1 Effects of Gender Diversity on Job Performance in the Banking Industry 6 December 2019 Statement of the Problem Gender diversity and inclusion of women in top executive management and boards of directors add value to an organization. For example, gender diversity can add value to problem solving, resulting in better performance of the company (Joshi, 2017). Including more gender diversity in a firm may also increase the effectiveness of the firm because of a better understanding of the needs of stakeholders, better risk management and business practices. It also enhances decision making by adding new ideas and perspectives. The banking sector is one sector that can enjoy and benefit gender diversity. The banking sector faces many challenges from increased competition, a high rate of technological growth and increased regulations by the government. This has led banks to compete for the best employees. Workforce diversity is achieved through gender diversity, age diversity and ethnicity diversity. Research show that proper management of workforce diversity has a positive outcome in any organization (Rizwan et al. 2016). Studies have shown that organizations with a high level of workforce diversity management are effective in producing corporate cultures that pioneer capabilities and fresh idea for survival. There has been an increase in workforce gender diversity in firms and organizations. However, few studies have focused on examining the relationship between gender diversity and job performance for over three decades. Also, these studies provide conflicting results on diversity. Empirical research found that gender diversity is either good or bad for an organization (Ali et al. 2009). For example, Svyantek and Bott (2004) did a review on nine diversity studies investigating this relationship and they found inconsistent results. The studies showed positive effect, negative effect, zero effect and nonlinear effects. If business turned to this body of literature for hiring practices insights, they would find conclusive evidence on what to do. One study indicates that fostering gender diversity improves the outcomes of the firm while others claim the opposite. Another body of study claims that gender diversity and organizational performance are not connected (Joshi, 2017). This leaves private sectors including the banking sector to rely on past evidence, anecdotal assertions and stereotypes. Consequently, this creates a problem. Despite efforts by the government to foster gender diversity at the workplace through policies and practices, gender diversity has fallen short in the sector. This is partly because of the resistance by the banking industry because of lack of rigorous evidence on how gender diversity shapes their outcomes. The existing literature only examines gender diversity in senior management and corporate rooms, but reaching these positions depends on the resources and opportunities women are afford ...

1. 1
Effects of Gender Diversity on Job Performance in the Banking
Industry
6 December 2019
Statement of the Problem
Gender diversity and inclusion of women in top executive
management and boards of directors add value to an

2. organization. For example, gender diversity can add value to
problem solving, resulting in better performance of the company
(Joshi, 2017). Including more gender diversity in a firm may
also increase the effectiveness of the firm because of a better
understanding of the needs of stakeholders, better risk
management and business practices. It also enhances decision
making by adding new ideas and perspectives. The banking
sector is one sector that can enjoy and benefit gender diversity.
The banking sector faces many challenges from increased
competition, a high rate of technological growth and increased
regulations by the government. This has led banks to compete
for the best employees. Workforce diversity is achieved through
gender diversity, age diversity and ethnicity diversity. Research
show that proper management of workforce diversity has a
positive outcome in any organization (Rizwan et al. 2016).
Studies have shown that organizations with a high level of
workforce diversity management are effective in producing
corporate cultures that pioneer capabilities and fresh idea for
survival.
There has been an increase in workforce gender diversity in
firms and organizations. However, few studies have focused on
examining the relationship between gender diversity and job
performance for over three decades. Also, these studies provide
conflicting results on diversity. Empirical research found that
gender diversity is either good or bad for an organization (Ali et
al. 2009). For example, Svyantek and Bott (2004) did a review
on nine diversity studies investigating this relationship and they
found inconsistent results. The studies showed positive effect,
negative effect, zero effect and nonlinear effects. If business
turned to this body of literature for hiring practices insights,
they would find conclusive evidence on what to do.
One study indicates that fostering gender diversity improves the
outcomes of the firm while others claim the opposite. Another
body of study claims that gender diversity and organizational
performance are not connected (Joshi, 2017). This leaves
private sectors including the banking sector to rely on past

3. evidence, anecdotal assertions and stereotypes. Consequently,
this creates a problem.
Despite efforts by the government to foster gender diversity at
the workplace through policies and practices, gender diversity
has fallen short in the sector. This is partly because of the
resistance by the banking industry because of lack of rigorous
evidence on how gender diversity shapes their outcomes. The
existing literature only examines gender diversity in senior
management and corporate rooms, but reaching these positions
depends on the resources and opportunities women are afforded
during the early years of their careers (Campbell & MÃnguez-
Vera, 2008). For example, if women are missing in the
traditional banking career, they will be absent in boardrooms
and senior management. The research is lacking here.
Limitation of data available has confined researchers to
examine gender diversity in terms of men and women in senior
management position and corporate boardroom (Joshi, 2017).
However, gender diversity is not about numbers, but rather the
opportunities women can access and challenges they face across
all ranks and stages of their professional advancement.
To understand how gender diversity affects job performance
depends on the context in which the relationship is being
examined. Thus, there is a need to do both qualitative and
quantitative data collection and analysis to capture the complex
reality, instead of relying on an incomplete understanding of
what gender diversity means (Joshi, 2017). This means the
question that firms should ask is whether or not the banking
sector is fostering an inclusive environment that leverages the
benefits of gender diversity for better performance of the
sector?
References
Ali, M., Kulik, C. T., & Metz, I. (2009, August). The Impact of
Gender Diversity on Performance in Services and
Manufacturing Organizations. In Academy of management
proceedings (Vol. 2009, No. 1, pp. 1-6). Briarcliff Manor, NY
10510: Academy of Management.

4. Campbell, K., & MÃnguez-Vera, A. 2008. Gender diversity in
the boardroom and firm financial performance. Journal of
Business Ethics, 83: 435-451.
Joshi, R. (2017). Does Gender Diversity Improve Firm
Performance? Evidence from India. Retrieved from:
https://www.undp.org/content/dam/india/docs/poverty/JustJobs_
Disha_report.pdf
Rizwan, M., Khan, M. N., Nadeem, B., & Abbas, Q.
(2016). The impact of workforce diversity on employee
performance: Evidence from the banking sector of
Pakistan. American Journal of Marketing Research, 2(2), 53-60.
Svyantek, D. J., & Bott, J. 2004. Received wisdom and the
relationship between diversity and organizational performance.
Organizational Analysis, 12: 295-317.
Module 4
Chapters 11, 18, 19:
Evidence-Based Practice, Ethical & Legal and Ethical
Considerations
Evidence-Based Practice
Chapter 11

5. Evidence-Based PracticeThe objective of integrating evidence-
based practice (EBP) with nursing care is to empower the nurse
to become a component consumer of researchWhat is evidence-
based practice?Integration of the best available evidence,
combined with clinical expertise, enabling health practitioners
of all varieties to address health care questions with an
evaluative and qualitative approach
Evidence-Based PracticeOverall aim of EBP To standardize
practice by maximizing good practice, reducing costs, and
improving quality of care To integrate the best available
research and clinical expertise in the context of patient
characteristics, culture, and patient preferences and values To
use a problem-solving approach to nursing practice, involving
conscientious use of current best evidence in making decisions
about patient care
Evidence-Based PracticeDefining attributes Three key features
unique to evidence-based practice Problem solving in its
approach, which takes into account the clinical experience of
the nurse Combines researched evidence with knowledge and
theory Allows for patient values to be expressed and
incorporated in treatment regimens
Putting Evidence-Based
Practice to WorkFive-step process forms the basis for the
integration of clinical evidence and nursing practice Step 1:
Construct a relevant, answerable question from an identified

6. clinical concernStep 2: Search the literature for the best
external evidence that addresses the clinical concernStep 3:
Critically appraising the evidence for validity and
applicabilityStep 4: Applying the evidence to your clinical
concernStep 5: Evaluate your performance
Getting StartedStep 1: Construct a relevant, answerable
question from an identified clinical concern case PICO P-
Patient Population, or ProblemI- Issue of InterestC-
Comparison of interventionO- Outcome to be measured or
achieved.
Example: Does handwashing among healthcare workers reduce
hospital acquired infections?
Getting StartedClinical question categories Diagnosis Therapy
Harm or etiology Prognosis Prevention Qualitative
Getting StartedSearch the literature for the best external
evidenceTrack down the evidence MedLineHealthStarThe
Cochrane LibraryNational Guideline ClearinghouseAgency for
Healthcare Research and Quality (AHRQ)CINAHLPubMed
Evaluating the
Strength of a StudyStudies are assigned a level of evidence
based the quality, validity, and applicability Level 1 Evidence:
represents the most valid reports addressing patient-oriented
outcomes A level 1 ranking also indicates that specific quality

7. criteria were met based on the study type
Level of Evidence Level 2 Evidence: addresses patient-oriented
outcome and uses some method of scientific investigationLevel
2 evidence implies an association rather than reliable evidence
(EXAMPLE: hormone replacement therapy was associated with
reduced cardiovascular problems)Level 3 Evidence: represents
reports that
are not based on scientific analysis of
patient-oriented outcomes
Limitations of
Evidence-Based PracticeThe evidence Accessibility The end
user (nurse) may have inadequate access to clinical researched
evidence and guidelines Large volume of research to sift
throughThe research languageComplex data retrieval
systemsThe individualResistant to change
Limitations of
Evidence-Based PracticeThe health care system Systemic
barriers such policies, procedures, and financial
accountabilityPhysician idiosyncrasy vs. Disciplined
inquiryCost/benefit issuesBureaucratic structures

8. Limitations of
Evidence-Based PracticeNursingSplit between education and
service
(lack of time)Lack of consensus about nursing
responsibilitiesLack of communication among nurses and
researchersLack of skills in locating, reading, and appraising
nursing research dataLack of organizational support
ReferenceClaywell, L. (2009). LPN to RN transitions (2nd ed.).
St. Louis, MO: Mosby Elsevier.
Disclaimer: This Microsoft PowerPoint Presentation was created
by and is owned by Mosby Elsevier. This PowerPoint was
edited to fit the needs of MPI. All content is to be credited to
Lora Claywell, the author and Mosby Elsevier, the publishing
company.
Ethical and Legal Considerations
Chapter 18
Ethical and Legal Considerations Nursing
ethicsAutonomyVeracityRole
fidelityBeneficenceNonmaleficenceConfidentiality Justice

9. Ethics and CultureCulturally competent nursing care is the
integration of knowledge, attitudes, and skills Culturally
competent nursing care means that the nurse is able to work
within the specific cultural context of an individual, family, or
community
Ethical DilemmasMoral development refers to how an
individual learns to handle moral dilemmasAn ethical dilemma
exists when a conflict arises between health care professionals,
patients, families, health care professionals, and health care
organizations
Ethical DilemmasThe Code of Ethics for Nurses provides a
framework for ethical analysis and decision making, is
nonnegotiable, and is applicable to all practice settings and a
variety of nursing roles
Theories for Ethical
Decision Making Virtue ethicsThe ethic of
careDeontologyUtilitarianism
Theories for Ethical
Decision Making Virtue ethicsFocused on one’s characteristics,
traits, and virtuesCourage, integrity, honesty, justice, and

10. temperamentThe ethics of careEmphasizes the caring aspect of
the nurse-patient relationshipIntuition, preventing and avoiding
harm, and fairness
Theories for Ethical
Decision Making Deontology (Kantian ethics)Duty-oriented
theory for ethical decision makingMorality of an action should
be based judged based on the motive and intent behind the
action. The consequences (positive or negative) do not impact
the morality of the actionUtilitarianism
(consequentialism)One’s actions must be judged by the
consequencesOnly actions that produce the greatest good should
be performed
Ethical Decision MakingEight-step modelGathering relevant
informationStating the practical problemIdentifying the ethical
issues and questionsSelecting the ethical principles and/or
theoretical frameworks to be consideredConducting an analysis
and preparing a justification
Ethical Decision MakingEight-step modelConsidering one or
more counterargumentsExploring the options for
actionSelecting, completing and evaluating the action Bioethics
committeesMultidisciplinary group that serves as a resource for
staff, patients, and families in resolving ethical
dilemmasPromote, advocate and protect patient rights, moral
care standards, and enhance patient care

11. Issues in LawSources of lawCommon lawCourt-made decisions,
based on judicial decisionsAdministrative lawCongress
delegates agencies of duty to make decisionsEx: Centers for
Medicare Services (CMS)Statutory lawConstitutional and
federal laws that take precedence of state lawsEx: the United
States Constitution
Issues in LawLegal principlesJusticeConfidentiality and the
right to privacyPatient rightsInformed consentAssault and
battery
Issues in LawMalpracticeMedical malpractice is professional
misconduct, failure to perform professional duties, or failure to
meet the professional standards of care that results in harm to
another Professional negligenceIntentional tortsNegligent
tortsTorts where strict liability is enforced
Issues in LawMalpracticeFour elements must be present for a
person to recover damages suffered as the result of a negligent
act Duty to Care: An obligation exists to conform to a
recognized standard of careBreach of duty: There must be a
failure to adhere to an obligation and a deviation from a
recognized standard of careInjury: Actual damages have
occurredCausation: The injury was foreseeable, caused by a
breach of duty, and the conduct was the cause of the injury
Issues in LawNegligenceThree basic forms of

12. negligenceMalfeasance: act of performing unlawful
actMisfeasance: improper performance of an actNonfeasance:
failure to act where a duty exists
Common Negligent ActsFailure to appropriately assessFailure
to monitor in timely mannerFailure to use appropriate
equipmentFailure to document observationsFailure to notify
physicianFailure to follow ordersFailure to follow 6 rights of
medication administration
Patient’s Bill of RightsInclude but not limited to:Ability to see
their own health recordAbility to update their own health
recordChoose how to receive their health informationChoose
who can receive their health informationPrivacy/ confidentiality
of information r/t HIPAAStatutes require the reporting of
communicable diseases, certain psychiatric illnesses, and HIV
Potential Breach of Patient ConfidentialityDisplaying
information on computer screenDiscussing patient information
in publicNot discarding patient health information (PHI) papers
appropriatelyFaxing to unauthorized personsTexts, emails,
phone calls, pages that are not secure
Question
A patient was just admitted to the labor and delivery unit. The
nurse is assessing the patient and completing her comprehensive
initial assessment. The nurse trusts that the patient is exercising
which ethical principle when answering the nurse’s questions?

13. Role fidelity
Nonmaleficence
Autonomy
Veracity
QuestionA critically ill patient tells the nurse that he does not
want CPR performed if he were to go into cardiac arrest. Later
the patient’s estranged sister tells the nurse that they must do
everything they can to save her brother’s life if it comes to that.
Which is the best resource for the nurse?
A. The Joint Commission
B. National Board of Nursing
C. The hospital’s bioethics committee
D. Medical director
ReferenceClaywell, L. (2009). LPN to RN transitions (2nd ed.).
St. Louis, MO: Mosby Elsevier.
Disclaimer: This Microsoft PowerPoint Presentation was created
by and is owned by Mosby Elsevier. This PowerPoint was
edited to fit the needs of MPI. All content is to be credited to
Lora Claywell, the author and Mosby Elsevier, the publishing
company.
Putting It All Together
Chapter 19

14. Putting It All TogetherUse the nursing process to assist you in
reflecting on your journey thus far AssessmentCritical
reflectionMaking the
diagnosisPlanningImplementationEvaluation
ReferenceClaywell, L. (2009). LPN to RN transitions (2nd ed.).
St. Louis, MO: Mosby Elsevier.
Disclaimer: This Microsoft PowerPoint Presentation was created
by and is owned by Mosby Elsevier. This PowerPoint was
edited to fit the needs of MPI. All content is to be credited to
Lora Claywell, the author and Mosby Elsevier, the publishing
company.
Instructions
Review the processes of invention and innovation. Then, select
a new product that you have been introduced to in the past 12
months. You are encouraged to research this new product using
outside sources. Use the company, Microsoft
You are to create a PowerPoint presentation about future
inventions this new product could help to inspire and what
innovations could be developed to enhance and improve this
product. Analyze how these two areas could impact the
company. Your PowerPoint presentation should include the
following elements:
· Slide 1: Title page

15. · Slide 2: Description of the new product
· Slide 3: Description of the importance of R&D to include lead
users and market research
· Slide 4: Discussion of appropriate structure and culture within
the company necessary to support innovative ideas and products
· Slide 5: Exploration of future inventions inspired by the
product or analysis of future innovations of this product (Was
this a successful invention leading to innovation?)
· Slide 6: Prediction of product demand in five years
· Slide 7: List of sources using APA guidelines
Please ensure that every slide has a title at the top explaining
what the slide covers. To complete this assignment, a minimum
of two reputable sources must be used, cited, and referenced.
Add citations in proper APA format, use applicable pictures or
graphics, use a slide template, and avoid wordy slides by
focusing on bullet points.