturing. In addition to this, Koys (2013, p. 18) claims that the shortfall of the labor supply is most likely to be spread widely in the future. This claim is associated to the labor force retiring generation.

Conclusion

With regard to the current trends seen across most organizations globally, it is obvious that the HRM assists the organization to achieve a very modest advantage. The Human Resource Management can achieve this by advancing the employees skills and the knowledge. The practices of Human Resource are strategic when there are targets towards its activities like diversity management, recruitment, and the training and development to achieve the goal of the organization. In the organization, the strategy of the recruitment promotes the growth through the attraction of the candidates who are highly skilled. One should see the training and development as an asset, which is important to the performance of the work. The organization gives the surrounding which the workers can appreciate and experience individual growth through the understanding of the diversity in the place of work hence contributing to the welfare of the organization.

Reference List

Caldwell, R. (2001) Champions, adapters, consultants and synergists: the new change agents in HRM, Human Resource Management Journal, 11(3), pp 39–52.

Caldwell, R (2004) Rhetoric, facts and self-fulfilling prophesies: exploring practitioners’ perceptions of progress in implementing HRM, Industrial Relations Journal, 35(3), pp 196–215.

Foss, N. & Foss K. (2005). Resources and transaction costs: how property rights economics           furthers the resource-based view. Strategic Management Journal 26(6): 541-553.

John E. Delery. (1998). Issues of fit in strategic human resource management: Implications for   research. Human Resource Management Review. 8 (3), 289-309.

Koys, D. (2013).Using the Department of Labor’s O*NET Database in Teaching HRM -. Journal     of Human Resources Education, 7(3/4), 1-21.

Marianne J. Koch , Gunther McGrath. (2004). Improving Labor Productivity: Human Resource     Management Policies Do Matter. Strategic Management Journal. 17 (5), 335–354.

Mees, A. and Bonham, J. (2004). Corporate Social Responsibility Belongs with HR. Canadian HR Reporter, pp. 11 – 13, April 5, 2004.

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Violence is an inevitable feature of human relationships

Violence is an inevitable feature of human relationships
Violence is an inevitable feature of human relationships

Violence is an inevitable feature of human relationships

Order Instructions:

Drawing on the readings and lectures for this topic, examine the argument that violence is an inevitable feature of human relationships. Answer with reference to violence at the level of the individual or the community or the state.

9.* Johnson, P. (1997) A History of the American People, Weidenfeld & Nicolson: London, pp. 667- 671.

10. Waters, N. (2008) ‘Japan’, in G.H. Herb and G.H. Kaplan (eds.), Nations and Nationalism: A Global Historical Overview, Vol. 2, pp. 817-823.

11. Pinker, S. (2011) The Better Angels of our Nature: A History of Violence and Humanity, Penguin: London, pp.322-334.

12. Dower, J. W. (1986) War without Mercy: Race and Power in the Pacific War, Faber & Faber: London, pp. 77-93.

13.* Held, V. (2004) ‘Terrorism and war’, Journal of Ethics, 8, pp. 59-75.

14. Yoder, J. H. (1996) When War Is Unjust: Being Honest in Just-War Thinking, 2nd edn, Orbis Books: Maryknoll New York, pp. 50-70.

15. Fanon, F. (1967) The Wretched of the Earth, transl. C. Farrington, Penguin: London, pp. 66-74.

16. McMahan, J. (2007) ‘Just war’, in R. Goodin, P. Pettit & P. W. Pogge (eds), Companion to Contemporary Political Philosophy, 2nd edn, Wiley-Blackwell: Chichester, Volume II, pp. 669-677.

17.* Milgram, S. (1975) ‘The perils of obedience’, Dialogue, 8, pp. 16-27.

18. DeVane, B. & Squire, K. D. (2008) ‘The meaning of race and violence in Grand Theft Auto: San Andreas’, Games and Culture, 3, pp. 264-285.

SAMPLE ANSWER

Violence is an inevitable feature of human relationships

Violence is an inevitable feature of human relationships. Sometimes, violence may be applied in fighting a good cause (Held 59). There are circumstances under which war among states may be allowed. For a war to be considered as just, it must fulfill the requirement of just cause (McMahan 663). This implies that there must be a sufficient reason for war. From the perspective of classical writings, a state may resort to war in circumstances where another state has committed or imminently threatened to commit a wrong against the former. This wrong needs to be sufficiently serious to be considered as a violation of a state’s rights. Accordingly, the rules which govern just and unjust wars tend to be in favor of the drafters (Yoder 53). With the changes in technology, rules are being written in favor of the party states with the greatest strength in terms of older technology. International rules also approve war as just where necessity calls for war. Some states are compelled to war to revenge against the wrongs done to them by another state.

Racial prejudices have also led to acts of violence among states. The U.S is also notorious of perceiving the Japanese as subhuman or nonhuman creatures such as insects, reptiles, monkeys, and rats. For instance, the U.S.’s perception of the Japanese as people who “breed like rats, live like rats, and act like rats” made them feel that all the Japanese should be send back to Japan. This verbal discourse was accompanied by humiliating treatment that indeed reinforced the fact that Japanese are less human. During the war in Asia, there was prevalence in exterminationist policies, technological change, dehumanization, and racism, which were demonstrated in unprecedented ways (Dower 97). The Japanese felt humiliated by the manner in which Asian states were being treated by the U.S. In this spirit, Japan resolved to fight in order to survive. Japan believed that she was the most advanced country in Asia and that she had to assume leadership in the bid to liberate the whole continent from oppression (Waters 820). The Hiroshima Bombing was seen by the U.S. as a just cause that was made in retaliation to Japan’s wrong doing (Johnson 669). Japan wished she could retaliate but U.S. was too powerful that she had to surrender. When states are in war against each other, the subjects do not get confronted by the consequences of their decision to carry out violent acts (Milgram 21).

States that have an inherent feeling of insecurity due to the general perception that violence is inevitable. This is the reason for the numerous disarmament campaigns and regulations among states. It is presumed that states which have many arms pose more danger to other states. For instance, during the World War I, Germany committed many atrocities against other states due to her superiority in weaponry. This made other states to conclude that there was need for Germany to disarm in order to avoid further violence. Up to now, some states are against complete disarmament because of insecurity (Pinker 322).

Thus, war is an inevitable part in human relationships. States have set out laws to regulate the relationships among each other in order to avoid acts of violence that may be committed by one state against another (McMahan 673). International law allows states to engage in war if it is to achieve a just cause rather than other motivations. However, sometimes this is not the case. Prejudices have always caused members one state to cause injustices to members of other state.

Works Cited

Dower, J. W. (1986) War without Mercy: Race and Power in the Pacific War, Faber & Faber: London, pp. 77-93.

Held, V. (2004) ‘Terrorism and war’, Journal of Ethics, 8, pp. 59-75.

Johnson, P. (1997) A History of the American People, Weidenfeld & Nicolson: London, pp. 667- 671.

McMahan, J. (2007) ‘Just war’, in R. Goodin, P. Pettit & P. W. Pogge (eds), Companion to Contemporary Political Philosophy, 2nd edn, Wiley-Blackwell: Chichester, Volume II, pp. 669-677.

Milgram, S. (1975) ‘The perils of obedience’, Dialogue, 8, pp. 16-27.

Pinker, S. (2011) The Better Angels of our Nature: A History of Violence and Humanity, Penguin: London, pp.322-334.

Waters, N. (2008) ‘Japan’, in G.H. Herb and G.H. Kaplan (eds.), Nations and Nationalism: A Global Historical Overview, Vol. 2, pp. 817-823.

Yoder, J. H. (1996) When War Is Unjust: Being Honest in Just-War Thinking, 2nd edn, Orbis Books: Maryknoll New York, pp. 50-70.

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The Role of Nurse Practitioners in the Future

The Role of Nurse Practitioners in the Future
The Role of Nurse Practitioners in the Future

The Demand for Healthcare in the U.S. and the Role of the NP ;The Role of Nurse Practitioners in the Future

Order Instructions:

SECTION A (1.5 pages)

The Demand for Healthcare in the U.S. and the Role of the NP
The role and scope of practice of the NP is ever changing, particularly in our contemporary U.S. Healthcare system. Evaluate the impact of public demand for healthcare in the U.S. and the impact this has on the changing scope of practice and the role of the NP.

Include a reference list at the end of this section (4 references minimum).

SECTION B (1.5 pages)

Sustainable Practice for the NP

How might the NP establish a sustainable practice in our contemporary U.S. Healthcare system? Identify components to take into consideration and appraise the impact of these components on the development of a sustainable practice.

Include a reference list at the end of this section (3 minimum).

Resources

From your textbooks, read the following:
Advanced Practice Nursing: Emphasizing Common Roles
• Chapters 8, 16
Please review the following web resources:
IOM – Future of Nursing Report Leading Change, Advancing Health
Advanced Practice Nurse Outcomes 1990-2008: A Systematic Review
Health Resources and Services Administration

SAMPLE ANSWER

The Role of Nurse Practitioners in the Future

SECTION A

Nurse practitioners have existed and provided services in healthcare for over 40 years. These NP have become essential in primary healthcare delivery system. NP   are expected to  have  masters, advanced practice registered nurses possessing advanced academic and clinical experiences that enable them to provide care to various populations.

The services of NP have widened even as the nurses shortage looms. Healthcare in US face a NP shortage if adequate measures are not taken. The number of NP available in healthcare facility has continued to reduce as the number of patients increases. This therefore leaves a gap that requires immediate addressed (Yang, 2014). Demand of healthcare is high especially with these amendments of healthcare policies such as the coming into place of this Affordable Health Care Act of 2010. Many people are now able to access medical care (Yang, 2014).

NP plays various roles in healthcare. They provide primary and acute care to patients in need. They as well contribute in offering a comprehensive healthcare and as well emphasize overall health and wellness of patients. Nurse practitioners provide this healthcare to all patients of all ages. They can work on their own as well as collaboratively with healthcare teams.

The Nurse practitioners provide other services such as physical examination, diagnosis services as well as treatment to patients that suffer from acute and chronic problems. They have the skill to interpret laboratory results, x-rays and even prescribe medication as well as manage various patients’ conditions and therapies (Mayo clinic, 2014). They as well teach and counsel and offer supported healthy lifestyle behaviors to patients on prevention of diseases. They as well can refer patients to other qualified and specialized health professionals for medication.

They help to promote equality and fairness in healthcare service provision. They render high quality, and cost effective individualized care to patients, communities as well as families. Even as the role and scope of NP continues to change, healthcare in US has to ensure that the public demand for healthcare is met (Institute of Medicine (U.S.) & Robert Wood Johnson Foundation, 2011). They must ensure that these nurses receive sufficient education, are a credited and posted to deliver quality healthcare. They also should provide grants to encourage people to join the professional to reduce the gap between the providers and the patients. This has as well some impacts on the changing scope of practice and the role of NP. One impact is that it will lead to poor quality healthcare, as nurses will be few and overstretched. Training of nurse will equip them with skill improving quality. Nurses are also expected to have knowledge in informatics to provide better services (Edelstein, 2013). This will require training in these areas to equip them with these skills.

References

Edelstein, P. (2013). Emerging directions in analytics: predictive analytics will play an       indispensable role in healthcare transformation and reform. In: Health Management   Technology, 34(1): 1-16.

Institute of Medicine (U.S.)., & Robert Wood Johnson Foundation. (2011). The future of nursing: Leading change, advancing health. Washington, D.C: National Academies   Press.

Mayo clinic. (2014). Nurse Practitioner. Retrieved from:      http://www.mayo.edu/mshs/careers/nurse-practitioner

Yang, Y. (2014). Care Coordination and the Expansion of Nursing Scopes of Practice. Journal of Law, Medicine & Ethics, 42:93-105.

SECTION B

NP plays a key role in healthcare delivery and therefore require support from the government to enhance their service delivery. NPs have a duty to establish a sustainable practice in the contemporary US healthcare system. They should take the leading role to meet the Institute of medicine recommendations to remain competitive. They should be committed to delivering of high quality healthcare to their patients in their environment. They should as well ensure that they pursue higher education to get masters and doctorate degrees to become proficient. This is important, as they will be required to deliver healthcare to the ever-increasing population (Institute of medicine, 2014). It is through higher training that these nurses can be able to remain competent and address the ever-changing health issues in the society (Yang, 2014). Training is also very important in this age of technological advancement. Healthcare nowadays has embraced technology and informatics in delivery of healthcare. Therefore, they must be trained in this area to equip themselves with these skills to be in a position to provide superb healthcare to their customers.

To achieve this sustainability it is important that various components are taken into consideration. These components include availability of nurses, the attitude of the nurses, the availability of finance to support the training, availability of the training institutions and professionals, demand of the healthcare among many others (Institute of medicine, 2014).  For instance, it is important to determine whether credible institutions are in place to provide these training services to these nurses. If these are not in place, it becomes important to ensure that they are put in place at the commencement of training. The demand of the healthcare facility should as well be considered to determine the number of new enrolment.

These components impact on the development of a sustainable practice.  If of nurses are few, they work under a lot of pressure and these compromises on the quality of care. Many of them may not be able to provide quality healthcare while others may opt to move to other careers (Yang, 2014). The work done should consummate with the amount of pay.  NP should be well paid to motivate them to work hard. Availability or absence of training centers and professionals will also affect the quality of training.  Many of the nurses may not be enrolled in the facility or those that enroll and fail to get high quality training will negatively affect delivery of quality healthcare.

It is therefore important to ensure that initiatives are in place to sustain NP. They play key role in promoting of healthcare and their services cannot be ignored even for a single second. The government must therefore work closely with them to provide them with assistance to ensure they remain committed to their duty.

References

Bourgeois, S et al., (2014). Nurse practitioner work: A case study. Contemporary Nurse: A Journal for the Australian Nursing Profession,  47 (1/2):p61-68.

Institute of medicine. (2014). The future of nursing: Leading change, Adnancing helath,   Avaialable at http://www.iom.edu/Reports/2010/The-Future-Of-Nursing-Leading- Change-Advancing-Health.aspx

Yang, Y. (2014). Care Coordination and the Expansion of Nursing Scopes of Practice. Journal of  Law, Medicine & Ethics, 42:93-105.

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Sample Speech Outline Assignment

Sample Speech Outline
Sample Speech Outline

Sample Speech Outline

Order Instructions:

Speech Two is designed to be a more formal Persuasive Speech. You should pick a side of the issue and work to persuade your audience, through outside research, why they should support that side of the issue.

Students are to research the topic of the death penalty and are to choose a side to argue. If a student decides to argue for the continued application of the death penalty they should argue their points and their reasoning for the death penalty, pointing out the positive aspects and the benefits of such a sentence. If, however, students decide to argue against the death penalty they should argue their reasoning for abolishing the sentence and the negative aspects of the punishment.

Sample Speech Outline

Title of Speech

Purpose: (Your purpose for this speech)
Thesis: (Main Argument that will be covered)

I. Introduction

A. Greeting your audience (simple greeting will suffice)
B. Attention grabber (should inflict emotion or raised attention)
C. Credibility statement (why you should be trusted?)
D. Thesis statement (a sentence detailing the subject that will be provided in speech)
E. Preview of main points (what the main points are that you will go over)
Transition (signals the transition from the introduction to the body)

II. Body

A. Main point 1 (Detail the first main point)

1. Subordinate point (Detail any subordinate points if necessary)

a. Support (any supporting documents or evidence)
b. Support (any supporting documents or evidence)

2. Subordinate point (Detail any subordinate points if necessary)

a. Support (any supporting documents or evidence)
b. Support (any supporting documents or evidence)

Transition (signals the transition from the first main point to the second main point)

B. Main point 2 (Detail the second main point)

1. Subordinate point (Detail any subordinate points if necessary)

a. Support (any supporting documents or evidence)
b. Support (any supporting documents or evidence)

2. Subordinate point (Detail any subordinate points if necessary)

a. Support (any supporting documents or evidence)
b. Support (any supporting documents or evidence)

Transition (signals the transition from the second main point to the third main point)

C. Main point 3 (Detail the third main point)

1. Subordinate point (Detail any subordinate points if necessary)

a. Support (any supporting documents or evidence)
b. Support (any supporting documents or evidence)

2. Subordinate point (Detail any subordinate points if necessary)

a. Support (any supporting documents or evidence)
b. Support (any supporting documents or evidence)

Transition (signals the transition from the body to the conclusion)

III. Conclusion

A. Signal closing (signal that you are concluding your speech)
B. Restate thesis (restate your thesis statement from earlier)
C. Review main points (briefly go back over all of your main points)

1. Main point 1 (briefly restate main points)
2. Main point 2
3. Main point 2

D. Memorable statement or call for action (your final statement to the audience)
E. Thank the audience for listening (a simple thank you for your time will suffice)

SAMPLE ANSWER

Speech on Banning Capital Punishment in Prisons

Purpose: I want to essentially make you understand the need for governments globally to ban capital punishments, in judicial courts and prisons.

Thesis: globally, death penalty has contributed to mass loss of lives, and this practice should be stopped and controlled.

  1. Introduction
  2. Good morning good people,
  3. I am here to walk with you into this journey of capital punishment.
  4. I am an established lawyer specializing in criminal justice, and so I understand deeply the implications of allowing capital justice to continue in our courts of justices.
  5. The recommended policy demands that the judicial systems should carry out a thorough but independent investigation to establish the grounds of any capital offense and whether the culprits were genuinely involved or not.
  6. Preview of main points (what the main points are that you will go over)

I will mention these three points that support why capital punishment should be abolished: enacting proper protocols in establishing the guiltiness of the suspects, capital punishment is irreversible and this discourages wrongful convictions, and death penalty affects the life of victims and their relatives as well.

 

  1. Body
  2. Main point 1

The gravity of rampant deaths witnessed in prisons across the world when suspects are innocently and unjustly exposed to prosecution through death penalty is of a great concern. Governments can use various methods and enact considerable policies to help in banning the capital punishment, which has contributed to the mistaken executions of innocent people. One such provision is to enact proper protocols in establishing the guiltiness of those who have been charged with capital offences and are yet to face the controversial death penalty.

  1. Main point 2

It is arguably true that not everyone deserves death, but some should just die. It is believable that capital punishment restraints criminal activities; nonetheless, it is irreversible and this discourages wrongful convictions. It is recommendable to enact proper policies to streamline the execution of death penalty (Perry, 2007; Bohm, 2011). The death penalty policy is crucial since it affects the lives of not only the convicted individuals but also the relatives and the nation at large.

  1. Main point 3

It is justifiable when the rightly accused is punished. Judicial courts should not impose capital punishment for everybody but only on definite cases where the culprit is proven guilty beyond any reasonable doubt and pleads guilty of the offense. For instance, thieves of petty commodities definitely do not merit capital punishment (Bohm, 2011). Conversely, a determined murderer, engaged in killing others deserves death penalty; however, this should be done under strict laws, federal policies, and set procedures that establishes the guiltiness of the accused and eliminates the killing of the innocents (Perry, 2007).

III. Conclusion

As I conclude, I would stress that the recommendation that governments should enact a policy that requires thorough independent investigations and multiple trials to establish whether one is truly involved in a capital offense, and if so, other punishment alternatives should be prioritized rather that rush into the death penalty, will stop the mistaken executions of innocent people.

  1. Memorable statement/call for action-As I conclude I call upon governments and concerned state agencies to ensure there is no capital punishment in prisons and judicial courts today henceforth. Activists bodies can also engage into creating awareness to the public about this evil, and launch campaigns that would create pressure to those governments that are still practicing death penalty.
  2. I greatly thank all of you for your attention and time to my speech. I hope that this speech would bring the necessary remedy to all and sundry, concerning this prevalent issue

References

Perry, M. J. (2007). Toward a theory of human rights: religion, law, courts. Cambridge: Cambridge University Press.

Bohm, R. M. (2011). Deathquest: an introduction to the theory and practice of capital punishment in the United States (4th ed.). Amsterdam: Anderson Pub./Elsevier.

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Leading change in public health Assignment

Leading change in public health
Leading change in public health

Leading change in public health

Order Instructions:

Week 11 Project Leading Change in Public Health
Then discuss the following issues as they pertain to this particular chronic issue “Deep Vein Thrombosis Even (DVT)/Pulmonary Embolism (PE)”. It is not necessary that you discuss these in this sequence, but you will need to include all of these areas in your final paper. Do a literature search, as needed, for additional information on this issue.
Title: “Deep Vein Thrombosis Even (DVT)/Pulmonary Embolism (PE)”.
Address the following questions:
1. Describe the current reality.
2. What is unacceptable in this situation?
3. What is your public health vision for the situation? What are the outcome goals?
4. What are the barriers and facilitators of change? Make sure you consider the people, the personalities involved, as well as the organizational structure/culture.
5. How do you foster the change process?
6. What is the “creative tension”? What are the tensions that arise from the difference between current reality and the public health goal?
7. Create a logic model for this situation.
8. Describe the ethical implications or concerns of your team’s public health change model.
9. Set the metrics by which you would measure progress and success when addressing this public health issue.
10. Describe how you would ideally address any ambiguity and uncertainty arising from the leadership challenges of this change effort.
11. Provide a bibliography.

ARTICLE AND WEBSITES TO CHOOSE FROM:

New risk factors for VTE (http://www.cdc.gov/ncbddd/dvt/features/keyfinding-blood-proteins.html)
Study explores levels of proteins important in blood clotting as possible new risk factors for VTE
(Published October 15, 2014)

Preventing HA-VTE (http://www.cdc.gov/ncbddd/dvt/features/keyfinding-pba-vte.html)
VTE is both a public health problem and a preventable patient safety problem.
(Published March 6, 2014)

Use of CT Scans in EDs (http://www.cdc.gov/ncbddd/dvt/features/ct-scans.html)
Diagnosis of PE associated with and trends in use of CT scans among patients with chest symptoms.
(Published: December 17, 2013)

New Study Findings: Hospitalizations of adults 60 years of age or older with venous thromboembolism (http://www.cdc.gov/ncbddd/dvt/features/keyfinding-hospitalizations-vte.html)

The journal Clinical and Applied Thrombosis/Hemostasis has published a new study that looks at the rates, trends, and factors associated with venous thromboembolism (VTE) diagnosis among hospitalizations of adults aged ? 60 years during the period 2001 to 2010.
(Published: September 6, 2013)

Key Findings: Venous Thromboembolism (http://www.cdc.gov/ncbddd/dvt/features/pediatricgenetics-keyfindings-vte.html)
Trends in Venous Thromboembolism-related pediatric hospitalizations, 1994-2009.
(Published: September 17, 2012)

This Is Serious Campaign
This campaign from the Vascular Disease Foundation and Spirit of Women®, in partnership with the CDC, raises awareness and action around the prevention of DVT and PE in women.

Clot Connect
Clot Connect’s mission is to increase knowledge of blood clots and clotting disorders by providing education and support services for patients and health care professionals.

National Blood Clot Alliance
The National Blood Clot Alliance (NBCA) is a patient-led advocacy group dedicated to prevent, diagnose and treat thrombosis and thrombophilia through research, education, support and advocacy.

Venous Disease Coalition
The Venous Disease Coalition (VDC) offers patient and health care provider information to increase awareness on the diagnosis, prevention and treatment of venous diseases.

Blood the Vital Connection (American Society of Hematology)
The American Society of Hematology (ASH) is the world’s largest professional society concerned with the causes and treatments of blood disorders. ASH provides hematologist-approved information on clotting disorders.

National Institutes of Health
The National Institutes of Health (NIH) mission is to employ science in the pursuit of knowledge to improve human health. The National Heart Lung and Blood Institute (NHLBI) is the section of NIH that provides information for professionals and the general public about blood disorders such as deep vein thrombosis.

Agency for Healthcare Research and Quality
The Agency for Healthcare Research and Quality’s (AHRQ) mission is to improve the quality, safety, efficiency, and effectiveness of healthcare for all Americans. This guide from AHRQ describes ways to prevent and treat blood clots; symptoms; and medication side effects as well as when to go to the emergency room.
Surgeon General’s Call to Action to Prevent Deep Vein Thrombosis and Pulmonary Embolism
On September 15, 2008, Acting Surgeon General Steven K. Galson released The Surgeon General’s Call to Action to Prevent Deep Vein Thrombosis and Pulmonary Embolism – 2008 at the Venous Disease Coalition’s Second Annual Meeting.
The North American Thrombosis Forum
The North American Thrombosis Forum (NATF) is a multidisciplinary organization founded with the objective of improving patient care through the advancement of thrombosis education.
CDC Travelers’ Health Yellow Book and DVT/PE
Preventive measures for travelers can be found in CDC’s Travelers’ Health Yellow Book.
Anticoagulation Forum
The Anticoagulation Forum provides information on VTE family-based research.

Please apply the Application Assignment Rubric when writing the Paper.

I. Paper should demonstrate an excellent understanding of all of the concepts and key points presented in the texts.

II. Paper provides significant detail including multiple relevant examples, evidence from the readings and other sources, and discerning ideas.

III. Paper should be well organized, uses scholarly tone, follows APA style, uses original writing and proper paraphrasing, contains very few or no writing and/or spelling errors, and is fully consistent with doctoral level writing style.

IV. Paper should be mostly consistent with doctoral level writing style.

SAMPLE ANSWER

Leading change in public health

VTE refers to venous thromboembolism. It includes deep vein thrombosis (DVT) and pulmonary embolism (PE).  Deep vein Thrombosis (DVT) occurs when blood clots form in the body’s deep vein DVT symptoms involve the affected limb and include pain, edema and discoloration. Pulmonary Embolism (PE) occurs when the clot breaks ups, blood may flow to the lungs. This often is a life threatening event. Symptoms associated include rapid heartbeat rate, unexplained chest pains and shortness of breath. VTE has recently attracted great concern in the public health sector.  Annually, 300,000- 600,000 people in US suffer from VTE.  One third of individuals with VTE are at risk of having recurrence after 10 years. One third of the diagnosed cases die within a month. Some end up with post thrombotic syndrome which could be severe that a person becomes disabled (Boulet et al, 2009).

Symptoms of blood clots are subtle and can easily be confused with sprained ankle, or muscle pull. PE may be misdiagnosed as a touch of pneumonia, onset of respiratory infection or asthma. For this reason, misdiagnosis or delayed diagnoses are common. After physical examination by physician,  D-dimer blood test, imaging studies using  Computer tomography (CT), Magnetic resonance imaging  (MRI), pulmonary angiography, and  ventilation/perfusion lung scan (V/Q scan is done. Treatment includes blood thinning medications and or Thrombectomy. Patients often recover within few weeks with minimal complications (Payne et al, 2014).

VTE in children is often as a complication of other chronic treatment and is associated to children mortality.  Recent studies indicate an increase in the frequency of VTE related hospitalization complications among US children between 1994 and 2009. Research estimates that 78,685 (0.14%) pediatric discharges were associated with VTE in which 3740   in-hospital death. Studies estimates that the annual incidences of VTE in children range from 0.7 to 2.1 per 100,000.  There are very few studies on VTE occurrence rates and risks associated for older adults. Every year VTE occur among older adults. For instance, the rate of hospitalization per 100,000 patients above 60 years was 581 in 2001 and 739 in 2010. Almost half of VTs cases are hospital associated VTE.  During 2007-2009, an average of 550,000 hospital stays had discharge associated with VTE (Yusuf et al, 2014).

VTE is also associated to several factors including venous catheterization, cancer, prolonged hospital stays. Blood clots often form when blood flow in veins is slowed due to vein injury or the blood is more clottable. Common risk factors for clotting could be immobilization due to hospitalization, bone fracture, catheter in a vein, major sugery, obese, and cancer. Some studies indicate that high levels of proteins in the blood facilitate blood clotting, and put people at greater risk for VTE. It has been suggested that high levels of factor VIII put white people at greater risk. Combined high levels of factor VIII and von Willebrand factor put African American at greater risk. More studies should be done on protein levels in risk models for VTE (Payne et al, 2014).

Various institutions have contributed massive support including Division of Blood disorders (in National center on Birth defects and developmental disabilities at the CDC. The support includes conducting investigations on epidemiology, causative factors, and effects of health in defined populations. This aims at developing effective strategies to diagnose, screen,   prevent and treat VTE. The groups intend to augment existing knowledge, and to implement effective systems to monitor VTE prevalence, drug use effectiveness. The Agency for Health care Research and quality (AHRQ) offers support by promoting a culture of patient safety by giving guides for patients on how to mitigate blood clots. They also issue forms and protocols to care providers to guide them during patient care. Additionally, CDC has funded two pilot programs to study the prevalence of HA-VTE over two years (Feng et al, 2013).

VTE is listed as a serious public health issue. Evidently, it is a national priority. Much of the morbidity and mortality associated with VTE is preventable if early and accurate diagnosis is made.  However, predicting which group sets are at a greater risk still remains a challenge. This calls for change in public health leadership approaches.  Therefore, experts should come together to educate, promote and guide all activities involving VTE diagnosis and prevention (Yusuf et al, 2013).

Public health capacity requires intensive knowledge base proceeded by integration of this knowledge into practice.  Leaders of public health need to gather to pin point their development needs. Being a multi-dimensional sector, all involved expertise have different skill package’s which will facilitate the needs of their population in order to attain improves health sector.  Acknowledging the complexity in public health acre, the capacity to address the primary care is vital. There is confusion experienced when distinguishing between management and leadership. Historically, Public health leaders have relied mainly on management than leadership, particularly in their roles.  Changes include shifting form individual leadership to collective leadership. Thus a model where leadership is collective should be empowered. However, change process is complex (Carr, 2007).

Despite the fact that individuals have great potential and innovative interventions to improve primary care, variety of regulatory policies limit the leader including professional barriers to expand nurse’s roles, health care system fragmentation, high turnover rates and other challenges associated with demographic. These barriers have occurred due to flaws in the US public health care systems. Studies involving nurses in planning and implementation of technology primary care system are few. In this framework, transition model would work best (Vrazel, 2013). This model involves three stages of change (Vrazel, 2013): stage 1 Letting go: this stage is marked with resistance because individuals are forced to let go something that was routine. Most individuals remain stuck in this stage for a while. Therefore, it is important to listen to their emotions and give them time to process their feelings.

Stage 2: The neutral zone: marked by confusion and uncertainty as individuals acquaint themselves with new systems. It is a bridge between old and new. Individuals need support and guidance. Short term goals and extra assistance is required

Stage 3: new beginning: marked by acceptance and vigor. People begin to build skills to work.

Additionally, Kotter’s step change model will enhance that steps necessary are undertaken, action needed done, and pitfalls avoided.  Successful leadership will create awareness and education to individuals, families and communities on VTE associated risk factors. It will ensure that the society know the signs and symptoms and the treatment available. This approach ensures that leadership is not isolated out in organization structures. It will ensure that involved expertise have support and energy from other partisans and will enable them accomplish set goals with ease. In summation, it is important to note that leadership change will have challenges if the organization is not receptive or ready for change (Carr, 2007).

References

Boulet, S.L. Et al (2012). Trends in venous thromboembolism related hospitalizations, 1994-2009. Pediatrics 130; 4:e812-e820

Carr, S.M. (2007) Leading change in public health- factors that inhibit and facilitate energizing the process. Primary health care research & development, 8; 207-215

Feng, LB., Et al., (2013) Trends in computed tomography use and diagnoses in emergency department visits by patients with symptoms suggestive of pulmonary embolism, 2001-2009. Acad Emerg Med, 20; 10: 1033-40

Payne, AB., Et al. (2014) High factor VIII, von Willebrand factor and fibrinogen levels and risk of venous Thromboembolism in Blacks and whites.  Ethnicity & Disease. Spring 24(2): 169-74

Vrazel,J. (2013) Managing change and leading through transitions: a guide for community and public health practitioners. Retreived on January 13th, 2015 from

[https://cms.bsu.edu/-/media/WWW/DepartmentalContent/BBC/Primacy%20of%20Place/Articles/Managing_Change_Leading_Transitions.pdf]

Yusuf, H.R. Et al., (2013) Hospitalization of adults> 60 years of age with venous thromboembolism. Clin Appl Thromb Hemost 12(4)

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The use of estrogens and progestins

The use of estrogens and progestins
The use of estrogens and progestins

The use of estrogens and progestins

THE USE OF ESTROGENS and PROGESTINS and the RISK of BREAST CANCER in POSTMENOPAUSAL WOMEN

Order Instructions:

Write a 2- to 3-page word document to complete the following assignment tasks.
•Choose the research article you selected in W1 Assignment 3. Describe the sample, demographics, data collection process, setting, and the instrument, tool, or survey used in the article.
•Discuss the author’s summary about the validity and reliability of the instrument.

Cite all sources in APA format.

SAMPLE ANSWER

THE USE OF ESTROGENS and PROGESTINS and the RISK of BREAST CANCER  in POSTMENOPAUSAL WOMEN

Description of the sample:

This prospective cohort study is an extension of a 1976 Nurses’ Health Study where patients 30-55 years of age were recruited and followup every 2 years from 1978 for 12 years.  From this cohort, a non-randomized sample of 50-69 years old postmenopausal women (all state registered nurses) were followed for additional two years through to 1992.  Participants were selected for followup based on the inclusion / exclusion criteria established from the 1976 questionnaires and baseline information on risk factors for breast cancer, including hormone therapy and subsequent menopausal status. Out of 725,550 women who were followed up, 1935 of them developed invasive breast cancer. Premenopausal women, as well as those who reported a  breast cancer incident or other cancer apart from nonmelanoma skin cancer at recruitment were excluded from subsequent followup.

The process of data collection:

Data was collected through the use of questionnaires and telephone interviews, commencing from 1976 when the study was initiated and through to 1992. The group of interest was postmenopausal women, who had been diagnosed with breast cancer and were currently undergoing hormone therapy. In order to determine any associations between the occurrence of breast cancer and hormones, data were stratified and further analysed by a multivariate analysis as a means of controlling the possible confounding effects that might be caused as a result of other risk factors.

The demographics of  the study population was as follows:

  • Origin/Sex/Education: All participants were US-based female state registered nurses.
  • Age: Study participants consisted mainly of postmenopausal women between the ages of 50 and 69 years, who were followed up every second year from 1976 to 1992.
  • Menopause status: This included the age of menopause onset and the type of menopause; whether women had a natural onset of menopause, had had hysterectomy but no bilateral oophorectomy or had had hysterectomy with bilateral oophorectomy, as well as the smoking status. In addition, women were furthered classified based on a breast cancer diagnosis, a history of cancer in the family, a family history of benign breast cancer and the time period.
  • Hormone use status: The hormone status included the duration of hormone use, the preparation of hormones used (use of progestin alone, conjugated estrogen alone, estrogen and progestin of estrogen and testosterone) and the dose. The cut off for the duration of hormone use related to high cancer risk was at 5 years.

Setting: The study was performed in the United States.

Instrument, tool, or survey used in the study.

  • Age standardized mammographic screenings were performed for breast cancer diagnosis.
  • Interviews at followup were done by telephone and by the use of structured questionnaires mailed to participants.
  • When participants did not return questionnaires, the National Death Index was used to ascertain the death of the nonrespondent cases.
  • Hospital records and pathology reports were used to confirm data on cancer diagnoses.

Validity and reliability of the instrument

Even though self-reporting and sampling questionnaires done by mail could be subjectively biased (Phellas, Bloch & Seale, 2012), the authors were confident in the accuracy of the participants’ reports; which according to them was extremely high, as they achieved nearly 100% followup completion through questionnaires and telephone for both nonfatal and fatal breast cancer respectively. Nevertheless, the administering of questionnaires as a sampling method is generally considered cheap, having no interviewer bias and with an added benefit of anonymity (Phellas, et al., 2012). While interviews have the advantage of being direct and have a better response rate (Phellas et al., 2012), its validity and reliability is still questionable, as it is not always possible to cross check information from self-reports. In this study, 10 cases of self-reported breast cancer could not be confirmed from medical records, further stressing the subjectivity of this method. Here, the authors validated the data for breast cancer occurrence using hospital records when available and the death of participants by use of the National death Index. In any case, this method is still unreliable in the event that the records are incomplete or in situations where medical records are unavailable, thus, resulting in “missing” data, as was the case in this study; wherein records could not be obtained for 7 percent of the self-reported cases of breast cancer.

Since age-standardised mammography could detect a larger proportion of in situ breast cancers, the validity / reliability of mammograms could be questionable as a tool for acquiring data relevant to the study. However, the authors accounted for this discrepancy by excluding such cases from the data analysis. Overall, data obtained with the above tools proved relevant to the objective of the study which set out to investigate the risk of developing breast cancer in postmenopausal women on hormone therapy; specifically estrogen and progestin. A review of literature was used  to corroborate facts, contradict findings or to indicate existing gaps in the literature on the subject. Meanwhile, the use of multivariate analyses further controlled for confounding factors.

Reference

Phellas, C.N., Bloch, A., & Seale, C. (2012). Structured methods: interviews, questionnaires  and observation. In C. Seal (Ed.), Researching Society and Culture. Retrieved from      www.sagepub.com

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Developing a leadership strategy Essay Paper

Developing a leadership strategy
Developing a leadership strategy

Developing a leadership strategy

Order Instructions:

Dear Admin,

I need an essay in the following subject:

After you have read attached article : Developing a leadership strategy, complete the following:

Analyse Pasmore’s article and review the author’s Model for Leadership Strategy. Do you agree with this model? How does it relate to your own company? Explain your answer with relevant examples if possible.

The following conditions must meet in the paper

1) I want a typical and a quality answer which should have about 1100 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

Developing a leadership strategy

Pasmore (2014) asserts that organisations today do not rely on the knowledge and skills of a single leader or on the organisation’s chain of command. While leaders in themselves are not the ultimate determinants of the success of an organization, they nonetheless determine what course an organisation will take. The model that Pasmore created for development of a leadership strategy can be analysed from the position of a real world company to determine whether it is viable.

General Electric is one of the most renowned companies in the world today. Although it has faded off in the latter years and is a shadow of its former self, the company still ranks highly in leadership development. The decline in the fortunes of the company, though attributable to a failure in leadership, is largely due to the changing global business landscape. Research into corporate leadership has shown that successful businesses in modern times are those that are run by experts (Bersin, 2012). This seems to suggest that the first consideration today for a person to become a leader at GE is to possess relevant technical knowledge in a given area. GE no longer emphasizes in the creation of great general managers but rather on conversion of highly skilled individuals into great leaders. Thus, scientists, engineers and sales people who have a firm understanding of a business function are considered for leadership development.

GE is famed for its leadership development programs that take place in Crotonville. It is the only company that has a corporate university that has been operational for about six decades (Peters, 2012). The previous leadership development programs were deemed as being weak as they churned vulnerable leaders with no grip of different business functions. Presently, a manager has to have stayed in a business area for a period of five years to be considered for leadership training. This means that GE has analysed its leadership needs and has identified that it can plan for leadership positions five years in advance.

The process of being a leader starts after one has completed higher education and acquires a job with the company. Since the company does not employ seasoned leaders, one has ample time to prove his/her mettle in order to be considered for leadership development. This does not mean that the line staffs are not trained. On the contrary, all of the 290,000 employees of GE undergo one form of training or another. However, to be considered for top leadership, one has to prove oneself as an expert in a certain field. This is in line with Pasmore’s assertion that talent sustainability starts with identification of needs and followed by talent development Tittemore,2003). The condition of staying in a business area for 5 years is fairly new and has been implemented after research into present trends in the labour market.

Pasmore asserts that leadership is defined by more than the skills, competencies and abilities that a person possesses. He observes that regardless of how formal or informal an organisation structure looks, there is always an element of culture that destabilises the balance (Miner, 2005). This means that an organisational culture is equivalent to a leadership culture (Tittemore, 2003). GE has a very favourable organisational culture. It is anchored on development and learning. Since the company is involved in many businesses in a wide array of industries, there is always the worry that the organisational and leadership culture that is specific to a certain geographic area will be diluted or lost. In order to pre-empt this threat, GE tailors its leadership development programs to fit the different classes of executives and considers the culture that they hail from. For example, a GE subsidiary in India has to have some cultural aspects that are distinct from that in Munich. GE is very considerate of the upsides and downsides of culture and seeks to mitigate them promptly.

GE believes that a leader is important for the business to be successful. However, the company is aware that great leaders are not the be-all-end-all of the organisation. Thus, the leadership development programs that leaders are subjected to are dubbed inspire, connect and develop meaning that they are not meant to end with leaders. Susan Peters (2010), the Chief Learning Officer at GE acknowledges that the desire of the organisation is that the training they offer at Crotonville will have a multiplier effect through mentorship programs conducted by professionals who have gone through the Crotonville experience. Since not every leader is able to attend the coveted classes, the organisation empowers those who do to impart the knowledge they acquire into others. This development at GE is in line with Pasmore’s assertion that there must be bench strength within an organisation for it to achieve a high level of success.

Pasmore asserts that an organisation must be aware of its business strategy and must execute the strategy effectively which are vindicated by the results that the business posts. This all stems from the specific company defining its leadership capabilities and requirements in the present and in the future. In line with this, GE ensure that it has three buckets in which its breaks down its global leadership learning courses. The first is the leadership bucket. This is broken down into numerous other courses that are offered to different professionals depending on their years of experience in the positions they hold (O’Connor, 2010). The second bucket contains skills and includes those driven by function. An example of this includes marketing skills and financial skills among others. The third is the business bucket where leaders are trained on business specific knowledge that is required for success in the industry. This is expansive since GE operates in a wide array of industries from healthcare to aviation.

Pasmore’s model is generic and fits into the practices that have become culture at GE. However, it differs from the GE model and from industry trends in one fundamental way. GE has shifted from its training programs for generic managers in favour of those that are business specific. Pasmore argues that development of leaders for leadership positions should begin immediately after talent identification. However, GE disputes this assertion and instead holds that development of leaders for leadership positions should begin after they have acquired the necessary technical competencies in a specific business functions. The mode of choosing leaders for the reason that they have solely been trained in leadership is outdated. GE’s model proposes a paradigm shift to one where leadership talent is identified early and allowed to gather technical experience and then gradually elevated through different levels. This model ensures that there is no shortage of competent and driven individuals to fill different positions in an organisation where need arises. Rather than develop leaders due to an identified gap in leadership, GE continuously trains qualified individuals.

References

Bersin, J. (2012), ‘Why Leaders Must Be Experts: Keys to Success From GE’, Forbes. 3, Sept. Available at: http://www.forbes.com/sites/joshbersin/2012/03/09/why-leaders-must-be-experts-keys-to-success-from-ge/. {9 Jan 2015}

Miner, J. B. (2005) Organizational Behaviour. Armonk: M. E. Sharpe.

O’Connor, P. (2010), ‘How Companies Develop Great Leaders’, Businessweek. 16, Feb. Available at http://www.businessweek.com/stories/2010-02-16/how-companies-develop-great-leadersbusinessweek-business-news-stock-market-and-financial-advice {9 Jan 2015}

Pasmore, W. (2014) Developing a Leadership Strategy: A Critical Ingredient for Organizational Success. White Paper, Centre for Creative Leadership

Peters, S. (2010) How GE Builds Global Leaders. Interview at Wharton University, May 12

Peters, S. (2012), ‘How GE Is Attracting, Developing, and Retaining Global Talent’, Harvard Business Review. 8. Feb. Available at: https://hbr.org/2012/02/how-ge-is-attracting-and-devel  {9 Jan 2015}

Tittemore, J. A. (2003) Leadership at all Levels. Canada: Boskwa Publishing

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Leadership in the business landscape

Leadership in the business landscape
Leadership in the business landscape

Leadership in the business landscape

Order Instructions:

Dear Admin,

I need an essay in the following subject:

Based on pages 3-6 of Developing a leadership strategy: journal article, what does the author mean when he implies that the future of strategy is leadership? How well does this view align with the need for leadership in today’s business environment? Give reasons for your answer.

On pages 6-7 of Developing a leadership strategy: journal article, the author identifies six strategic leadership tasks. How useful is his framework in defining the kinds of leadership required by modern companies? Give reasons for your answer.

The author of Developing a leadership strategy:journal article (pgs. 23-25) has a very specific view of Talent Sustainability. To what extent do you agree with this view? Give reasons for your answer.

The following conditions must meet in the essay:

1) I want a typical and a quality answer which should have about 1400 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

Leadership in the business landscape

Part 1

The business landscape today is very dynamic. Traditionally, only a handful of businesses competed for resources and customers and the business that surpassed the minimum qualifications would be preferred. However, in this information age, both businesses and consumers have an avalanche of information that they sift through in order to make informed decisions. For businesses, success is dependent on how scarce resources are utilized in meeting goals and objectives at the least cost. There are many factors that should be considered. Technology has brought about many opportunities that can augment the strength of a business. However, it has also brought about threats that can magnify weaknesses as well.

In order to guarantee the profitability of a company in future, one must first of all consider the present circumstances and resources. Forecasting for the future is usually dependent on an assessment of the business position and comparing it to the desired position. Within all these, the most important ingredient is leadership. Leaders are responsible for balancing all the disparate elements that make up a business. In the wider context of businesses today, the most important resources are the human resources in which leadership falls.

Traditionally, organizations used to have bureaucratic structures that were informed by scientific management and classical leadership and management theorists. In the present however, organizational success can only be guaranteed by tapping the knowledge, skills and competencies that are possessed by human resources. The most important factor to consider is the amount of knowledge that is contained within a particular business’ workforce (Nonaka & von Krogh, 2009). If the right combination of skills, abilities and competencies is achieved, then a business can be able to capitalize on opportunities arising from within itself. Many organizations today have adopted flatter structures where every employee is given an opportunity to contribute to the overall decision making system. This empowerment is meant to foster creativity and innovation.

Since organizations have many people employed within their ranks and who have differing opinions and ideas about how to capitalize on opportunities in the market, there is need for leadership in order to appraise these ideas and settle on the most viable. The most notable knowledge firms in the world today are those that have had exceptional leaders who saw opportunities and guided them towards their capitalization (Gupta & Sushil, 2004). An example of such leaders is Steve Jobs who was credited for the reversal of fortunes of the Apple brand that was on the brink of collapse. Other charismatic leaders whose visions have driven companies forward include Bill Gates of Microsoft and Paul Allen at Oracle. These leaders were the difference between the success their companies are today and the resounding failures they would be had they not taken the opportunities that propelled them to success.

Part 2

The development of a leadership strategy entails the coalition of a number of different strategic leadership tasks. The overall leadership strategy is similar to a business strategy and requires meticulous planning while considering all the disparate elements (Miller, 1992). The leadership framework depicted in the journal article is sufficient in defining the leadership required in modern organizations on three accounts. First, the framework allows for the consideration and scanning of both the internal and external business environments. Understanding the dynamics of either environment is a first step towards accruing advantages that eventually lead to success. The framework allows for the organization and its leadership to be analyzed as a starting step. This ensures that the needs of the organization are well documented before any plans for leadership are made. Second, the framework allows for the environment in which the organization operates to be analyzed. Both of these actions allow for the organization to determine its position and the speed in which things are moving. This is important in order to predict the future outlook.

The second account is that the framework allows for strategic options to be considered. After analyzing the organization, the environment, the customers, the stakeholders and the competitors, the next logical step is brainstorming options. This entails the application of creativity tools that could help the organization acquire a competitive advantage. Opportunities and threats are also identified in the framework and problem solving mechanisms considered.

The third account is the evaluation of the leadership options chosen. Future leadership should be able to make sure that missed opportunities help the organization in learning (Gamble, Thompson & Strickland, 2010). Modern companies require are constantly evolving meaning that a solid strategy today could be obsolete in the near future. The only means of avoiding this is by constantly evaluating the options that are available to the organization and attempting to identify areas that might benefit from a new perspective. The leadership of the organization is mandated with ensuring that all options are considered at the reevaluation level. The only way of ensuring that the leadership itself is up to scratch is by reevaluating it. The framework allows for this option. If well implemented in an organization it can lead to filling of various roles with people with the right competencies, abilities, skills and talents. Since these leaders may become complacent upon realizing the first successes, the leadership framework would serve to reorient them or replace them with others possessing new ideas and ready to challenge the status quo. The major characteristic of modern organizations is that they are constantly evolving and the framework proposed in the journal ensures that the leadership evolves together with the business.

Part 3

The author illustrates 8 elements that are important for talent sustainability. The first step is attracting the talent. The management must then ensure that the talent is developed and eventually ensure that there is planning for succession. The author argues that the subject of talent is very sensitive and very important to the company for it to be left to human resources managers to manage. He asserts that talent development should be left to CEOs and other top managers. Since modern organizations require competent managers at the top who have a wide array of skills and knowledge to steer their firms into the unknown future, the most obviously place to concentrate the talent available in the organization is at the top (Wright, 2005). The human resource department is usually preoccupied with filling positions in middle management and line employees to have the required focus and time to shape an individual into the mold of a CEO.

There is a lot of emphasis that is placed on competence in the modern organization. Pasmore (2014) argues that competence development and management is individually oriented and static and that insistence on the acquisition of this competence is an information journey that is endless. He cautions that the modern organization should be more focused on organizational learning and team building so that they complement individual abilities and competencies.

The model of talent sustainability has many elements that are helpful for the company. It highlights the most important points that are required not for the daily running of the organization but for identifying opportunities in the business environment and capitalizing on them. One of the elements that exemplify this is the sourcing and recruiting of top talent. The author argues that the most sensible place to start sourcing for the right people is in identifying those that already possess the inclination to do what is required by the organization (Handfield-Jones & Beth, 2001). Many top firms believe that it is important to start by identifying the people who are the right fit for the company. Pasmore (2014) argues that many firms fail in their change endeavors since rather than seek out the talent they require to move the organizations forward, they attempt to effect changes with the leadership they already have. The author argues that some of the best talents in different organizations are bogged down by leadership roles that do not require much talent. The recommendation is that positions like that should be outsourced so that the talent that is attracted to the company is focused on effecting changes and moving the organization forward.

Talent sustainability requires the management of organizational culture to ensure that it is oriented to the goals of the company. Culture, either organizational or leadership, is a major deterrence to development and eventually the success of the organization. There is therefore need for organizations that are serious about orienting their talents to success to ensure that there is a positive organizational and leadership culture. Otherwise, a negative culture will ultimately derail the general organizational focus.

References

Gamble, A. A., Thompson, Jr., A.J. & Strickland, J. E. (2010) Crafting and executing strategy : the quest for competitive advantage : concepts and cases (17th ed. ed.). Boston: McGraw-Hill/Irwin

Gupta, J. & Sushil, S. (2004) Creating Knowledge Based Organizations. Boston: Idea Group Publishing.

Handfield-Jones, H. & Beth, A. (2001) The War for Talent. Harvard Business Press

Miller, D. (1992) ‘The generic strategy trap’, The Journal of Business Strategy, 13(1), 37-41

Nonaka, I. & von Krogh, G. (2009) ‘Tacit Knowledge and Knowledge Conversion: Controversy and Advancement in Organizational Knowledge Creation Theory’, Organization Science, 20 (3), 635–652

Pasmore, W. (2014) Developing a Leadership Strategy: A Critical Ingredient for Organizational Success. White Paper, Centre for Creative Leadership

Wright, K. (2005) ‘Personal knowledge management: supporting individual knowledge worker performance’, Knowledge Management Research and Practice, 3 (3), 156–165

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Leadership strategy Essay Assignment

Leadership strategy
Leadership strategy

Leadership strategy

Order Instructions:

Dear Admin,

I need an essay in the following subject:

Based on pages 3-6 of Developing a leadership strategy: journal article, what does the author mean when he implies that the future of strategy is leadership? How well does this view align with the need for leadership in today’s business environment? Give reasons for your answer.

On pages 6-7 of Developing a leadership strategy: journal article, the author identifies six strategic leadership tasks. How useful is his framework in defining the kinds of leadership required by modern companies? Give reasons for your answer.

The author of Developing a leadership strategy:journal article (pgs. 23-25) has a very specific view of Talent Sustainability. To what extent do you agree with this view? Give reasons for your answer.

To prepare for this essay:

Read the Required Learning Resources that are attached:Developing a leadership strategy:

The following conditions must meet in the essay:

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 research.

Appreciate each single moment you spend in writing my paper

Best regards

SAMPLE ANSWER

Leadership strategy

Leadership is critical in an organization. A visionary leadership contributes to the success of an organization.  Many studies have been carried out in the field of leadership in quest to identify various ways that leaders can improve in their leadership style.  The author deliberates on various aspects relating to leadership.

Implication of the statement by the author of the journal, ‘Developing a leadership strategy: A critical ingredient for organizational success, ‘the future of strategy is leadership’ has various meaning.  Strategy is the means or the techniques that a leader will use to provide effective leadership.  Strategy can be a roadmap a leader will require to adopt to achieve the set goals (Pasmore 2014).  Therefore, for this strategy to have a future, it requires as leader that has the right or the best leadership skills to ensure that the strategy is adopted well (Johnstal 2013).  There can be awesome strategies that an organization may have developed but these strategies cannot be useful to that organization if the leadership has no will of adopting them and putting them into correct use. It is the leadership strategy that  provides  guidelines on  the leaders the organization wants, their characters,  where they can be found, the skills of the leaders required and their behaviours to provide leadership to ensure that the organization collectively achieves total success.

Therefore, this view aligns with the need for leadership in today’s business environment. Many business leaders have good strategies that they want to adopt to achieve success in their business. However, they do not understand the requirements they need to embrace to be able to achieve these goals (Johnstal 2013).  Because of this they end up failing therefore, it is high time that business leadership considered the qualities and attributes that are required to enable them achieve their goals through their strategies.  What they need to do is to reflect about the ingredient required for them to achieve their goals. For example, a leader should understand leadership style they use such as participative, control-oriented or laissez faire to know how they can achieve their goal.

In the journal article, the author has identified six strategic leadership tasks that leaders should consider. This framework is useful in many ways when it comes to defining the kinds of leadership required by modern companies today (Pasmore 2014).   The framework acknowledges the need to have a review of the business strategy for the business to be in a position to understand whether there is need to make changes in the leadership to ensure that the business operates successful. This is very important for the leaders of today because, it ensures that they have appropriate competencies to provide appropriate leadership in the business. For instance, an organization that has experienced negative publicity as a result of corruption, when receiving a new manager, it is important to review the business strategy to adopt a good leadership styles that will ensure that the level of confidence of customers is regained to bring the business into its normal position. Analyzing leadership capabilities requirement for current and future is important as this enable the company to prepare well and ensure that the leadership have the capabilities to spearhead the organization forward (Marx 2013).  Organizations as well keep on changing as time pass and it is important that leaders take part in initiatives that will enable them grow and develop to accommodate the ever changes. Changes such as technology advancement, competition and economic turmoil must be well addressed by a leader and this requires leadership development.   Leaders have strengths, weaknesses, and benching these strengths enable them perform well.  Furthermore, the framework as well helps leaders to evaluate the culture in which they are operating and as well nurture talents of the leaders and the upcoming leaders in the organization.

In the journal, the author has specific view of talent sustainability. I do agree with the arguments the author raise about talent sustainability.  First, talent sustainability requires commitment on the part of a leader.  Talents require hard work and determination to be able to sustain the same (Mazzarol, Clark & Reboud 2014).  A leader therefore is expected to engage in many activities to sustain their talent such as engage with others, pursue more education,   participate in various initiatives, and attend seminars on leadership and many others that enable the leader to remain effective.  It is also very important for the leader to carry out an overview of individual capability (Pasmore 2014).  Investing on ones experience and building personal, networks, and preparing of developing relationship readiness are some of the things that will enable the leader to sustain their talent.

Leadership is therefore very important for success of any entity. Developing a leadership strategy is critical for a leader but for this strategy to be of value the leaders must show commitment. The leader has a responsibility of ensuring that they carry out an evaluation also self-assessment to prepare themselves well. Talents sustainability is also very important initiatives and leaders must be committed to sustaining the talents or else they fade away.  Being a good communicator require continuous practice and access to the right information. Therefore, one must be committed and determined to work hard to ensure that they does not fail on the way or lose their talents.

Reference list

Johnstal, S 2013, ‘Successful Strategies for Transfer of Learned Leadership’, Performance Improvement, Vol. 52 no. 7, pp. 5-12.

Marx, T 2013, ‘Teaching Leadership and Strategy’,  Business Education Innovation Journal, Vol. 5 no.  2, pp. 12-19.

Mazzarol, T,  Clark, D, & Reboud, S 2014, ‘Strategy in action: Case studies of strategy,    planning and innovation in Australian SMEs’, Small Enterprise Research, Vol. 21 no.1, pp. 54-71.

Pasmore, W. (2014). Developing a leadership strategy: A critical ingredient for organizational       success. White Paper.

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Measuring the quality of higher education

Measuring the quality of higher education
Measuring the quality of higher education

Measuring the quality of higher education

Order Instructions:

direct answers

SAMPLE ANSWER

Introduction

Measuring the quality of higher education in universities in a country like Saudi Arabia may involve a series of steps that may culminate in compilation and assessment of resources that assist in supporting the academic programs and the institutional effectiveness in assessing the knowledge gained by the students who have enrolled at the university. These actions may involve the use of examinations, questionnaires, surveys or other methods of evaluating the performance of students.

Definition of the problem

The first step in measuring the quality of higher education would involve the definition of the problem. The nature of higher education is wide and it covers the performance of students in examination and projects evaluations, performance of the university graduates in the job market and the quality of research work that the students and their lecturers are engaged in.

Developing an approach to the problem

To measure student performance in examinations would involve rankings of students in terms of performance and the grades obtained. The average mean grade would then be calculated and the students who are below the average mean grade would be counted and compared to the total number of the students who sat for the examination.

The performance of the university students in the job market can be measured by the use of a questionnaire which can be sent to various organizations within Saudi Arabia or the regions or country’s where the bulk of the university students are employed. These questionnaires would contain questions that relate to the performance and evaluation of the overall effectiveness of the university graduate in the job market.

The other measurement would be to gather views on the use of the universities data and research work and if the work done by the lecturers and the students has any relevance with the needs of the stakeholders in the market.

Formulating a Research design

To collect the performance of students during the examination would involve obtaining the performance registers of the students from the lecturers or heads of departments and compiling the required list of students and their corresponding grades and marks obtained.

To obtain the information on the performance of the students in the job market, then a questionnaire would be sent out to the companies where the university graduates have been employed to be filled by their supervisors.

The importance of the universities research work can also be evaluated by the use of a questionnaire which can be sent to all the prospective users of the university’s research work to gauge the importance of the work.

Doing fieldwork and collecting the data

To obtain the average mean grade of students who sat for the university examination would involve the collection of the examination results for a number of years. These would involve physical examination of the universities records after obtaining permission from the university’s administration to conduct the exercise. The marks or grades of students who are below the average mean grade would then be counted and compared to the total number of the students who sat for the examination (Franklin, 2012).

The questionnaires sent to the employers and the university’s stakeholders can be retrieved physically by the data collectors. Interviews can also be conducted on the overall performance of the university’s graduates from the general public or from other interested sectors of the economy.

Preparing and Analyzing the Data

If the percentage of the total number of students who have achieved more than the average mean score is higher than 50% then performance of the university would be considered average if it’s higher then it would be considered to be even better. However, if a large number of students who sat for the examination have lower averages than the average mean score then the performance of the university would be considered to be below average.

The questionnaires obtained from the companies on the performance of students in the job market would be analyzed and the average assessment made on the average performance of the students in the market i.e. if the performance is excellent, fair or below average.

The usefulness of the university’s research would also be evaluated on the basis of the questionnaires obtained from the prospective users of the research work. The importance of the research work would then be measured i.e. whether they are useful or not.

Preparing and Presenting Data

Once the information has been analyzed, the information can be presented in the form of a pie chart which may reflect the percentage rankings of student’s performance at the university and their performance in the job market. The opinion of the stakeholders on the usefulness of the university’s research work can also be included on the presentation. Other forms of presentations may also be included like bar and line graph to indicate the historical performance trend of the students average performance in their past examinations and also in the job market.

  1. In case of high school education the measurement of quality education would be restricted to the performance of students in their examinations and their performance at the university level. Some students join the job market soon after graduating from high school but the number is not so high.

The first step in measuring the quality of higher education in high school would also involve the definition of the problem. The nature of higher education is not so wide in high schools and it covers the performance of students in high school examination and at the university colleges.

Data collectors will have to be involved in physical examination of the high school examination registers and also the universities records to compare their performance. These should be done after obtaining permission from the school’s or the university’s administration to conduct the exercise. The marks or grades of students who are below the average mean grade would then be counted and compared to the total number of the students who sat for the examination.

Once the information has been analyzed and processed, the information can be presented in the form of a bar charts or pie chart to reflect the percentage rankings of student’s performance in school and at the university level. Other forms of presentations may also be included like bar graph and line graph to indicate the historical performance trend of the student’s average performance in their past examinations in both institutions.

  1. Data misuse has been utilized to raise concern on the effects of the global warming and climatical changes. The information obtained from research facilities on global warming have been alarming and at times they have caused fear and panic among the affected people. Information concerning the effect of melting ice bergs in Greenland and the depletion of the ozone layer due to global warming’s have caused some nations to embrace the green economy movement where most products are recycled to prevent the cutting of trees and the use of electric vehicles have also being tried in some countries in a bid to cut down on carbon dioxide emission.

The other case also involved the Australian meteorologists who fudged their data by replacing the actual temperatures with artificial figures. But the Australian Bureau of Meteorology (ABM) claimed that the choice of instruments and calibration methods led to the discrepancies.

Reference

Franklin, M., 2012, ‘Understanding Research: Coping with the Quantitative-Qualitative Divide’. New York, Routledge.

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