This document provides a summary of a report analyzing ways to improve workplace accommodation for employees with special health conditions at Horizon's Inc. Secondary research was conducted on the importance of accommodation, barriers to accommodation, and strategies for accommodation. Key findings include: the benefits of accommodation include improved productivity, retention and reduced costs; barriers include concerns about ability, negative attitudes, and costs; recommended strategies are schedule adjustments, supportive policies, and job restructuring. The report concludes accommodation should be improved and provides recommendations to do so.
The document provides details of a research group that conducted a study on the effects of employee commitment on organizational performance. It includes the group members, introduction, problem statement, objectives, significance, and limitations of the study, as well as references cited.
This document summarizes an evidence-based practice proposal for changing the management of hypertension at an organization. The proposal has seven sections: 1) an assessment finding barriers like poor communication but readiness for change, 2) a problem statement on the lack of exercise prescription, 3) a literature review finding evidence that exercise reduces complications, 4) a solution of prescribing exercise, 5) alignment with organizational goals of reducing disease burden, 6) a methodology of educating providers and monitoring outcomes, and 7) use of Rogers' Diffusion of Innovation theory to drive the practice change. The goal is to successfully translate evidence on exercise into the standard of care for hypertension patients.
This document presents the final report on retaining high potential employees at National Foods. It includes an introduction that outlines the importance of employee retention and defines high potential employees. It also states the problem statement, objectives, and scope of the study. The literature review discusses how employee retention reduces costs and increases productivity. It finds high potentials stay for different reasons than other employees. The methodology section explains the primary and secondary research conducted, including interviews and an employee satisfaction survey. The report aims to identify reasons for staying or leaving and ways to improve retention of high potentials to help National Foods achieve its growth goals.
Article Review. "Retaining Experts:Administrators' views on Retention Incentives and Older Employees" Moon T.C., Beck S., & Laudicina R.J., Clin Lab Sci 2014;27(3):162
Assignment in fulfillment of MBA, subject: Human Resource Management by Santhy Govindasamy, The Open University Malaysia
Assignment 1 Discussion—Motivating Employees Through Compensation.docxfredharris32
Assignment 1: Discussion—Motivating Employees Through Compensation and Benefits
How can HR staff work with organizational managers to create an effective incentive and motivation plan to make employees more effective and efficient?
Use the Argosy University online library and your textbooks to read about HR incentives. Based on your assigned readings for this module, consider the relationship between employee compensation packages and productivity in your current or previous organization.
Next, respond to the following:
· What compensation and benefits have been used as incentives for employee productivity and motivation? Provide specific details and show the link between the compensation or benefit and the increased productivity or motivation with facts and figures (without violating any confidentiality rules).
· Evaluate how effective the compensation and benefits were at motivating employees and increasing productivity.
Support your response with at least two to three scholarly references.
Write your initial response in a minimum of 300 words. Apply APA standards to citation of sources.
READING PASAGE BELOW
READ DIS ARTICLES FROM THE WEB http://www.entrepreneur.com/article/80158
Compensation means salary. HR managers use research, studies, and surveys to determine a competitive salary in order to design a talent management strategy.
Benefits such as PTO and medical insurance, etc., are also researched and planned. Benefit packages supplement employees’ compensation, and, thus, form an important element of a talent management strategy. A benefit plan typically addresses the specific needs of employees. However, HR managers must balance the needs of the organization and the needs of the employees while designing the compensation and benefits (C&B) mix because market forces often drive resources. In a good economy, or when an organization is flourishing, it is relatively easy to acquire talent. When economic or organizational performance is bad, attracting resources becomes tougher.
The role of C&B on employee motivation, morale, productivity, and retention can be profound and is the subject of ongoing research to determine not only the effect of compensation and benefit packages on productivity, but also the specific tipping point. For example, will a 25% bonus on base salary result in a 25% increase in productivity? Would a 20% bonus have the same results? Can any increase in productivity be accurately linked to bonus incentives or are there other factors at work? Your assigned readings provide some references to such studies, but you can conduct your own research in the Argosy University online libraries using keywords like “pay for performance,” “compensation rewards,” “financial rewards,” “organizational performance,” “human resource management,” or “profit-sharing.”
Executive Compensation
Executive compensation is about talent acquisition and development. It is strategic in nature and incentive based. Executive compensation is about g ...
Running head: QUALITY IMPROVEMENT
Quality improvement 1
Introduction
Health care system consists of various areas that have different functions, and these areas need improvement from time to time to improve the quality of services offered. One of these areas is health care literacy of patients especially the least served; it is defined as the ability of people to access, process and understand basic health information (Lie et al., 2012). An elaborate quality improvement is needed to ensure the provision of quality services. Therefore in a quality improvement plan, each and everyone has a role to play. From the board of directors, middle to department staff in data collection and reporting, reporting implementation progress, orientation and education of staff about the plan and finally evaluation of the plan. Comment by Earl: ok
Roles
Board of directors need to review the quality improvement plan, once approved oversee its implementation by CEO, directors, managers and the staff. Executive leadership oversees the implementation of the plan by the staff. The quality improvement committee analyzes the performance data, evaluates the data and determines the effectiveness of the plan, and makes recommendations on the progress. Medical staffs implement the quality improvement plan. Middle management manages staff and ensures implementation of the plan and is answerable to the executive leadership. The departmental staff handles ensuring that they play their specific role required of them in the implementation of the plan that involves their department (Barrera Jr et al., 2013). Comment by Earl: Discuss roles specific to your project in depth – this is too generic
Data collection and data reporting
Quality improvement committee handles data collection and reporting. The committee should collect data, evaluate and analyzes it and make the necessary recommendations. If the plan is adopted, they determine the functionality of the plan and what changes need to be made to ensure its effectiveness. Comment by Earl: Be specific; explore in more depth
The board of management responsible for reviewing the recommendations and decides whether to adopt them or not. Once they approve they give a go-ahead for its implementation. The management team will take the responsibility of overseeing its implementation.
Changes implemented
There are various changes that need to be implemented to improve health literacy among patients, especially in the underserved population. Firstly is to promote universal access to health information. There needs to be readily accessible health either through their Internet or read materials such as brochures to every patient and should be presented in the simplest manner for the patients to understand..
1) The report summarizes a study on HR culture and work environment at Global Arcus Limited India. The objectives were to accomplish organizational goals through work culture, training, employee motivation and team coordination.
2) A survey was conducted of Global Arcus employees on factors like workplace culture, respect, feedback, safety, discrimination and decision making. The majority felt positively about culture and respect but some wanted more feedback and input in decisions.
3) Suggestions to improve included better communication, training programs, recognizing achievements, and emphasizing the importance of employee work. The study found that flexibility, technology and mental well-being were priorities after the pandemic.
M Umair Khalid Management Slides of Virtual Universityumair835319
This study examined the effects of monetary and non-monetary incentives on employee turnover intentions during the COVID-19 lockdown at the Lahore Development Authority (LDA). The study found a significant negative correlation between incentives (both monetary and non-monetary) and employee turnover intentions. Regression analysis also showed that monetary and non-monetary incentives significantly predict employee turnover intentions. The study recommends that management provide better compensation packages, rewards, and a comfortable work-life balance to improve employee engagement and retention.
The document provides details of a research group that conducted a study on the effects of employee commitment on organizational performance. It includes the group members, introduction, problem statement, objectives, significance, and limitations of the study, as well as references cited.
This document summarizes an evidence-based practice proposal for changing the management of hypertension at an organization. The proposal has seven sections: 1) an assessment finding barriers like poor communication but readiness for change, 2) a problem statement on the lack of exercise prescription, 3) a literature review finding evidence that exercise reduces complications, 4) a solution of prescribing exercise, 5) alignment with organizational goals of reducing disease burden, 6) a methodology of educating providers and monitoring outcomes, and 7) use of Rogers' Diffusion of Innovation theory to drive the practice change. The goal is to successfully translate evidence on exercise into the standard of care for hypertension patients.
This document presents the final report on retaining high potential employees at National Foods. It includes an introduction that outlines the importance of employee retention and defines high potential employees. It also states the problem statement, objectives, and scope of the study. The literature review discusses how employee retention reduces costs and increases productivity. It finds high potentials stay for different reasons than other employees. The methodology section explains the primary and secondary research conducted, including interviews and an employee satisfaction survey. The report aims to identify reasons for staying or leaving and ways to improve retention of high potentials to help National Foods achieve its growth goals.
Article Review. "Retaining Experts:Administrators' views on Retention Incentives and Older Employees" Moon T.C., Beck S., & Laudicina R.J., Clin Lab Sci 2014;27(3):162
Assignment in fulfillment of MBA, subject: Human Resource Management by Santhy Govindasamy, The Open University Malaysia
Assignment 1 Discussion—Motivating Employees Through Compensation.docxfredharris32
Assignment 1: Discussion—Motivating Employees Through Compensation and Benefits
How can HR staff work with organizational managers to create an effective incentive and motivation plan to make employees more effective and efficient?
Use the Argosy University online library and your textbooks to read about HR incentives. Based on your assigned readings for this module, consider the relationship between employee compensation packages and productivity in your current or previous organization.
Next, respond to the following:
· What compensation and benefits have been used as incentives for employee productivity and motivation? Provide specific details and show the link between the compensation or benefit and the increased productivity or motivation with facts and figures (without violating any confidentiality rules).
· Evaluate how effective the compensation and benefits were at motivating employees and increasing productivity.
Support your response with at least two to three scholarly references.
Write your initial response in a minimum of 300 words. Apply APA standards to citation of sources.
READING PASAGE BELOW
READ DIS ARTICLES FROM THE WEB http://www.entrepreneur.com/article/80158
Compensation means salary. HR managers use research, studies, and surveys to determine a competitive salary in order to design a talent management strategy.
Benefits such as PTO and medical insurance, etc., are also researched and planned. Benefit packages supplement employees’ compensation, and, thus, form an important element of a talent management strategy. A benefit plan typically addresses the specific needs of employees. However, HR managers must balance the needs of the organization and the needs of the employees while designing the compensation and benefits (C&B) mix because market forces often drive resources. In a good economy, or when an organization is flourishing, it is relatively easy to acquire talent. When economic or organizational performance is bad, attracting resources becomes tougher.
The role of C&B on employee motivation, morale, productivity, and retention can be profound and is the subject of ongoing research to determine not only the effect of compensation and benefit packages on productivity, but also the specific tipping point. For example, will a 25% bonus on base salary result in a 25% increase in productivity? Would a 20% bonus have the same results? Can any increase in productivity be accurately linked to bonus incentives or are there other factors at work? Your assigned readings provide some references to such studies, but you can conduct your own research in the Argosy University online libraries using keywords like “pay for performance,” “compensation rewards,” “financial rewards,” “organizational performance,” “human resource management,” or “profit-sharing.”
Executive Compensation
Executive compensation is about talent acquisition and development. It is strategic in nature and incentive based. Executive compensation is about g ...
Running head: QUALITY IMPROVEMENT
Quality improvement 1
Introduction
Health care system consists of various areas that have different functions, and these areas need improvement from time to time to improve the quality of services offered. One of these areas is health care literacy of patients especially the least served; it is defined as the ability of people to access, process and understand basic health information (Lie et al., 2012). An elaborate quality improvement is needed to ensure the provision of quality services. Therefore in a quality improvement plan, each and everyone has a role to play. From the board of directors, middle to department staff in data collection and reporting, reporting implementation progress, orientation and education of staff about the plan and finally evaluation of the plan. Comment by Earl: ok
Roles
Board of directors need to review the quality improvement plan, once approved oversee its implementation by CEO, directors, managers and the staff. Executive leadership oversees the implementation of the plan by the staff. The quality improvement committee analyzes the performance data, evaluates the data and determines the effectiveness of the plan, and makes recommendations on the progress. Medical staffs implement the quality improvement plan. Middle management manages staff and ensures implementation of the plan and is answerable to the executive leadership. The departmental staff handles ensuring that they play their specific role required of them in the implementation of the plan that involves their department (Barrera Jr et al., 2013). Comment by Earl: Discuss roles specific to your project in depth – this is too generic
Data collection and data reporting
Quality improvement committee handles data collection and reporting. The committee should collect data, evaluate and analyzes it and make the necessary recommendations. If the plan is adopted, they determine the functionality of the plan and what changes need to be made to ensure its effectiveness. Comment by Earl: Be specific; explore in more depth
The board of management responsible for reviewing the recommendations and decides whether to adopt them or not. Once they approve they give a go-ahead for its implementation. The management team will take the responsibility of overseeing its implementation.
Changes implemented
There are various changes that need to be implemented to improve health literacy among patients, especially in the underserved population. Firstly is to promote universal access to health information. There needs to be readily accessible health either through their Internet or read materials such as brochures to every patient and should be presented in the simplest manner for the patients to understand..
1) The report summarizes a study on HR culture and work environment at Global Arcus Limited India. The objectives were to accomplish organizational goals through work culture, training, employee motivation and team coordination.
2) A survey was conducted of Global Arcus employees on factors like workplace culture, respect, feedback, safety, discrimination and decision making. The majority felt positively about culture and respect but some wanted more feedback and input in decisions.
3) Suggestions to improve included better communication, training programs, recognizing achievements, and emphasizing the importance of employee work. The study found that flexibility, technology and mental well-being were priorities after the pandemic.
M Umair Khalid Management Slides of Virtual Universityumair835319
This study examined the effects of monetary and non-monetary incentives on employee turnover intentions during the COVID-19 lockdown at the Lahore Development Authority (LDA). The study found a significant negative correlation between incentives (both monetary and non-monetary) and employee turnover intentions. Regression analysis also showed that monetary and non-monetary incentives significantly predict employee turnover intentions. The study recommends that management provide better compensation packages, rewards, and a comfortable work-life balance to improve employee engagement and retention.
Organizational diagnosis has been identified as a significant issue in terms of organizational change and organizational development (Leech, 2011). It has been noted by a number of researchers that management of change in organization involves the consideration of three key questions of what (the content related to initiation of change), how (the process for initiation of change) and why (the reasons for initiation of change). Organizational diagnosis further covers a number of aspects, and hence, is given huge significance from the perspective of organizational change (Worley, 2014). It is a method used for analysis of organization while identifying the shortcomings of organization for neutralizing them by the initiation of organizational change. This report will cover the concepts related to organizational change management and diagnostic process, referring to the case study provided. It has been anticipated in the case study that the newly established School of Business across the All Star University will have to consider reducing its work force by 20 per cent if the proposed guidelines of budget are met.
Vinit Patidar is an intern at Jyoti Multi-Speciality Hospital Indore, under the guidance of Mr. Vineet Mani and Dr. Swapnil Moyal. Jyoti Multi-Speciality Hospital is a privately held company established in 2018 in Indore, Madhya Pradesh. As an intern, Vinit's responsibilities include patient satisfaction surveys, complaint resolution, and ensuring efficient operations of hospital departments. Through the internship, Vinit aims to understand hospital administration and identify areas for improvement.
Research paper on Employee turnover in organizationsSummaya Sharif
Abstract
The research paper is intended to answer some of the most FAQs of the organizations about employee turnover and help them in lessening this threat which results in losing the loyal and hardworking workforce.
The FAQs include;
-What is employee turnover?
-What are the factors causing employee turnover?
-How to identify/elucidate these factors?
-How is employee turnover a function of these factors?
-What is the relationship between employee turnover and each of selected factors?
-To what extent each of these factors is related to employee turnover?
Which of these factors is the main cause of employee turnover?
In order to get the pragmatic answers to the questions above, and prove the inferences/Hypothesis on the relationship of these factors with employee turnover; the research has been carried to a pragmatic and scientific level. The results of the research carried out will help the organizations to answer the questions above with relevance, reliability, authenticity, relationship metrics, all checked. The scientific study carried out is elucidated below;
Purpose: This research article investigates the factors that influence the employee turnover in order to elucidate the role that they play to influence employee turnover and ergo, their relationship with employee turnover. Hence the purpose is both causal as well as descriptive.
Problem Statement: The research has been conducted to help organizations lessen employee turnover. The basic problem statement is to study the effect of chosen factors (Age, wage rate, unskilled labor, and work-life balance) on employee turnover and hence their relationship with it.
Ergo the basic Research Questions include:
-To what extent unskilled labor leads to employee turnover?
-Does work-life balance affect the employee turnover?
-What contributions wage rate has towards employee turnover?
How much influence age has on employee turnover?
Research method: Considering the Krejice and Morgan’s (1970) table to ensure a good decision, a sample of 100 employees, regardless of gender, area, and status, is taken so that the studied sample size is representative of the population. With groups as my unit of analysis mono-method and deductive approach is used in this research and the data collection technique is disproportionate stratified random sampling.
Findings: The findings apparently showed that the main factor that is influencing employee turnover is “job that hurdles the fulfillment of fulfillment of family duties; with a coefficient of 0.800.”Ergo if this factor is kept under control then a significant change can be seen in employee turnover.
Recommendations are also elucidated in the paper.
This document summarizes an investigation into the relationship between employee retention policies and employee loyalty within the pharmaceutical sector, using GlaxoSmithKline as a case study. It provides background on the importance of employee retention and factors that influence retention such as career growth, compensation, work environment and satisfaction. The research aims to explore GSK's retention policies and their impact on employee loyalty, and identify factors affecting loyalty. It will propose recommendations to improve retention and loyalty within the organization.
Although performance appraisal is concerned with the evaluation of workers job performance, it at the same time serves to highlight the specific objectives of an organization. As the employee is being evaluated the organization is also evaluating itself by comparing objectives and standards of performance, reviews the whole appraisal framework and design as well as organizational values and culture. Performance appraisal is a veritable tool for organizations to evaluate and increase the quality of education and training of their workforce with a view to developing lifelong learning patterns and strategies to sustain productivity throughout longer working periods. Motivation as it relates to employee productivity is often behind the drive for performance and self-actualization and provides opportunities for higher productivity. Productivity is an important measure of goal achievement because getting more done with less resources increases organizational profitability. Using the exploratory research design and 109 participants the result of the study indicates a strong positive correlation between performance appraisal and employee productivity. It suggests that the issue of performance appraisal in charitable organizations should be addressed. In view of the result of the study, the paper recommends that performance appraisal should carefully review employee’s strengths and weaknesses against requirements for possible future higher responsibilities.
This document provides an outline for a bachelor's thesis on examining the impact of financial incentives on employee performance at Kabul University in Afghanistan. The thesis will include an introduction outlining the topic and importance of studying employee performance and financial incentives. It will also include sections on the problem statement and research objectives, defining key terms, a literature review on relevant theories and prior studies, the methodology used including research design, data collection and sampling, findings, a discussion and conclusions section, and references. The methodology involves a questionnaire distributed to a random sample of the university's 700 employees to collect primary data on the impact of financial incentives on their performance.
Running head PROBLEMS IN THE WORKPLACE .docxtoltonkendal
Running head: PROBLEMS IN THE WORKPLACE
PROBLEMS IN THE WORKPLACE 14
Justification Report Part 3-Final
Problems in the Workplace
Phabian Smith
Strayer University
ENG 315 – Professional Communications
July 20, 2017
Letter of Transmittal
Date: July 27, 2017
Name of Professor: Julie Davenport
Name of the University: Strayer University
Subject: Letter of Transmittal
Dear Sir,
As part of the English program and the faculty of Strayer University, it is with immense pleasure that I submit to you this research report. With due respect, I submit the Justification Report, which you mandated.
Though I’m still pursuing the course, through this report, I have gained significant insight into the ideas involved in preparing a Justification report. As a learner, the experience was challenging and interesting. I’m grateful to the support that you provided through the ideas about preparing a Justification Report. Your judicious advice helped me to accomplish the task.
Yours’ sincerely,
Phabian Smith
SU200201853
ENG 315: Professional Communications
Table of Contents
Executive Summary 3
Problem Statement 5
Major Sections of the Report 6
Alternatives 6
Criteria. 6
General Methods. 6
Major conclusions. 6
Scope and Limitations of the Research 9
Criteria 9
Methods 9
Overview of Alternatives 9
Evaluation of Alternatives 9
Criterion 1. 9
Criterion 2 9
Findings and Analysis . 11
Recommendations 14
References 15
Executive Summary
This report was commissioned to analyze and evaluate alternative measures that can be applied to address the problem of increased employee turnover in one of America’s favorite restaurant. The analysis and evaluation used in the report followed criteria that focus on the productivity, cost, company image, employee morale, and practicality of the alternative. The result shows that there are several options that the organization can adopt to address the issue, which include teleworking and floating holidays. However, it identifies teleworking as the most appropriate for the particular organization. Consequently, it recommends the adoption of teleworking as a means of addressing the organizational problem. The challenge was the fact that the impact of the various alternative reflected small variations that made it difficult to arrive at the best alternative.Introduction
Numerous of the corporations nowadays are encountering the difficult of raised employee turnover as they move into a system in which they get a working environment that is better, benefits, opportunities and perks. The management of the organization where I work is concerned that there is high employee turnover and seeks to address the problem. This re ...
The document provides an analysis of a quality improvement initiative at TrueWill General Hospital that aimed to improve patient safety but led to poor nursing outcomes. The initiative focused on the Triple Aim of improving population health, patient experience, and reducing costs, overworking nurses and increasing stress. As nursing quality declined due to burnout and job dissatisfaction, patient outcomes deteriorated. The analysis finds that initiatives must also consider nursing quality to be successful. Recommendations are made to improve protocols and indicators to better support nurses and clinical and organizational outcomes.
A STUDY ON TRAINING AND THE DEVELOPMENT PROGRAMS AMONG THE MEDICAL AND THE AD...IAEME Publication
Basically, training and development were not seen as activities can help companies successfully create value and deal with competitiveness Advantage. Today that view has changed training for staff is being added value for organizations today. In this study researcher examine the impact of the components of training programs on the effectiveness of training programs and try to identify the discriminant aspects of the training and the development programs among the medical and the administrative staff in hospitals. The survey was taken in Tiruchirappalli district with 400 samples. Questionnaire was designed in five parts and circulated manually among respondents. Reliability and validity were analyzed through pilot study and the results were given.
- Faysal Bank was incorporated in Pakistan in 1994 and is a public limited company listed on the Karachi, Lahore, and Islamabad stock exchanges.
- The document discusses topics like employee motivation, job satisfaction, Herzberg's two-factor theory, psychological well-being of employees, research methodology used, and findings from employee interviews.
- Key findings include varying levels of job satisfaction depending on position in the bank, dissatisfaction with leadership style, and a recommendation to improve communication between management and employees.
This document outlines a student's proposed research project on identifying employee retention strategies that impact job satisfaction across organizations. The project will examine how factors like psychological/economic job security, affiliation, and self-actualization influence retention strategies. A survey will collect primary data on the relationship between various impact factors. The results aim to provide guidance to organizations on creating employee-oriented cultures to improve retention and business performance over the long term.
The document discusses work-life balance and its importance for employee engagement and productivity. It provides an overview of research showing that supporting work-life balance leads to increased employee engagement when the workplace culture genuinely values it. However, the benefits of work-life balance, like improved retention and discretionary effort, only occur when the entire workplace, including senior managers and colleagues, supports employees in achieving a better balance.
This document provides an overview of personnel management in a clinical laboratory setting. It discusses the importance of personnel to the quality management system and laboratory operations. Key aspects of personnel management that are covered include recruiting and retaining qualified staff, developing job descriptions, providing orientation and ongoing training, assessing competency, and creating policies to motivate employees and ensure retention. The goal of personnel management is to confirm that all laboratory staff are properly qualified and competent to perform their duties in a manner that ensures accurate test results and high quality patient care.
The document discusses performance evaluations for staff nurses. It describes the goals of evaluation as supporting development, identifying needs, and ensuring staff understand expectations. Evaluations should be done at least annually in writing and include feedback, self-evaluations, opportunities to respond, and mechanisms for appeal. Evaluators are trained to focus on behaviors and results, use notes on critical incidents, and ensure evaluations are nondiscriminatory. Competency in skills is also assessed through simulation and observation. Managers diagnose performance problems by determining standards and assessing skills versus motivation issues.
Career management practices and programmers
Many companies today are struggling with how to meet employee expectations regarding career development and advancement opportunities at a time when organizations are delayering and growth in the U.S. has slowed. In order to address this concern, E. L. Goldberg & Associates has collected career
management benchmark information and best practices from 34 organizations, representing a wide variety of industries. A supplemental study collected data from 75 professionals regarding how they define career success. Results indicate a significant shift in defining success in terms of intrinsic satisfiers versus the traditional more objective measures of success.
The benchmarking results reveal a major call to action for employers. Employees’ perceptions of career development and opportunities is frequently one of the lowest rated items on employee surveys, and research shows this is one of the top predictors of employee engagement. Despite this fact most companies subscribe to a philosophy of career self-reliance, essentially abdicating their responsibility for career management, leaving it up to the employee to figure out.
E. L. Goldberg & Associates believes that organizations can be more proactive in career management holding managers more accountable for understanding their employees’ career aspirations and educating employees on their career options. In addition, managers need to devote time to creating challenging opportunities that will contribute to individual career growth and development. This report outlines several best practices that participating companies utilize to facilitate career
management with both high-potential employees and the broader employee population.
These practices can have an impact on changing employees perceptions as two of the more innovative companies in this study reported that they created greater retention and career development satisfaction by providing people with development experiences versus simply a promotion. It is time for organizations to change their career management philosophies and become a more proactive partner in helping employees build their career.
The global marketplace and ever-changing workforce have created the need for organizations to engage human resources practices that recognize their human capital as their major competitive advantage. In fact, the current trends emphasize the growing demand for effective, creative recruitment and retention initiatives. Most human resources executives will cite the need to stay competitive with these initiatives as one of their biggest challenges. One of the basic principles to assist with this challenge is to embrace proactive and strategic career management practices that can provide you with a strong foundation for gaining a competitive edge.
Highlights
• A majority of survey respondents indicated that they define career success as being engaged in c
Unit VII Homework The Monster website has a number of career r.docxmarilucorr
Unit VII Homework
The Monster website has a number of career resources for individuals new to the job market, those looking for career advancement resources, or individuals looking for new job opportunities. For this assignment, complete the following steps:
1. Navigate to the Monster website. 2. Scroll down on the page, and find section labeled Communities and click on the button within this section labeled Career Start (this button is located on the left-hand side of the website). 3. Within this section, research one of the career areas you find interesting or a topic tied to your career goals.
Write a two-page paper on the ideas discussed in the resource and how you plan on integrating the ideas into your current or future position. All sources used need to be cited according to APA format.
https://www.monster.com
BHR 4680, Training and Development 1
Course Learning Outcomes for Unit VII
Upon completion of this unit, students should be able to:
5. Assess the organizational structure/environment to determine which external participants use to
obtain transfer of learning.
5.1 Discuss why career management is important from both the employee and company
perspective.
5.2 State the factors that should be considered in designing an effective career management
system.
5.3 Explain the importance of developing career paths, dual-career paths, and a career portfolio.
Reading Assignment
Chapter 10:
Social Responsibility: Legal Issues, Managing Diversity, and Career Challenges
Unit Lesson
Career development is important for companies to create and sustain a continuous learning environment. The
biggest challenge that companies face is finding a balance between advancing current employees’ careers,
while simultaneously attracting and acquiring employees with new skills. The concept of careers is influenced
by the growing use of teams to produce products and provide services.
What is career management, and why is career management important? It is the process through which
employees:
become aware of their own interests, values, strengths, and weaknesses;
obtain information about job opportunities within the company;
identify career goals; and
establish action plans to achieve career goals.
From the company’s perspective, the failure to motivate employees to plan their careers can result in:
a shortage of employees to fill open positions,
lower employee commitment, and
inappropriate use of monies allocated for training and development programs.
From the employees’ perspective, lack of career management can result in:
frustration due to lack of personal growth and challenge at work,
feelings of not being valued in the company, and
an inability to find suitable employment in case of mergers, acquisitions, restructuring, or downsizing.
UNIT VII STUDY GUIDE
Careers and Career Management
BHR 4680, Training and Development 2
UNIT x STUDY GUIDE ...
Portfolio ProjectYou are the assistant to the Director at a lar.docxharrisonhoward80223
Portfolio Project:
You are the assistant to the Director at a large healthcare facility. The director would like to welcome the interns using a presentation. You have been tasked to compile information to provide the interns with an overview of leadership and management essentials within health care.
1. Explain what drives individual’s behaviors. Examine the importance of this, as it relates to health service managers.
2. Discuss the 9 habits of the mind and explain why they are relevant for managers.
3. Identify and explain, at minimum, three of the most important leadership competencies for healthcare service managers.
4. Describe best practice management and effective leadership techniques, which will help improve performances among employees and /or organizations.
5. Define strategic planning (healthcare services) and explain the five steps that it encompasses, which will assist a manager to explore and articulate an effective process.
Due date is Monday March 21 6pm eastern time.
APA format (original work)
No page limit
PERFORMANCE APPRAISAL 1
PERFORMANCE APPRAISAL 7
Performance appraisal; Two Styles Of Evulation
Chelsea Mattingly
UMUC
Organizations’ want to ensure that they work towards success to achieve all the set goals such as a healthcare facility. An organization’s major purpose is to make profits based on the investments and activities it carries out. Therefore, it uses various techniques and methods to enable it to reach a level of success which is done by keeping a close control and supervision of the activities of the organization. Hence, it is its duty to maintain high productivity and production of quality products and services in the workplace. It is clear that employees are the major contributors to high productivity and increase in the quality of goods and services. Therefore, it is important to ensure that the performance of employees is closely checked and examined for the benefit of the organization.
Performance appraisal according to Deb (2006) refers to the process and technique by which the performance of a given employee is periodically evaluated so as to note any changes that may arise. It refers to the situation where employees are monitored and supervised by encouraging them to provide quality work which benefits both the employees and the organization. This is because once profits increase, employees are in a better position to receive better pays and also the organization will succeed leading to existence in the future. Performance appraisal mainly focuses on developing the employees’ performance in the workplace which leads to better ways of production and increased levels of productivity. It aims at using new ways of productivity and improving the skills and experiences of the employees.
Employees perform different activities in organizations based on their difference in skills and experience. This leads to a process where an organization can allocate .
This document discusses employee attrition and retention. It begins by defining employee turnover and explaining that high turnover can harm a company's productivity. The document then discusses the objectives of studying attrition at Milma, an organization in the dairy industry. It aims to understand satisfaction levels, identify dissatisfaction factors, and suggest improvements. The research methodology section explains that primary data was collected through questionnaires, while secondary data came from company websites and reports. Key factors like career growth, work environment, and policies were examined. The limitations of the small sample size and difficulties collecting past data are also noted.
13022 1 BIOL 315 Salmonella and Typhoid fever CicelyBourqueju
1/30/22
1
BIOL 315: Salmonella and
Typhoid fever
Dr. Sean Murray
Western Blot
Typhoid Fever
Typhoid Fever
• Salmonella Typhi: only infects humans
• CDC estimates 21 million cases per year world wide
with 200,000 deaths
• 400 cases per year in USA (most traveled to developing
countries)
Gastroenteritis
• Salmonella Typhimurium: broad host range
• CDC estimates 6.5 million cases a year in USA
with ~9,000 deaths from gastroenteritis
• 1/3 of all gastroenteritis infections caused by
Salmonella
• CDC: 15 Salmonella infections per 100,000
people in USA
Typhoid Fever
• Salmonella Typhi
• Fecally contaminated food/water
• 1-4 weeks post-ingestion for symptoms
• Multiply in spleen, liver
• High fever, chills, convulsions, delirium, and
anorexia for 2-3 weeks
• Pass from liver to gall bladder to intestine,
where it may ulcerate the intestinal mucosa
(fatal)
• Treatment: antibiotics
1/30/22
2
Typhoid Mary, early 1900s
• Salmonella can persist in the gall
bladder, and may be shed in feces
• Chef Typhoid Mary was a carrier
• She infected many people as she
worked at hotels, restaurants, hospitals
• Arrested twice, spent the rest of her life
in prison after the second arrest
Gastroenteritis
• Salmonella Typhimurium
• Contaminated poultry/eggs
– Caesar salad, raw eggs
• Nausea, vomiting 6-24 hours post ingestion
• Followed by abdominal pain, diarrhea, fever
• Symptoms last 1 week
• Shed Salmonella in feces for up to 3 months
• 1-3% of people shed for 1 year
• If enters bloodstream, septic shock (rare)
• Antibiotics not normally prescribed
Species infected by Salmonella
• Humans (Typhi)
• Humans, mice, cows, most mammals,
C. elegans (Typhimurium)
Salmonella Invasion of intestinal epithelium
1/30/22
3
TIIISS injects proteins into mammalian
cells that are NOT normally phagocytic to
induce phagocytosis of bacterium
Galan and Wolf-Watz, Nature, 2006
Type III-secretion system (TIIISS)
Galan and Wolf-Watz, Nature, 2006
Secretion protein complex is sequentially assembled
starting with the inner membrane, outer membrane,
periplasm, and finally the extracellular domains
Galan and Wolf-Watz, Nature, 2006
Invasion of intestinal epithelium
1/30/22
4
Holden, Traffic, 2002
Invading
macrophages
Paul (Ed.), Fundamental Immunology, 2003
Holden, Traffic, 2002
Salmonella
Containing
Vacuoles
Holden, Traffic, 2002
Salmonella Pathogenicity Islands SPI-1 and SPI-2
encode two different TIIISS that were horizontally
acquired (different GC content than chromosome);
pSLT is self-transmissible
pSLT
Spi-1
Spi-2
Salmonella
chromosome
Genome = chromosome plus plasmid
How does Salmonella adapt to
being inside or outside host cells?
In bacterial
membrane:
In bacterial
cytoplasm:
PhoQ
PhoP
(sensor)
(transcription factor)
1/30/22
5
PhoQ is activated by molecular signals inside ...
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Organizational diagnosis has been identified as a significant issue in terms of organizational change and organizational development (Leech, 2011). It has been noted by a number of researchers that management of change in organization involves the consideration of three key questions of what (the content related to initiation of change), how (the process for initiation of change) and why (the reasons for initiation of change). Organizational diagnosis further covers a number of aspects, and hence, is given huge significance from the perspective of organizational change (Worley, 2014). It is a method used for analysis of organization while identifying the shortcomings of organization for neutralizing them by the initiation of organizational change. This report will cover the concepts related to organizational change management and diagnostic process, referring to the case study provided. It has been anticipated in the case study that the newly established School of Business across the All Star University will have to consider reducing its work force by 20 per cent if the proposed guidelines of budget are met.
Vinit Patidar is an intern at Jyoti Multi-Speciality Hospital Indore, under the guidance of Mr. Vineet Mani and Dr. Swapnil Moyal. Jyoti Multi-Speciality Hospital is a privately held company established in 2018 in Indore, Madhya Pradesh. As an intern, Vinit's responsibilities include patient satisfaction surveys, complaint resolution, and ensuring efficient operations of hospital departments. Through the internship, Vinit aims to understand hospital administration and identify areas for improvement.
Research paper on Employee turnover in organizationsSummaya Sharif
Abstract
The research paper is intended to answer some of the most FAQs of the organizations about employee turnover and help them in lessening this threat which results in losing the loyal and hardworking workforce.
The FAQs include;
-What is employee turnover?
-What are the factors causing employee turnover?
-How to identify/elucidate these factors?
-How is employee turnover a function of these factors?
-What is the relationship between employee turnover and each of selected factors?
-To what extent each of these factors is related to employee turnover?
Which of these factors is the main cause of employee turnover?
In order to get the pragmatic answers to the questions above, and prove the inferences/Hypothesis on the relationship of these factors with employee turnover; the research has been carried to a pragmatic and scientific level. The results of the research carried out will help the organizations to answer the questions above with relevance, reliability, authenticity, relationship metrics, all checked. The scientific study carried out is elucidated below;
Purpose: This research article investigates the factors that influence the employee turnover in order to elucidate the role that they play to influence employee turnover and ergo, their relationship with employee turnover. Hence the purpose is both causal as well as descriptive.
Problem Statement: The research has been conducted to help organizations lessen employee turnover. The basic problem statement is to study the effect of chosen factors (Age, wage rate, unskilled labor, and work-life balance) on employee turnover and hence their relationship with it.
Ergo the basic Research Questions include:
-To what extent unskilled labor leads to employee turnover?
-Does work-life balance affect the employee turnover?
-What contributions wage rate has towards employee turnover?
How much influence age has on employee turnover?
Research method: Considering the Krejice and Morgan’s (1970) table to ensure a good decision, a sample of 100 employees, regardless of gender, area, and status, is taken so that the studied sample size is representative of the population. With groups as my unit of analysis mono-method and deductive approach is used in this research and the data collection technique is disproportionate stratified random sampling.
Findings: The findings apparently showed that the main factor that is influencing employee turnover is “job that hurdles the fulfillment of fulfillment of family duties; with a coefficient of 0.800.”Ergo if this factor is kept under control then a significant change can be seen in employee turnover.
Recommendations are also elucidated in the paper.
This document summarizes an investigation into the relationship between employee retention policies and employee loyalty within the pharmaceutical sector, using GlaxoSmithKline as a case study. It provides background on the importance of employee retention and factors that influence retention such as career growth, compensation, work environment and satisfaction. The research aims to explore GSK's retention policies and their impact on employee loyalty, and identify factors affecting loyalty. It will propose recommendations to improve retention and loyalty within the organization.
Although performance appraisal is concerned with the evaluation of workers job performance, it at the same time serves to highlight the specific objectives of an organization. As the employee is being evaluated the organization is also evaluating itself by comparing objectives and standards of performance, reviews the whole appraisal framework and design as well as organizational values and culture. Performance appraisal is a veritable tool for organizations to evaluate and increase the quality of education and training of their workforce with a view to developing lifelong learning patterns and strategies to sustain productivity throughout longer working periods. Motivation as it relates to employee productivity is often behind the drive for performance and self-actualization and provides opportunities for higher productivity. Productivity is an important measure of goal achievement because getting more done with less resources increases organizational profitability. Using the exploratory research design and 109 participants the result of the study indicates a strong positive correlation between performance appraisal and employee productivity. It suggests that the issue of performance appraisal in charitable organizations should be addressed. In view of the result of the study, the paper recommends that performance appraisal should carefully review employee’s strengths and weaknesses against requirements for possible future higher responsibilities.
This document provides an outline for a bachelor's thesis on examining the impact of financial incentives on employee performance at Kabul University in Afghanistan. The thesis will include an introduction outlining the topic and importance of studying employee performance and financial incentives. It will also include sections on the problem statement and research objectives, defining key terms, a literature review on relevant theories and prior studies, the methodology used including research design, data collection and sampling, findings, a discussion and conclusions section, and references. The methodology involves a questionnaire distributed to a random sample of the university's 700 employees to collect primary data on the impact of financial incentives on their performance.
Running head PROBLEMS IN THE WORKPLACE .docxtoltonkendal
Running head: PROBLEMS IN THE WORKPLACE
PROBLEMS IN THE WORKPLACE 14
Justification Report Part 3-Final
Problems in the Workplace
Phabian Smith
Strayer University
ENG 315 – Professional Communications
July 20, 2017
Letter of Transmittal
Date: July 27, 2017
Name of Professor: Julie Davenport
Name of the University: Strayer University
Subject: Letter of Transmittal
Dear Sir,
As part of the English program and the faculty of Strayer University, it is with immense pleasure that I submit to you this research report. With due respect, I submit the Justification Report, which you mandated.
Though I’m still pursuing the course, through this report, I have gained significant insight into the ideas involved in preparing a Justification report. As a learner, the experience was challenging and interesting. I’m grateful to the support that you provided through the ideas about preparing a Justification Report. Your judicious advice helped me to accomplish the task.
Yours’ sincerely,
Phabian Smith
SU200201853
ENG 315: Professional Communications
Table of Contents
Executive Summary 3
Problem Statement 5
Major Sections of the Report 6
Alternatives 6
Criteria. 6
General Methods. 6
Major conclusions. 6
Scope and Limitations of the Research 9
Criteria 9
Methods 9
Overview of Alternatives 9
Evaluation of Alternatives 9
Criterion 1. 9
Criterion 2 9
Findings and Analysis . 11
Recommendations 14
References 15
Executive Summary
This report was commissioned to analyze and evaluate alternative measures that can be applied to address the problem of increased employee turnover in one of America’s favorite restaurant. The analysis and evaluation used in the report followed criteria that focus on the productivity, cost, company image, employee morale, and practicality of the alternative. The result shows that there are several options that the organization can adopt to address the issue, which include teleworking and floating holidays. However, it identifies teleworking as the most appropriate for the particular organization. Consequently, it recommends the adoption of teleworking as a means of addressing the organizational problem. The challenge was the fact that the impact of the various alternative reflected small variations that made it difficult to arrive at the best alternative.Introduction
Numerous of the corporations nowadays are encountering the difficult of raised employee turnover as they move into a system in which they get a working environment that is better, benefits, opportunities and perks. The management of the organization where I work is concerned that there is high employee turnover and seeks to address the problem. This re ...
The document provides an analysis of a quality improvement initiative at TrueWill General Hospital that aimed to improve patient safety but led to poor nursing outcomes. The initiative focused on the Triple Aim of improving population health, patient experience, and reducing costs, overworking nurses and increasing stress. As nursing quality declined due to burnout and job dissatisfaction, patient outcomes deteriorated. The analysis finds that initiatives must also consider nursing quality to be successful. Recommendations are made to improve protocols and indicators to better support nurses and clinical and organizational outcomes.
A STUDY ON TRAINING AND THE DEVELOPMENT PROGRAMS AMONG THE MEDICAL AND THE AD...IAEME Publication
Basically, training and development were not seen as activities can help companies successfully create value and deal with competitiveness Advantage. Today that view has changed training for staff is being added value for organizations today. In this study researcher examine the impact of the components of training programs on the effectiveness of training programs and try to identify the discriminant aspects of the training and the development programs among the medical and the administrative staff in hospitals. The survey was taken in Tiruchirappalli district with 400 samples. Questionnaire was designed in five parts and circulated manually among respondents. Reliability and validity were analyzed through pilot study and the results were given.
- Faysal Bank was incorporated in Pakistan in 1994 and is a public limited company listed on the Karachi, Lahore, and Islamabad stock exchanges.
- The document discusses topics like employee motivation, job satisfaction, Herzberg's two-factor theory, psychological well-being of employees, research methodology used, and findings from employee interviews.
- Key findings include varying levels of job satisfaction depending on position in the bank, dissatisfaction with leadership style, and a recommendation to improve communication between management and employees.
This document outlines a student's proposed research project on identifying employee retention strategies that impact job satisfaction across organizations. The project will examine how factors like psychological/economic job security, affiliation, and self-actualization influence retention strategies. A survey will collect primary data on the relationship between various impact factors. The results aim to provide guidance to organizations on creating employee-oriented cultures to improve retention and business performance over the long term.
The document discusses work-life balance and its importance for employee engagement and productivity. It provides an overview of research showing that supporting work-life balance leads to increased employee engagement when the workplace culture genuinely values it. However, the benefits of work-life balance, like improved retention and discretionary effort, only occur when the entire workplace, including senior managers and colleagues, supports employees in achieving a better balance.
This document provides an overview of personnel management in a clinical laboratory setting. It discusses the importance of personnel to the quality management system and laboratory operations. Key aspects of personnel management that are covered include recruiting and retaining qualified staff, developing job descriptions, providing orientation and ongoing training, assessing competency, and creating policies to motivate employees and ensure retention. The goal of personnel management is to confirm that all laboratory staff are properly qualified and competent to perform their duties in a manner that ensures accurate test results and high quality patient care.
The document discusses performance evaluations for staff nurses. It describes the goals of evaluation as supporting development, identifying needs, and ensuring staff understand expectations. Evaluations should be done at least annually in writing and include feedback, self-evaluations, opportunities to respond, and mechanisms for appeal. Evaluators are trained to focus on behaviors and results, use notes on critical incidents, and ensure evaluations are nondiscriminatory. Competency in skills is also assessed through simulation and observation. Managers diagnose performance problems by determining standards and assessing skills versus motivation issues.
Career management practices and programmers
Many companies today are struggling with how to meet employee expectations regarding career development and advancement opportunities at a time when organizations are delayering and growth in the U.S. has slowed. In order to address this concern, E. L. Goldberg & Associates has collected career
management benchmark information and best practices from 34 organizations, representing a wide variety of industries. A supplemental study collected data from 75 professionals regarding how they define career success. Results indicate a significant shift in defining success in terms of intrinsic satisfiers versus the traditional more objective measures of success.
The benchmarking results reveal a major call to action for employers. Employees’ perceptions of career development and opportunities is frequently one of the lowest rated items on employee surveys, and research shows this is one of the top predictors of employee engagement. Despite this fact most companies subscribe to a philosophy of career self-reliance, essentially abdicating their responsibility for career management, leaving it up to the employee to figure out.
E. L. Goldberg & Associates believes that organizations can be more proactive in career management holding managers more accountable for understanding their employees’ career aspirations and educating employees on their career options. In addition, managers need to devote time to creating challenging opportunities that will contribute to individual career growth and development. This report outlines several best practices that participating companies utilize to facilitate career
management with both high-potential employees and the broader employee population.
These practices can have an impact on changing employees perceptions as two of the more innovative companies in this study reported that they created greater retention and career development satisfaction by providing people with development experiences versus simply a promotion. It is time for organizations to change their career management philosophies and become a more proactive partner in helping employees build their career.
The global marketplace and ever-changing workforce have created the need for organizations to engage human resources practices that recognize their human capital as their major competitive advantage. In fact, the current trends emphasize the growing demand for effective, creative recruitment and retention initiatives. Most human resources executives will cite the need to stay competitive with these initiatives as one of their biggest challenges. One of the basic principles to assist with this challenge is to embrace proactive and strategic career management practices that can provide you with a strong foundation for gaining a competitive edge.
Highlights
• A majority of survey respondents indicated that they define career success as being engaged in c
Unit VII Homework The Monster website has a number of career r.docxmarilucorr
Unit VII Homework
The Monster website has a number of career resources for individuals new to the job market, those looking for career advancement resources, or individuals looking for new job opportunities. For this assignment, complete the following steps:
1. Navigate to the Monster website. 2. Scroll down on the page, and find section labeled Communities and click on the button within this section labeled Career Start (this button is located on the left-hand side of the website). 3. Within this section, research one of the career areas you find interesting or a topic tied to your career goals.
Write a two-page paper on the ideas discussed in the resource and how you plan on integrating the ideas into your current or future position. All sources used need to be cited according to APA format.
https://www.monster.com
BHR 4680, Training and Development 1
Course Learning Outcomes for Unit VII
Upon completion of this unit, students should be able to:
5. Assess the organizational structure/environment to determine which external participants use to
obtain transfer of learning.
5.1 Discuss why career management is important from both the employee and company
perspective.
5.2 State the factors that should be considered in designing an effective career management
system.
5.3 Explain the importance of developing career paths, dual-career paths, and a career portfolio.
Reading Assignment
Chapter 10:
Social Responsibility: Legal Issues, Managing Diversity, and Career Challenges
Unit Lesson
Career development is important for companies to create and sustain a continuous learning environment. The
biggest challenge that companies face is finding a balance between advancing current employees’ careers,
while simultaneously attracting and acquiring employees with new skills. The concept of careers is influenced
by the growing use of teams to produce products and provide services.
What is career management, and why is career management important? It is the process through which
employees:
become aware of their own interests, values, strengths, and weaknesses;
obtain information about job opportunities within the company;
identify career goals; and
establish action plans to achieve career goals.
From the company’s perspective, the failure to motivate employees to plan their careers can result in:
a shortage of employees to fill open positions,
lower employee commitment, and
inappropriate use of monies allocated for training and development programs.
From the employees’ perspective, lack of career management can result in:
frustration due to lack of personal growth and challenge at work,
feelings of not being valued in the company, and
an inability to find suitable employment in case of mergers, acquisitions, restructuring, or downsizing.
UNIT VII STUDY GUIDE
Careers and Career Management
BHR 4680, Training and Development 2
UNIT x STUDY GUIDE ...
Portfolio ProjectYou are the assistant to the Director at a lar.docxharrisonhoward80223
Portfolio Project:
You are the assistant to the Director at a large healthcare facility. The director would like to welcome the interns using a presentation. You have been tasked to compile information to provide the interns with an overview of leadership and management essentials within health care.
1. Explain what drives individual’s behaviors. Examine the importance of this, as it relates to health service managers.
2. Discuss the 9 habits of the mind and explain why they are relevant for managers.
3. Identify and explain, at minimum, three of the most important leadership competencies for healthcare service managers.
4. Describe best practice management and effective leadership techniques, which will help improve performances among employees and /or organizations.
5. Define strategic planning (healthcare services) and explain the five steps that it encompasses, which will assist a manager to explore and articulate an effective process.
Due date is Monday March 21 6pm eastern time.
APA format (original work)
No page limit
PERFORMANCE APPRAISAL 1
PERFORMANCE APPRAISAL 7
Performance appraisal; Two Styles Of Evulation
Chelsea Mattingly
UMUC
Organizations’ want to ensure that they work towards success to achieve all the set goals such as a healthcare facility. An organization’s major purpose is to make profits based on the investments and activities it carries out. Therefore, it uses various techniques and methods to enable it to reach a level of success which is done by keeping a close control and supervision of the activities of the organization. Hence, it is its duty to maintain high productivity and production of quality products and services in the workplace. It is clear that employees are the major contributors to high productivity and increase in the quality of goods and services. Therefore, it is important to ensure that the performance of employees is closely checked and examined for the benefit of the organization.
Performance appraisal according to Deb (2006) refers to the process and technique by which the performance of a given employee is periodically evaluated so as to note any changes that may arise. It refers to the situation where employees are monitored and supervised by encouraging them to provide quality work which benefits both the employees and the organization. This is because once profits increase, employees are in a better position to receive better pays and also the organization will succeed leading to existence in the future. Performance appraisal mainly focuses on developing the employees’ performance in the workplace which leads to better ways of production and increased levels of productivity. It aims at using new ways of productivity and improving the skills and experiences of the employees.
Employees perform different activities in organizations based on their difference in skills and experience. This leads to a process where an organization can allocate .
This document discusses employee attrition and retention. It begins by defining employee turnover and explaining that high turnover can harm a company's productivity. The document then discusses the objectives of studying attrition at Milma, an organization in the dairy industry. It aims to understand satisfaction levels, identify dissatisfaction factors, and suggest improvements. The research methodology section explains that primary data was collected through questionnaires, while secondary data came from company websites and reports. Key factors like career growth, work environment, and policies were examined. The limitations of the small sample size and difficulties collecting past data are also noted.
Similar to 121121, 709 PM Preview Rubric Step 5 Final Analysis and (20)
13022 1 BIOL 315 Salmonella and Typhoid fever CicelyBourqueju
1/30/22
1
BIOL 315: Salmonella and
Typhoid fever
Dr. Sean Murray
Western Blot
Typhoid Fever
Typhoid Fever
• Salmonella Typhi: only infects humans
• CDC estimates 21 million cases per year world wide
with 200,000 deaths
• 400 cases per year in USA (most traveled to developing
countries)
Gastroenteritis
• Salmonella Typhimurium: broad host range
• CDC estimates 6.5 million cases a year in USA
with ~9,000 deaths from gastroenteritis
• 1/3 of all gastroenteritis infections caused by
Salmonella
• CDC: 15 Salmonella infections per 100,000
people in USA
Typhoid Fever
• Salmonella Typhi
• Fecally contaminated food/water
• 1-4 weeks post-ingestion for symptoms
• Multiply in spleen, liver
• High fever, chills, convulsions, delirium, and
anorexia for 2-3 weeks
• Pass from liver to gall bladder to intestine,
where it may ulcerate the intestinal mucosa
(fatal)
• Treatment: antibiotics
1/30/22
2
Typhoid Mary, early 1900s
• Salmonella can persist in the gall
bladder, and may be shed in feces
• Chef Typhoid Mary was a carrier
• She infected many people as she
worked at hotels, restaurants, hospitals
• Arrested twice, spent the rest of her life
in prison after the second arrest
Gastroenteritis
• Salmonella Typhimurium
• Contaminated poultry/eggs
– Caesar salad, raw eggs
• Nausea, vomiting 6-24 hours post ingestion
• Followed by abdominal pain, diarrhea, fever
• Symptoms last 1 week
• Shed Salmonella in feces for up to 3 months
• 1-3% of people shed for 1 year
• If enters bloodstream, septic shock (rare)
• Antibiotics not normally prescribed
Species infected by Salmonella
• Humans (Typhi)
• Humans, mice, cows, most mammals,
C. elegans (Typhimurium)
Salmonella Invasion of intestinal epithelium
1/30/22
3
TIIISS injects proteins into mammalian
cells that are NOT normally phagocytic to
induce phagocytosis of bacterium
Galan and Wolf-Watz, Nature, 2006
Type III-secretion system (TIIISS)
Galan and Wolf-Watz, Nature, 2006
Secretion protein complex is sequentially assembled
starting with the inner membrane, outer membrane,
periplasm, and finally the extracellular domains
Galan and Wolf-Watz, Nature, 2006
Invasion of intestinal epithelium
1/30/22
4
Holden, Traffic, 2002
Invading
macrophages
Paul (Ed.), Fundamental Immunology, 2003
Holden, Traffic, 2002
Salmonella
Containing
Vacuoles
Holden, Traffic, 2002
Salmonella Pathogenicity Islands SPI-1 and SPI-2
encode two different TIIISS that were horizontally
acquired (different GC content than chromosome);
pSLT is self-transmissible
pSLT
Spi-1
Spi-2
Salmonella
chromosome
Genome = chromosome plus plasmid
How does Salmonella adapt to
being inside or outside host cells?
In bacterial
membrane:
In bacterial
cytoplasm:
PhoQ
PhoP
(sensor)
(transcription factor)
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PhoQ is activated by molecular signals inside ...
12620, 10(28 AMBritish Jury Delivers First Conviction for FeCicelyBourqueju
1/26/20, 10(28 AMBritish Jury Delivers First Conviction for Female Genital Cutting - The New York Times
Page 1 of 2https://www.nytimes.com/2019/02/01/world/europe/female-genital-mutilation-conviction-britain.html?searchResultPosition=4
https://nyti.ms/2UzfDiq
By Palko Karasz and Anna Schaverien
Feb. 1, 2019
LONDON — A woman in London was convicted on Friday over the genital cutting of her daughter, becoming
the first person to be successfully prosecuted under the country’s law banning the practice.
The 37-year-old woman was found guilty of committing female genital cutting in August 2017, when her
daughter was 3. The girl’s father, 43, was cleared of charges. Neither parent was identified because of
reporting restrictions placed on the case.
“Female genital mutilation has an appalling physical and emotional impact on victims that usually lasts their
entire life,” said Lynette Woodrow, a deputy chief crown prosecutor, in a statement. “A 3-year-old has no power
to resist or fight back.”
A jury in London heard the girl was “deliberately cut and her injuries amounted to F.G.M.,” the statement from
prosecutors said, referring to female genital cutting, the practice of a girl’s genitalia being cut and removed.
The mother, originally from Uganda, where the practice is also illegal, claimed her daughter’s injuries were
caused when she fell from a kitchen counter onto an open metal lined cupboard door. None of the medical
experts who testified supported that assessment, the prosecutors said. The statement did not describe the
woman’s possible motives.
The girl was taken to a hospital and lost a significant amount of blood because of her injuries, jurors were told,
according to the BBC.
“I come before thee today with tears in my eyes, fear in my heart,” the woman wrote in her diary, according to
prosecutors. “My mother, I made a choice in my life. With that choice I could be going to jail.”
Aisha Gill, a professor of criminology at the University of Roehampton, said in a phone interview that the
verdict was “significant because it sends out a message to affected communities that these kinds of harmful
practices will not be tolerated.”
Calling it “a landmark case,” she added, “We need to see that the law will be operational and effective to
enable victims to come forward when necessary.”
British Jury Delivers First Conviction
for Female Genital Cutting
https://www.nytimes.com/
https://www.nytimes.com/by/palko-karasz
https://www.nytimes.com/by/anna-schaverien
https://www.cps.gov.uk/london-north/news/mother-first-be-convicted-female-genital-mutilation
https://www.bbc.co.uk/news/uk-england-47094707
1/26/20, 10(28 AMBritish Jury Delivers First Conviction for Female Genital Cutting - The New York Times
Page 2 of 2https://www.nytimes.com/2019/02/01/world/europe/female-genital-mutilation-conviction-britain.html?searchResultPosition=4
Female genital cutting has been illegal in Britain since 1985, but previous prosecutions have l ...
12621, 1000 PMOriginality ReportPage 1 of 6httpsclasCicelyBourqueju
1/26/21, 10:00 PMOriginality Report
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Dera Ogudo
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Total Number of ReTotal Number of Re……
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Highest MatchHighest Match
63 %
WK8Assgn_Ogudo.docx
Average MatchAverage Match
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09:48 PM CST
Average Word CountAverage Word Count
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Highest: WK8Assgn_Ogud…
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1
3
Alzheimer’s Case Study Analysis
Dera Ogudo
Walden University
January 26, 2021
Alzheimer’s Disease Case Study It can be a daunting task for a skilled practitioner to carry a diagnosis of Alzheimer’s disease (AD). Diagnosis of
dementia must have at least two major cognitive functions for it to be affected sufficiently to impede daily routines. These entail the capacity
to reason, language skills, memory, visual protection, and ability to solve problems. Diagnosis of dementia does not have a definite test, thus,
there is a need for clinicians to conduct several assessments like neurophysiological and cognitive tests in order to determine judgment, cogni-
tion, memory, attention, vocabulary, and thinking. The case study entails a seventy-six-year-old man who is suspected of having Alzheimer’s
disease. The case conclusion is derived on the information that is presented by his son and there lacked organic illness process during inspec-
tion. His behavioral changes began 2 years ago, which comprised of apathy, changes in his personality, which was later followed by diffi-
culties when speaking and loss of memory. When conducting a clinical interview, confabulation was also detected, self-ascertained eu-
thymic mood and speech. The patient also showed signs of impaired insight and judgment and also lacked impulse control. The pa-
tient does not show signs of suicide ideation and he is diagnosed with a condition called neurocognitive disorder that is linked to Alzheimer’s
11
22
33 44
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1/26/21, 10:00 PMOriginality Report
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1302 Notes – 06 – February 4, 2021 Writing about Fiction (& CicelyBourqueju
1302 Notes – 06 – February 4, 2021
Writing about Fiction (& Exam)
1. Putting the “Composition” into Composition II
(how to start and end paragraphs with your topic sentence)
2. The Academic Paragraph—with an Example
(it starts and ends with the same topic sentence)
3. Analyze First
4. Let’s Practice Topic Sentences (which will start and end the paragraphs)
5. Let’s Practice Finding Support (for the topic sentences which go where?)
6. Drafting the Paragraph Assignment (establishes today’s attendance)
7. Homework Help (Paragraph & Exam 1: Fiction)
8. Checklist of Graded Assignments, Week 3
HOMEWORK for NEXT TIME: 1- ANALYZE a short story. 2-DRAFT an
academic paragraph of 8-24 sentences, communicating one writing technique in that
story. 3-REVISE the paragraph, then UPLOAD it by Sunday night. 4-TAKE Exam 1:
Fiction any time until next Wednesday (note: no new readings).
1. Putting the “Composition” into Composition 2
• You are LEARNING ABOUT FICTION in order to WRITE ABOUT FICTION
• The skills you use to write about fiction, you can then use in real life
to write about incident reports, peer reviews, etc.
• We will start by writing an ACADEMIC PARAGRAPH
• Next week, we will write an ESSAY, which will include:
• An introductory paragraph
• 2 or more academic paragraphs, and
• A concluding paragraph
2. The Academic Paragraph (with an Example)
ACADEMIC PARAGRAPHS, in literary analysis, exist to communicate ONE (1) specific
insight about a story, poem, or play. This time, we’re doing short stories.
WHY WRITE? Consider Comic-Con, book clubs, and fandoms (like Trekkers or
Browncoats). Also, this develops your ability to look at evidence and build a theory
based on that evidence—a good skill to have in law, in medicine, in business, etc.
HOW & WHEN TO WRITE? Use today’s class time to write an academic paragraph
explaining one (1) insight about one (1) short story. You will then have a chance to
The paragraph starts and ends
with the same point. This "topic
sentence" is the whole reason
the paragraph exists. Be sure to
name the author & title. If you
think a reader may need a
reminder about the term you
are using, define it. If you don't
use your own words, you must
use quotation marks and cite
your source! It's a good idea,
toward the start, to give a one-
line summary of the story in
your own words—name the
main characters. You should
have points to make that
support your topic sentence. Put
them before the quotes that
support them. Support can be
given as quotes and as facts
from the story. If you use a story
with page numbers, remember
to put the page number of the
quote in parentheses after the
quote. Make sure you proved
your point, by the end, even if
you feel you're stating the
obvious, because you probably
are not stating the obvious.
Finish with a restatement of the
topic sentence.
revise and fix any glitches before uploading by Sunday night ...
13-1 Final Project Milestone One IntroductionCicelyBourqueju
1
3-1 Final Project Milestone One: Introduction
January 19,2022
Sierra Club
Sierra Club is an environmental organization that operates in all the US states, promoting the importance of preserving the environment. The environment is primarily polluted, and Sierra Club is doing all it can to bring people together to develop solutions for protecting the environment. Sierra Club has organized over four thousand rallies and events for different causes like racism, mainly focusing on environmental issues (About the Sierra Club, n.d.). Sierra Club, over recent years, they have been lobbying the government to promote environmentally friendly practices by implementing policies that promote environmental conservation (About the Sierra Club, n.d.). Sierra Club focuses on promoting environmental sustainability, solving and preventing further global warming and its effects, and using coal by large manufacturing companies. Sierra Club does not only deal with ecological protests; they organize outdoor activities like rock climbing, camping, and wilderness excursions for its members. Sierra Club’s vision states that they envision themselves being an inclusive, diverse, and knowledgeable movement that has achieved a sustainable environment making their achievement an inspiration to other communities (About the Sierra Club, n.d.). Its mission includes exploring and protecting the wild areas of the earth, promoting effective and responsible use of the environment and its resources, and educating people on protecting and restoring the natural environment (About the Sierra Club, n.d.).
Disney Corporation
The Walt Disney Company, popularly known as Disney corporation, is a multinational entertainment company that aims at entertaining and inspiring its viewers. Disney began as an animation production company, and with time it grew its products and services. Disney products and services include Walt Disney Pictures, responsible for several film production companies (About the Walt Disney Company, n.d.). The products and services also include the ABC broadcast network, several cable services like Disney Chanel, Live streaming services like Disney+, several theme parks in the country hotels and cruise ship lines (About the Walt Disney Company, n.d.). Disney focuses on innovation to create new and customized products for its customers due to the high competition in the film production industry and live streaming services. The vision of Disney is to be among the leading producers, entertainers, and information in the world (About the Walt Disney Company, n.d.). Disney’s mission is to entertain and inform its users through storytelling using innovation and technology, making Disney the premium entertainment company globally (About the Walt Disney Company, n.d.).
Miami-Dade County Florida
Miami-Dade County in southeastern Florida is the largest county in Florida State. Miami-Dade County has more than two million five hundred people makin ...
13.7TearViscosityPressurePlate Gap0.00350.00180.000.000.00350.00170.000.000.45319.00186.001.800.85380.00174.001.800.35350.00180.000.000.30300.00180.000.000.70400.00180.000.001.90350.00190.000.000.25350.00180.000.000.10319.00186.00-1.800.15380.00186.00-1.803.90350.00180.003.000.00380.00174.00-1.800.55350.00180.000.000.00350.00180.00-3.000.05319.00174.00-1.800.40319.00174.001.804.30380.00186.001.800.00350.00180.000.00
13.9Size (Square feet) Rent ($)65519756631581718142966513507151633903180770816327851528955180052512066301421731187069418586851782675175075014406101212531117675012706751503725159582017956609985351080628133743410757751574707155670213008721400578120047014507701590784152587215756751478768145079717506001150660185092516506501275550110066513989161600850135075015509001300690160057413008001500775140087316508141575739160082014256651270
13.10MovieOpening Weekend Gross ($mil)YouTube Trailer Views (millions)The Mummy32.24657.897It Comes At Night6.00110.785Megan Leavey3.76810.099Captain Underpants: The First Epic Movie23.8528.725Wonder Woman103.25184.205Pirates of the Caribbean: Dead Men Tell No Tales62.98334.990Baywatch18.50421.764Everything, Everything11.7275.550Diary of a Wimpy Kid: The Long Haul7.1263.836Alien: Covenant36.16145.615Snatched19.5427.791King Arthur: Legend of the Sword15.37128.187Lowriders2.4044.496Guardians of the Galaxy Vol. 2146.51057.324How to Be a Latin Lover12.2527.394The Circle9.03411.145Sleight1.70211.175Born in China4.7900.508Free Fire0.9941.061Unforgettable4.7855.387The Promise4.0966.354Phoenix Forgotten1.8167.714The Fate of the Furious98.78730.870The Case for Christ3.9680.280Going in Style11.9322.645Smurfs: The Lost Village13.2108.124The Boss Baby50.19952.292The Zookeeper's Wife3.2893.886Ghost in the Shell18.67631.055CHIPS7.7237.081Life12.50213.550Power Rangers40.30059.296Beauty and the Beast174.75180.077The Belko Experiment4.1375.546Kong: Skull Island61.02535.309The Shack16.1722.532Logan88.41244.196Before I Fall4.6904.989Get Out33.3776.630Rock Dog3.7050.942Collide1.5132.258The Great Wall18.47011.327Fist Fight12.2028.966A Cure for Wellness4.35715.177John Wick: Chapter 230.43613.714The LEGO Batman Movie53.00331.231Fifty Shades Darker46.60752.612Rings13.00316.235The Space Between Us3.7766.884A Dog's Purpose18.22311.698Gold3.4712.827Resident Evil: The Final Chapter13.60223.075Split40.01112.60620th Century Women1.3850.826xXx: Return of Xander Cage20.13027.536The Founder3.4047.273The Resurrection of Gavin Stone1.2073.323Monster Trucks10.9514.267Sleepless8.3443.790Patriots Day11.6147.597The Bye Bye Man13.50112.912Live By Night5.1067.067Silence1.9855.020Hidden Figures22.8007.739Underworld: Blood Wars13.68916.795A Monster Calls2.0807.643
MGMT 101
DISSCISSON QUESTIONS- 200 WORDS EACH AND BE SURE TO PUT THE REFRENCES UNDER EACH ANSWER.
W1: Roles, Responsibilities and General Duties of Supervisors
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12622, 935 PM Module Four Assignment Guidelines and Rubric CicelyBourqueju
1/26/22, 9:35 PM Module Four Assignment Guidelines and Rubric - ACC-201-R3909 Financial Accounting 22EW3
https://learn.snhu.edu/d2l/le/content/957682/viewContent/16293699/View 1/3
Overview
Internal controls are methods and strategies used to keep informa�on and inventory safe from the� and to easily tell if something is compromised or missing. In this assignment, you
will recommend internal controls for safeguarding inventory from an accoun�ng perspec�ve and explain which financial statements are affected by missing inventory.
Scenario
One of your friends has opened a new wholesale electronics business and wants your help figuring out some inventory issues they are facing.
One night last week, there seemed to be fewer HD televisions in the warehouse than they expected. The last �me they were in the warehouse was a week earlier, and they hadn’t
no�ced anything amiss.
As they looked around, they saw that the evening warehouse worker was filling the last orders of the day. The delivery driver and day warehouse worker were gone for the day, and the
delivery van keys were on the desk that the warehouse workers shared. The doors to the loading dock were open, as was the door to the office area where the accountant, two
customer service specialists, and the owner worked.
Knowing that you are familiar with accoun�ng principles, they asked for your help in figuring out how to prevent this in the future.
Prompt
Based on what you have learned about internal controls, provide recommenda�ons on what controls the business owner should put in place to prevent loss of inventory and ensure
that any losses are reported immediately. Also, specify which parts of the financial statements are affected by these losses.
Specifically, you must address the following rubric criteria:
Role of Internal Controls
Explain the role of internal controls in business se�ngs. Also explain how not having internal controls in place may impact the accurate analysis of any wrongdoing.
Recommenda�ons
Recommend at least two internal controls that should be put in place to prevent inventory from going “missing,” no�ng any assump�ons you are making about the root
cause of the missing products and how your recommenda�ons will help address them.
Recommend at least one control that should be put in place to alert the owner if something is actually missing.
Financial Statements
If you found that two $400 HD televisions were missing, explain which financial statements you would correct and how. Be specific as to accounts and amounts.
Guidelines for Submission
Submit a 1- to 2-page Word document with 12-point Times New Roman font, double spacing, and one-inch margins. Sources should be cited according to APA style.
Module Four Assignment Rubric
Criteria Exemplary (100%) Proficient (85%) Needs Improvement (55%) Not Evident (0%) Value
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1
2
3
CLC Assignment: COMPANY ANALYSIS
Group 3
Professor Stephen Weiss
ACC. 371
January 31, 2021
Introduction
The GAAP provided new guidelines regarding revenue recognition, in order to simplify the financial statements. The objective of the new guidance is to establish the principles to report useful information to users of financial statements about the nature, timing, and uncertainty of revenue from contracts with customers. This paper will discuss the revenue recognition criteria of various companies and how they comply with rules of FASB codification.
The Analysis
Microsoft Corporation: Microsoft corporation is the largest company that deals with the manufacturing and sale of electronic devices like iPhones, iPads, laptops and other extra devices in the world. It is the leading company in the production of personal computer software. Its financial statements signify a good performance in the investment sector. From the balance sheet, the short-term investments in the financial year 2020 were $136,527, in 2019 the investments were $133,819 and in 2018 the investments totaled to $133,768 this can be estimated to be 2.02%, 0.04% and 0.59% percentage growth of the company from the previous years, (Warren et al,, 2020).
The notes show that the company has invested $150 in the production of more units of the electronic devices supplied. Investing in workforce and in the security exchange in the purchase of share in the stock exchange. An approximate amount of $100 was invested in the purchase of share and reinvestment of dividends in 2019, (Mayes, 2020).
FASB which refers to the financial accounting standards board has laid out new policies that ought to be followed by every company. For instance, Microsoft corporation follows the principle of impracticability in its operations as required by FASB as it believes excessive costs are included in the principle, (Tysiac, 2018, p.105). Additionally, the company follows the exchanges productive assets which states that the accounting of non monetary transactions should be based on fair values of the assets. According to Microsoft corporation when non-monetary transactions lack commercial substance, they are exempted in accordance with FASB standards. Therefore, Microsoft has made investments in the company in both short-term and long-term investments and follows the FASB standards correctly when preparing their financial statements.
Amazon: Amazon is the second most valuable company in the United States trailing Apple. The company is worth over $1.7 trillion and continues to grow. Amazon recognizes revenue when these four criteria are met, evidence of an arrangement or contract exists, delivery has occurred or services have been rendered, the selling price is fixed or determinable, and collectability is assured (sec.gov). From there they determine if they should report the revenue as gross sales and related costs or the net amount as commission sales. When discount offers a ...
12622, 930 AM Full article Strategic Management in the PubCicelyBourqueju
1/26/22, 9:30 AM Full article: Strategic Management in the Public Sector: How Tools Enable and Constrain Strategy Making
https://www.tandfonline.com/doi/full/10.1080/10967494.2018.1427161 1/81
Volume 21, 2018 - Issue 5
International Public Management Journal
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Articles
Strategic Management in the Public
Sector: How Tools Enable and Constrain
Strategy Making
,Linda Höglund ,Mikael Holmgren Caicedo &Maria Mårtensson
Fredrik Svärdsten
Pages 822-849 | Accepted author version posted online: 24 Jan 2018, Published online: 01 Mar 2018
Download citation https://doi.org/10.1080/10967494.2018.1427161
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ABSTRACT
Strategic management (SM) has become prominent on the agenda in several public
organizations due to new public management (NPM) reforms. Nevertheless, there are
few studies investigating how public organizations apply SM in practice and what tools
are used. As a result, calls have been made for such studies. This article can be seen as
an attempt to meet this call by presenting a qualitative case study of how SM has been
applied in the Swedish Transport Administration (STA), a central government agency in
Sweden, and what tools it used in strategy making. By analyzing the micro processes of
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APA please
10%
SIMILARITY INDEX
6%
INTERNET SOURCES
0%
PUBLICATIONS
10%
STUDENT PAPERS
1 6%
2 2%
3 1%
Exclude quotes Off
Exclude bibliography Off
Exclude matches Off
PepsicoInternationalizationCulture.edited.docx
ORIGINALITY REPORT
PRIMARY SOURCES
Submitted to UK College of Business and
Computing
Student Paper
Submitted to Kaplan University
Student Paper
Submitted to Central Queensland University
Student Paper
FINAL GRADE
12/0
PepsicoInternationalizationCulture.edited.docx
GRADEMARK REPORT
GENERAL COMMENTS
Instructor
PAGE 1
Comment 1
This is a very general statement
Sp. This word is misspelled. Use a dictionary or spellchecker when you proofread your
work.
Article Error You may need to use an article before this word. Consider using the article
the.
P/V You have used the passive voice in this sentence. You may want to revise it using the
active voice.
Comment 2
(date)
Sp. This word is misspelled. Use a dictionary or spellchecker when you proofread your
work.
Comment 3
Which organisation?
Comment 4
The reader needs to know some background to a specific company and its operation in a
second country and the frameworks you will introduce to analyse the IHRM issues that
arise.
Article Error You may need to use an article before this word. Consider using the article
the.
Sp. This word is misspelled. Use a dictionary or spellchecker when you proofread your
work.
Comment 5
This is the first mention of the company you are analysing. Some background needed to
their operation is needed.
Sp. This word is misspelled. Use a dictionary or spellchecker when you proofread your
work.
Comment 6
Why are you introducing the Philippines here?
Comment 7
assumed?
Comment 8
Are you discussing China or the Philippines?
PAGE 2
Sp. This word is misspelled. Use a dictionary or spellchecker when you proofread your
work.
P/V You have used the passive voice in this sentence. You may want to revise it using the
active voice.
Article Error You may need to use an article before this word.
Article Error You may need to use an article before this word.
Comment 9
You really need to focus on one host country.
PAGE 3
QM
S/V This subject and verb may not agree. Proofread the sentence to make sure the subject
agrees with the verb.
PAGE 4
Strikethrough.
Comment 11
Reference
APA please
You must use APA version 6. Consider using Refworks or click HERE to read the guidance
provided by the library.
http://www.library.auckland.ac.nz/subject-guides/bus/topicguides/apa_for_business.htm
International Human Resource Management: BUSMGT 761
Week 3
5
th
July 2021
Sourcing human resources
for global markets
It can be concluded that an adequate understanding of the cultural context, as it impacts on the behavior of an organization’s employees, is of critical impo ...
13 Business and Global GovernanceMarc FudgeCase ScenCicelyBourqueju
13 Business and Global
Governance
Marc Fudge
Case Scenario: Zach and Zoey discuss their future 367
Introduction 369
Global Governance 369
Three Important IGOs Not Directly Related to Business 371
Three IGOs Related to Business 372
Criticisms of International Trade and Financial Organizations 379
Factors of Economic Growth and the Role of Governments
and Governance 382
Analytical Case: The BRICS Development Bank 392
Practical Skill: Leveraging international resources 393
Summary and Conclusion 394
CHAPTER CONTENTS
CASE 13 SCENARIO
Zach and Zoey discuss their future
Zach wanted to share something with Zoey and invited her out to dinner at Tyler’s
uncle’s restaurant on Main Street. As they leave Happy Paws and walk past the vet
office, Splurge jewelers, and the U Scream Ice Cream shop, Zach begins talking.
He mentions that he and Zoey are both busy running successful businesses. Zoey
has opened two more Happy Paws stores, one across the state line and the other
in Anyplace, the town next to the City of Somewhere. Zach has taken over all
operations of the Double Z Beauty product line and the Double Z pet product
line. His grandparents are enjoying their retirement years traveling and have even
been able to visit Zoey’s sister Zara in China. Tyler is full time now at Good Buddy
E-
Solution
s, watching over the websites and several employees himself. Between
the three of them, they have been able to hire a number of people. Profits are
up and life is looking pretty good. Zoey remarks that life is indeed good, and
there’s not much more she could ask for. But at the door of the restaurant, Zach
acts unsettled and says things could be better. Upon hearing that, Zoey raises
her eyebrows.
Tyler has been keeping stats on website traffic for both Happy Paws and the
Double Z Beauty products. He mentioned to Zach that a number of repeat clients
are from Asia and Europe and have increasingly expressed interest in Zach opening
distribution facilities, perhaps in Tokyo and Madrid. One customer has even offered
to work for Double Z in Japan. Tyler provides some reports from international
finance institutions such as the World Trade Organization and International Monetary
Fund on targeted countries, which are very informative and surprisingly easy to
read. Zach never envisioned that the beauty and pet product lines would ever grow
to the level they have and therefore had never considered opening any facilities
overseas. Until now.
Zach is intrigued about the growth prospects of opening facilities in other
countries. He recalled his former economics professor saying that recent global
economic growth has risen substantially, and while the US had improved, it was
Asia’s developing nations where the greatest increase occurred, at something like
6+ percent.
As they make their way to their table, Zoey remarks that she supposes things
could be better, but first they’d have to find out about the employment laws that
are in place for each ...
13-1 IntroductionThe Galleon Group was a privately owned hedge fCicelyBourqueju
13-1 Introduction
The Galleon Group was a privately owned hedge fund firm that provided services and information about investments such as stocks, bonds, and other financial instruments. Galleon made money for itself and others by picking stocks and managing portfolios and hedge funds for investors. At its peak, Galleon was responsible for more than $7 billion in investor income. The company’s philosophy was that it was possible to deliver superior returns to investors without employing common high-risk tactics such as leverage or market timing. Founded in 1997, Galleon attracted employees from prestigious investment firms such as Goldman Sachs, Needham & Co., and ING Barings. Every month the company held meetings where executives explained the status and strategy of each fund to investors. In addition, Galleon told investors that no employee would be personally trading in any stock or fund the investors held.
In 2009 Raj Rajaratnam, the head of Galleon, was indicted on 14 counts of securities fraud and conspiracy, as well as sued by the Securities and Exchange Commission (SEC) for insider trading. He and five others were accused of using nonpublic information from company insiders and consultants to make millions in personal profits. Rajaratnam’s trial began in 2011, and although he pleaded not guilty, he was convicted on all 14 counts, fined over $158 million in civil and criminal penalties, and is currently serving an 11-year sentence.13-2 Raj Rajaratnam
Rajaratnam, born in Sri Lanka to a middle-class family, received his bachelor’s degree in engineering from the University of Sussex in England. In 1983 he earned his MBA from the University of Pennsylvania’s Wharton School of Business. With a focus on the computer chip industry, he meticulously developed contacts. He went to manufacturing plants, talked to employees, and connected with executives who would later work with Galleon on their companies’ initial public offerings.
In 1985 the investment banking boutique Needham & Co. hired Rajaratnam as an analyst. The corporate culture at Needham & Co. profoundly influenced Rajaratnam and his business philosophy. George Needham was obsessive about minimizing expenses, making employees stay in budget hotel rooms and take midnight flights to and from meetings. The company also urged analysts to gather as much information as possible. They were encouraged to sift through garbage, question disgruntled employees, and even place people in jobs in target industries. Analysts went to professional meetings, questioned academics doing research and consulting, and set up clandestine agencies that collected information. At Needham & Co., Rajaratnam developed an aggressive networking and note-taking research strategy that enabled him to make accurate predictions about companies’ financial situations.
Rajaratnam rose rapidly through the ranks at Needham to become president of the company by 1991. Rajaratnam’s personality also began to impact the company’s cu ...
13 Assessing Current Approaches to Childhood ImmunizatioCicelyBourqueju
This document presents a research proposal assessing current approaches to childhood immunization. The study will use a community-based cross-sectional design to examine factors associated with partial immunization of children under five, such as mothers' knowledge, beliefs, religion, and education level. A sample of mothers will be surveyed using random stratified sampling. Correlation analyses will examine relationships between vaccination hesitancy and demographic factors. The results could help identify digital methods for tracking under-vaccinated children and inform future health policy. Limitations include potential recall bias and the time needed for data collection.
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Women Veterans Mental Healthcare during Pregnancy
Student Name
Student Affiliation (For Example, Department + Institute Name)
Course Name and Number
Instructor Name
Date
Women Veterans Mental Healthcare during Pregnancy
Pregnancy in women veterans is often associated with anxiety, depression, and other stress disorders. The incidence of these diseases is high in women veterans due to significant endeavors during military services (Creech et al., 2019). The implementation plan for pregnant veterans includes providing financial aids and sufficient resources to improve their mental health during pregnancy. The proposed change plan comprises certain strategic interventions to reduce the ongoing incidence of mental health problems during pregnancy in women veterans.
Distinguish organizational strategies needed to implement and maintain the change plan.
The proposed change plan comprises certain modifications in the management of pregnant veterans by providing them with adequate funds, quick medical access, and paid pregnancy leaves. Similarly, the organization should pay attention to the fault lines of the already implemented plan. To maintain the change, there should be active leadership that prioritizes the success and sustenance of the change plan. The other strategy that can make the implementation plan easy and productive is empowering women veterans through effective communication and negotiation. This strategy will ultimately help to reduce the mental stress and grievances of pregnant veterans. Hence, the change plan can categorically operate.
Identify the stakeholders needed to support the implementation of the proposed plan.
The major stakeholders are healthcare professionals such as doctors, nurses, allied health professionals, paramedical staff, and pregnant veterans as a patient of prime focus for this change plan. Additionally, hospital management and leadership also play a significant role in implementing the proposed change plan (Nillni et al., 2021). Similarly, there are certain private investors and NGOs that work for the mandate of the organization and patient care. Insurance companies are also one of the key stakeholders of the implementation plan. Similarly, pharmaceutical firms and government subsidies are also supportive elements for the implementation plan. All these stakeholders will provide affordable health care costs and quality medical care for pregnant veterans.
Explain how these stakeholders are vital to implementing the change plan.
Doctors and nurses are the first-line workers to assist the patient and provide the baseline for effective implementation. Efficient staff will introduce interventions that will improve the mental health of the veterans. Similarly, the insurance companies and other private investors directly fund the patient and hospital management to increase the plan's efficacy. This strategy will ensure the safe delivery and life of the child and mother (Nillni et al., 2021 ...
1234 Oak StreetComment by Author Good letter format that fCicelyBourqueju
1234 Oak Street Comment by Author: Good letter format that follows the sample.
Tyler, Texas 75703
October 6, 2015
Mayor Martin Heines
City of Tyler
P.O. Box 2039
Tyler, TX, 75710
Dear Mayor Haynes:
The continuance of America’s heritage hinges on the involvement of each generation in the political and civic spheres of society. Today, this hinge is rusty and in need of repair. Richard Fry, a senior researcher for Pew Research Center, writes that “this year, the ‘Millennial’ generation is projected to surpass the outsized Baby Boom generation as the nation’s largest living generation.” Yet the Millennial generation, aged eighteen to thirty-four years old this year, is cynical towards government and apathetic towards voting and civic involvement.
In a study released April 29th by Harvard University’s Institute of Politics entitled “Survey of Young Americans’ Attitudes Toward Politics and Public Service,” only 21% of young Americans view themselves as “politically engaged” and 34% “volunteer in community service.” These facts are troubling. As of this year, an overwhelming majority of this new largest generation of Americans is not politically involved and does not volunteer in the local community. It is time for local government to step in and do what it can to engage its new constituent majority. I suggest that a new city-wide initiative be adopted, targeted toward the Millennial generation’s age group as potential members, for which the City of Tyler may provide an executive committee, office and staff structure, and financial grants, with the mission of providing a way to bring together, activate, and empower Tyler’s young adults to become increasingly involved in their community and participate in the political sphere.
In order to achieve this proposal, the Tyler City Council must adopt an initiative to attract young leaders in the community and engage their involvement. This would include setting up an organizational structure consisting of an executive committee with a Tyler City Council member as chair. It might also be helpful to install you as an honorary co-chair in this committee. There would be standing committees governing specific departments necessary to the project such as a marketing committee, membership committee, and events committee. Temporary committees may be formed as needed. Full-time staff would be necessary to put the committee’s decisions into action, establishing partnerships within the community such as nonprofits and elected officials, and sponsoring education initiatives for political involvement. The staff would take full advantage of social media including Facebook, Twitter, and Instagram—favorite outlets and sources of information for Millennials. These networks can be used to further spread the word about events and opportunities made available. Memberships would be granted free of charge to Tyler residents, and others who have a vested interest in Tyler. They must be willing to sign a pledge to be ...
1/25/2017 PlayPosit
Name: Date:
Francisco Gonzalez
Light
1. In what ways does Mr. Gonzalez monitor student progress?
2. Notice that Mr. Gonzalez has a firm understanding of the challenges of his content area. He recognizes that comparisons or connections to something familiar must be made in order to ensure understanding.
3. In what ways is Mr. Gonzalez using music in his lesson?
4. Take note how Mr. Gonzalez maximizes instructional time by gathering and passing out materials while students are engaged in academic conversations with their peers.
Also watch for how he regains their attention.
5. Mr. Gonzalez has demonstrated several ways of regaining student attention following peer collaboration. Explain how Mr. Gonzalez' attention getting strategies are implemented and why they are effective.
6. How has Mr. Gonzalez significantly increased the cognitive level at which his students are working?
7. Watch for Mr. Gonzalez' reference to vocabulary commonly used on the state assessment and how he relates the term to a topic outside of the topic of light.
8. Here Mr. Gonzalez addresses common misconceptions and provides real-time, immediate examples to illustrate his point.
9. How has Mr. Gonzalez extended the learning for his students?
10. Think back over the entire lesson. Describe the many ways Mr. Gonzalez has maintained student engagement throughout his lesson.
11. What just happened here? Why is it significant?
12. Consider the part of the lesson cycle. Did Mr. Gonzalez include all of the necessary lesson components in today's lesson? Explain.
13. Effective teachers always reflect on the lesson, and lesson outcomes. Go back to the beginning of the video and rewatch Mr. Gonzalez' reflection. Listen as the he reflects on this lesson, and compare it to the responses you have written on the observation worksheet. Use both the teacher’s reflections and your own observation when writing your overall observational reflection.
CLASSROOM OBSERVATION:
Francisco Gonzales is a science teacher who uses music to teach his science concepts. He is working in a high poverty, bilingual school. Watch as he gains student attention, uses strategies to increase critical thinking, and keeps students engaged by working together to complete a challenging activity.
TASK- View video and complete observation reflection
Effective teachers always reflect on the lesson, and lesson outcomes. Listen as the teacher reflects on this lesson, and compare it to the responses you have written on the observation worksheet. Use both the teacher’s reflections and your own observation when writing your overall observational reflection.
*****RECORD YOUR ANSWERS ON THE ATTACHED DOCUMENT – OBSERVATIONAL REFLECTION
>>>>> VIEW VIDEO HERE
...
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
How to Make a Field Mandatory in Odoo 17Celine George
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LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
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analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
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'Land uses,' which are determined by both human activities and the physical characteristics of the
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The utilization of land is impacted by human needs and environmental factors. In countries
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Therefore, human intervention has significantly influenced land use patterns over many
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help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
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Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
Leveraging Generative AI to Drive Nonprofit Innovation
121121, 709 PM Preview Rubric Step 5 Final Analysis and
1. 12/11/21, 7:09 PM Preview Rubric: Step 5 : Final Analysis and
Recommendation Rubric (95 Points) - 3FA2021 Econ
Analysis/Virtuous Ldrs (BADM-704-01A) - …
https://brightspace.indwes.edu/d2l/lp/rubrics/preview.d2l?ou=15
2256&rubricId=470413&originTool=quicklinks 1/2
Step 5 : Final Analysis and Recommendation Rubric
(95 Points)
Course: 3FA2021 Econ Analysis/Virtuous Ldrs (BADM-704-
01A)
Criteria Excellent Competent
Needs
Improvement
Inadequate/Faili
ng
Criterion Score
The plan / 45
Virtuous
Business in
decision
making
2. / 45
45 points
(42-45 points)
The plan is
detailed and
actionable with
specific activities
and clear
measures of
success in
relation to the
problem
statement.
41 points
(37-41 points)
The plan is
actionable with
3. specific activities
and adequate
measures of
success.
36 points
(22-36 points)
The plan is does
not have clear
recommendation
s for activities or
adequate
measures of
success.
21 points
(0-21 points)
The
recommendation
4. s are not
actionable nor
have good
measures of
success.
45 points
(42-45 points)
A clear and
compelling
discussion of
how VBM
informs how
success is
defined.
41 points
(37-41 points)
Adequate
5. discussion of
how success is
defined in light
of VBM.
36 points
(22-36 points)
Some discussion
of how success is
defined in light
of VBM.
21 points
(0- 21 points)
No or minimal
discussion of
how success is
defined in light
of VBM.
6. 12/11/21, 7:09 PM Preview Rubric: Step 5 : Final Analysis and
Recommendation Rubric (95 Points) - 3FA2021 Econ
Analysis/Virtuous Ldrs (BADM-704-01A) - …
https://brightspace.indwes.edu/d2l/lp/rubrics/preview.d2l?ou=15
2256&rubricId=470413&originTool=quicklinks 2/2
Total / 95
Overall Score
Criteria Excellent Competent
Needs
Improvement
Inadequate/Faili
ng
Criterion Score
Written
Communicatio
n
/ 55 points
(5 points)
Report is clearly
written, logically
7. organized, free
of grammatical
errors, and
follows APA
formatting.
4 points
(4 points)
Report is
generally well
written and
organized with
limited errors
that do not
impede meaning.
Paper follows
APA formatting.
3 points
8. (3 points)
Report has
organizational
issues that make
it difficult to
follow key
points. Paper
follows APA
formatting with
errors.
2 points
(1-2 points)
Report is unclear
and difficult to
follow. APA
formatting is not
adhered.
9. Excellent
88 points minimum
Competent
78 points minimum
Needs Improvement
69 points minimum
Inadequate/Failing
0 points minimum
Workplace Accommodation for Employees with Special Health
Conditions
Date: 12/06/2021
10. Memo
To: Mrs. Shawn
Human Resource Manager, Horizons Inc.
From:
Date: 3/12/2021
Subject: Improving Workplace Accommodation
Enclosed is the report you requested following my earlier
proposal memo on accommodation of employees with special
health conditions.
This report explores ways in which Horizons Inc. can
accommodate employees with special health conditions.
Additionally, different accommodation methods are analyzed
and suggestions made to improve the accommodation of
employees with special health conditions. In preparing the
report, secondary research was carried out on the issue. The
secondary research carried out covered the importance and
barriers of accommodating employees with special health
conditions. Based on the findings of the secondary research,
recommendations are made on ways of improving the
accommodation of employees with special needs.
Thank you for reading this report. I hope the findings and
suggestions in the report prove useful for your decisions in the
future.
Executive Summary
Purpose and method of this report
Horizon’s management is concerned with the health of its
employees. A recent trend has seen an increasing number of
employees being diagnosed with special health conditions such
as diabetes and hypertension. Attempts to solve the problem
11. have not been successful. The company has also not developed
ways of accommodating these employees. As a result, the
company has continued to witness reduced productivity, low job
satisfaction, and reduced quality of life. The purpose of this
report is to:
· Determine the barriers to workplace accommodation for
employees with special health conditions
· Recommend ways in which workplace accommodation for
employees with special needs can be improved.
Secondary research was used in this report. The secondary
research focused on the importance and barriers of workplace
accommodation. The research was also conducted on ways of
improving workplace accommodation.
Findings and conclusion
The results of the research indicate that workplace
accommodation is beneficial to the company and its employees.
For the company, the benefits of accommodating employees
with special health conditions include improved retention of
qualified employees, increased productivity, and reduction in
the cost of hiring and training new employees. For employees,
the benefits of accommodating employees with special needs
include improved interactions, increased morale, and increased
productivity. Based on the results of the research, it was
concluded that Horizon Inc. should look for ways of improving
its accommodation of employees with special health conditions.
Recommendation
To improve the accommodation of employees with special
health conditions, the following solutions are recommended:
· Schedule adjustment: work schedules should be adjusted to fit
into the needs of individuals with special needs.
· Supportive organizational policies: current policies need to be
reviewed to make them accommodative to employees with
special health conditions.
· Job restructuring: individuals with special health conditions
need to be assigned duties that they can handle.
Table of Contents
12. Contents
Executive Summary iii
Table of Contents iv
Table of Tables v
Introduction 1
Background 1
Purpose 1
Overview of Methodology 1
Methods 2
Secondary Research 2
Findings and Discussion 3
Importance of accommodating employees with special health
conditions 3
Barriers to accommodating employees with special health
conditions 5
Strategies to accommodate employees with special health
conditions 6
Recommendations 7
Appendix A: Survey Questionnaire 10
Table of Tables
Figure two: Results from literature review 3-4
Mazloumi
1
Mazloumi
10
IntroductionBackground
Over the last few years, Horizon’s Inc.'s workforce has
increasingly become diverse. This is reflected by the number of
individuals from different backgrounds and with different
needs. While Horizon has tried to accommodate individuals
from different backgrounds, it has failed to accommodate
individuals with special health conditions such as diabetes,
hypertension, eye problems, hearing problems, arthritis,
13. muscular dystrophy, blood disorders, asthma, and physical
disability. Yet, the number of individuals with special needs has
been increasing drastically. For instance, in the last three years,
the company has hired five employees with special health
conditions. In addition, an average of two employees are
diagnosed with new health conditions every year. Lack of
accommodation of individuals with special health conditions
has negative impacts on their job satisfaction, productivity, and
overall quality of life.
Additionally, these individuals tend to leave their positions
frequently. For the company, losing employees is costly because
it has to invest in hiring and training new employees. The lack
of accommodation of employees with special health conditions
also gives our competitors an edge in the market. This is
because the lowered productivity and the time taken to replace
employees affect our ability to meet the market demand.
Purpose
The purpose of this study was to determine how the company
can accommodate employees with special health conditions. The
literature review process led to the identification of ways to
improve the accommodation of employees with special health
conditions: schedule adjustments, supportive organizational
policies, and job restructuri ng. Overview of Methodology
The following methods were used to analyze the
accommodation methods:
· Secondary research involving a review of scholarly work on
the topic was conducted.
· The literature review focused on the importance and barriers
of accommodating employees with special health conditions.
· The literature review also examined the methods of
accommodating employees with special health conditions.
MethodsSecondary Research
A literature review of the literature was carried out on the topic.
The literature materials included recently published articles on
the benefits of accommodating employees with special health
14. conditions, barriers of accommodating employees with special
needs, and ways of accommodating employees with special
needs. While carrying out the literature review process, the
relevance of the articles was taken into account. The results of
the literature review were then used to reach the conclusion of
the research and come up with recommendations.
Findings and Discussion
Importance of accommodating employees with special health
conditions
Summary of Literature Review Findings
A lot of scholars have explored the importance of
accommodating employees with special needs. The following
figure presents the summary of the literature review on the
importance of accommodating employees:
Study title
Authors and year
Type of study
Findings
The participation of people with disabilities in the workplace
across the employment cycle: Employer concerns and research
evidence
Bonaccio et al. (2019)
Qualitative
· Accommodation of employees with disabilities can lead to a
reduction in the cost of hiring new employees.
· Accommodations of employees with disabilities can enable a
company to enjoy tax reliefs and financial incentives
(depending on the jurisdiction)
· Accommodation of all employees leads to improved
organizational support, improved job satisfaction and
commitment, improved morale of employees, and decreased
turnover.
Supporting employees with chronic conditions to stay at work:
Perspectives of occupational health professionals and
organizational representatives
15. Bosman et al. (2021)
Qualitative (use of focus groups and semi-structured interviews)
· Supporting employees prevents work-related problems.
A systematic review of the benefits of hiring people with
disabilities
Lindsay et al. (2018)
Qualitative
· Accommodation leads to improved profitability by reducing
turnover and retention, improving reliability and punctuality of
employees, improving employee loyalty, and creating a positive
reputation for the company.
· Accommodation leads to improved competitiveness by
enabling the company to diversify its customers, improving
customer loyalty and satisfaction, improving innovation,
improving productivity, and adherence to work ethics
· Accommodation enables an organization to embrace inclusive
work culture.
The positive effect of workplace accommodation on the creative
performance of employees with and without disabilities
Man et al. (2020)
Mixed approach
· Workplace accommodation promotes the creative performance
of employees by increasing creative self-efficacy.
Figure two: findings on the benefits of accommodating
In a study by Bosma et al. (2021), it was found that supporting
employees with special health conditions help prevent work-
related problems and facilitates sustainable employment.
Accordingly, supporting employees with special health
conditions reduces work-related problems by reducing
productivity loss, job loss, and/or sick leave (Bosman et al.,
2021). Accommodations also help facilitate sustainable
employment by preventing employee turnover (Bosma et al.,
2021).
In a study by Man et al. (2020), it was found that
accommodation of employees with special health conditions
improved the creative performance of employees. Additi onally,
16. the researchers point out that the accommodation of employees
helps improve workplace diversity, which helps promote
creativity. However, the improvement in the creative
performance of employees due to workplace accommodation is
linked to creative self-efficacy.
In another study, Lindsay et al. (2018) identified several
benefits of accommodating employees with special health
conditions. First, the researchers found that accommodating
employees with special health conditions led to the improved
profitability of the organization. This improved profitability can
be traced to several factors that are brought by accommodation:
reduced turnover, improved retention of employees, increased
reliability and punctuality of employees, improved loyalty of
customers, and improved image of the company (Lindsay et al.,
2018). Secondly, the researchers found that the accommodation
of employees with different health conditions increases the
competitive advantage of the company. The improvement in
competitive advantage can be traced to factors such as improved
diversity of customers, increased customer loyalty and
satisfaction, increased innovation, improved work ethics, and
increased productivity. Thirdly, the researchers found that the
accommodation of employees with disabilities creates an
inclusive work culture. Accommodation helps promote inclusive
work culture by allowing individuals with different health
conditions to work for the company.
Discussion
Employers must provide accommodation to employees living
with disabilities (Maimela, 2018). According to Maimela
(2018), the requirement for employers to accommodate
employees with disabilities is usually invoked in response to the
health conditions o employees. The present literature review
reveals that the accommodation of employees with special
health conditions is beneficial. One benefited that is associated
with the accommodation of employees with different health
conditions is productivity improvement (Lindsay et al., 2018;
Smith, 2018; Man et al., 2020). For an organization, the
17. improvement in productivity of employees means that the
company can meet market demand while at the same time
competing favorably with competitors. The productivity
improvement also implies that customers can accomplish tasks
within a reasonable time.
Another benefit that was revealed by the literature review is
that accommodation of employees with different health
conditions is improved the retention of qualified employees
(Bonaccio et al., 2019; Lindsay et al., 2020). The improvement
in the ability of organizations to retain qualified customers is
due to reduced turnover, improved satisfaction, and morale of
employees. Additionally, improved retention can be traced to
increased job security.
Accommodation is also beneficial because it reduces the cost of
hiring and training new employees (Bonaccio et al., 2019).
Hiring and training employees is a costly affair. In hiring, an
employee has to meet the cost of advertisement and interviews.
After the hiring, the employer will have to meet costs such as
the costs of training facilities, equipment, and trainers.
However, accommodating employees with special health
conditions enables an employer to retain employees and
eliminates the need for hiring and training new employees.
Barriers to accommodating employees with special health
conditions
Several scholars have explored the barriers that prevent
employers from accommodating employees with special health
conditions. Bonaccio et al. (2019) point out the concerns that
employers have on the abilities of people with disabilities as the
greatest hindrance to workplace accommodation. Any form of
disability also affects the functionality of an individual. For
example, a disability involving the legs of an individual affects
their mobility functionali ty. At the workplace, the functionality
of an individual is associated with their ability to perform a
given task. When an employer is concerned with the ability of
an individual, then the chances of assigning that person a task
18. are reduced. Additionally, a concern about the ability of an
individual reduces their chances of being accommodated at the
workplace as an employer associates the reduced functionality
with reduced performance.
Another barrier to accommodating employees with special
health conditions is employer attitude. According to Steverson
(2020), employers may have negative attitudes towards
individuals with special health conditions. These attitudes are
manifested in form of fears, pity, sympathy, guilt, and
uneasiness. An employer with a negative attitude towards
individuals with special health conditions is unlikely to
accommodate them.
Another barrier to accommodation costs. According to Bonaccio
et al. (2019), many employers are concerned with the cost of
accommodating employees. When accommodating employees
with different disabilities, an employee needs to meet various
costs including the cost of modifying the job description and
putting in place the necessary infrastructure. These extra costs
can be prohibitive to some employers. However, available
evidence indicates that such costs are minimal (Bonaccio et al.,
2019). According to Bonaccio et al. (2019), employers only
majority of employees only meet the one-time cost of
accommodating employees. Additionally, employers have
always accommodated employees without disabilities.
According to Bonaccio et al. (2019), the cost of accommodating
employees with disabilities is similar to the cost of
accommodating those without disabilities.
Another barrier to accommodation is a lack of informatio n.
According to Kensbock et al. (2017), lack of support for
accommodation is mainly due to a lack of information on the
importance and strategies of accommodating different
individuals. Indeed, lack of information is associated with a
lack of knowledge about accommodating employees. If
employers understand the importance of accommodating
employees, then they are more likely to embrace it.
19. Strategies to accommodate employees with special health
conditions
Scholars have identified several strategies that can be used to
accommodate employees with special health conditions. One
commonly identified strategy is the use of flexible workplace
arrangements (Bosua & Gloet, 2020). Flexible work
arrangement involves reducing the rigidity o workplace.
According to Bosua and Gloet (2020), flexible workplaces take
into account the needs and circumstances of employees.
Flexible work arrangement involves modifying the work
arrangement to include options such as sharing of tasks, crowd
employment, telecommuting, and voucher-based work.
Another strategy that has been used to accommodate employees
with disabilities is the use of inclusive or supportive
employment policies and practices (Blanck, 2020). Supportive
policies provide guidelines for employers to accommodate.
Additionally, policies can address some of the challenges that
are faced in accommodating employees.
Another strategy that has been used to accommodate employees
at the workplace is modification of jobs (Man et al., 2020).
According to Man et al. (2020), modification of jobs helps
remove social and physical barriers. Job modification is
captured through the use of job restructuring. While
restructuring jobs, employers reallocate and redistribute the
marginal functions of a given job. The restructuring is done so
that the jobs suit the functionality of different employees (Man
et al., 2020)
Recommendations
Based on the findings of this study, the following solutions are
recommended:
· Schedule adjustment: work schedules should be adjusted to fit
into the needs of individuals with special health conditions.
While adjusting the working schedule, the organization should
look for ways of coming up with flexible work schedules.
· Supportive organizational policies: current policies need to be
reviewed to make them accommodative to employees with
20. special health conditions. Supportive organizational policies
enable organizations to establish practices that are favorable to
individuals with special needs.
· Job restructuring: individuals with special health conditions
need to be assigned duties that they can handle. Accordingly,
job restructuring enables qualified individuals with special
needs to perform their duties effectively. The process of job
restructuring involves reallocation and redistributing the
marginal functions of a given job. While restructuring a job,
Horizon can exchange marginal functions that cannot be
performed by individuals with special health conditions for
those that are performed by other employees.
References
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accommodation principle: Emerging issues in research, policy,
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Bonaccio, S., Connelly, C. E., Gellatly, I. R., Jetha, A., &
Martin Ginis, K. A. (2019). The participation of people with
disabilities in the workplace across the employment cycle:
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Appendix A: Survey Questionnaire
Kindly complete the following questions to the best of your
knowledge:
1. For how long have you been employed at Horizons?
2. What is your position at Horizons?
3. Have you or your workmate been diagnosed with any
condition? Specify
4. How can you rate the amount of accommodation for the
following conditions?
Special Health Condition
Accommodation Status
Not enough
Enough
Diabetes
22. Hypertension
Physical Disabilities
Asthma
Breastfeeding
Kidney disease
Mental issues including anxiety, insomnia and depression
5. What do you think should be done to improve the
accommodation of individuals with different health conditions?
Writing a Bad-News Message
The negative news message delivers news that the audience
does not want to hear, read, or receive. Delivering negative
news is never easy. Whether you are informing someone they
are being laid off or providing constructive criticism on their
job performance, how you choose to deliver the message can
influence its response (Bovee & Thill, 2010). Some people
prefer their bad news to be direct and concise. Others may
prefer a less direct approach. Regardless whether you determine
a direct or indirect approach is warranted, your job is to deliver
news that you anticipate will be unwelcome, unwanted, and
possibly dismissed.
In this reading we will examine several scenarios that can be
23. communicated internally (within the organization) and
externally (outside the organization), but recognize that the
lines can be blurred as communication flows outside and
through an organization or business. Internal and external
communication environments often have a degree of overlap.
The rumor of anticipated layoffs may surface in the local media,
and you may be called upon to address the concern within the
organization. In a similar way, a product that has failed internal
quality control tests will require several more tests and
improvements before it is ready for market, but if that
information leaves the organization, it can hurt the business’
reputation, prospects for future contracts, and the company’s
ability to secure financing.
Communication is constantly present, and our ability to manage,
clarify, and guide understanding is key to addressing challenges
while maintaining trust and integrity with employees,
stakeholders, and the public.
There are seven goals to keep in mind when delivering negative
news, in person or in written form:
1. Be clear and concise in order not to require additional
clarification.
2. Help the receiver understand and accept the news.
3. Maintain trust and respect for the business or organization
and for the receiver.
4. Avoid legal liability or erroneous admission of guilt or
culpability.
5. Maintain the relationship, even if a formal association is
being terminated.
6. Reduce the anxiety associated with the negative news to
increase comprehension.
7. Achieve the designated business outcome.
Let’s examine our first scenario:
You are a supervisor and have been given the task of discussing
repeated tardiness with an employee, Chris. Chris has
frequently been late for work, and the problem has grown worse
over the last two weeks. The tardiness is impairing not only
24. Chris’s performance but also that of the entire work team. Your
manager has instructed you to put an end to it. The desired
result is for Chris to stop his tardiness behavior and improve his
performance.
You can
· stop by Chris’s cubicle and simply say, “Get to work on time
or you are out”,
· invite Chris out to a nice lunch and let him have it,
· write Chris a stern email, or
· ask Chris to come to your office and discuss the behavior with
him in private.
While there are many other ways you could choose to address
the situation, let’s examine each of these four alternatives in
light of the goals to keep in mind when presenting negative
news.
First, you could approach Chris in his work space and speak to
him directly. Advantages include the ability to get right to the
point right away. Disadvantages include the strain on the
supervisor-employee relationship as a result of the public
display of criticism, the possibility that Chris may not
understand you, the lack of a formal discussion you can
document, and the risk that your actions may not bring about
the desired results.
The goals include the desire to be clear and concise in order not
to require additional clarification. This possible response does
not provide the opportunity for discussion, feedback, or
confirmation that Chris has clearly understood your concern. It
fails to address the performance concern and limits the
correction to the tardiness. It fails to demonstrate respect for all
parties. The lack of tact apparent in the approach may reflect
negatively on you as the supervisor, not only with Chris but
with your manager as well.
When you need to speak to an employee about a personnel
concern, it is always best to do it in private. Give thought and
concern to the conversation before it occurs, and make a list of
points to cover with specific information, including grievances.
25. Like any other speech, you may need to rehearse, particularly if
this type of meeting is new to you. When it comes time to have
the discussion, issue the warning, back it up in writing with
documentation and don’t give the impression that you might
change your decision. Whether the issue at hand is a simple
caution about tardiness or a more serious conversation, you
need to be fair and respectful, even if the other person has been
less than professional. Let’s examine the next alternative.
Let’s say you invite Chris to lunch at a nice restaurant. There is
linen on the table, silverware is present for more than the main
course, and the water glasses have stems. The environment says
“good job” in its uniqueness, presentation, and luxury. Your
word will contradict this nonverbal message. The juxtaposition
between the environment and the verbal message will cause
tension and confusion, which will probably be an obstacle to the
receiver’s ability to listen. If Chris doesn’t understand the
message, and the message requires clarification, your approach
has failed. The contrast between the restaurant setting and the
negative message does not promote understanding and
acceptance of the bad news or correction. Furthermore, it does
not build trust in the relationship, as the restaurant invitation
might be interpreted as a “trap” or a betrayal. Let’s examine yet
another approach.
You’ve written Chris a stern email. You’ve included a list of all
the recent dates when he was late and made several statements
about the quality of his work. You’ve indicated he needs to
improve, and stop being late, or else. But was your email
harassment? Could it be considered beyond the scope of
supervision and interpreted as mean or cruel? And do you even
know if Chris has received it? If there was no reply, do you
know whether it achieved its desired business outcome? A
written message may certainly be part of the desired approach,
but how it is presented and delivered is as important as what it
says. Let’s examine our fourth approach to this scenario.
You ask Chris to join you in a private conversation. You start
the conversation with an expression of concern and an open-
26. ended question: “Chris, I’ve been concerned about your work
lately. Is everything all right?” As Chris answers, you may
demonstrate that you are listening by nodding your head, and
possibly taking notes. You may learn that Chris has been having
problems sleeping, or that his living situation has changed. Or
Chris may decline to share any issues, deny that anything is
wrong, and ask why you are concerned. You may then state that
you’ve observed the chronic tardiness and name one or more
specific mistakes you have found in Chris’s work, ending with a
reiteration that you are concerned. This statement of concern
may elicit more responses and open the conversation up into a
dialogue where you come to understand the situation, Chris sees
your concern, and the relationship is preserved. Alternatively,
in case the conversation does not go well, you will still keep a
positive attitude even as you document the meeting and give
Chris a verbal warning.
Regardless of how well or poorly the conversation goes, if Chris
tells other employees about it, they will take note of how you
handled the situation and it will contribute to their perception of
you. It guides their expectations of how you operate and how to
communicate with you, as this interaction is not only about you
and Chris. You represent the company and its reputation, and
your professional display of concern as you try to learn more
about the situation sends a positive message. While the private,
respectful meeting may not be the perfect solution, it is
preferable to the other approaches we have considered.
One additional point to consider as you document this
interaction is the need to present the warning in writing. You
may elect to prepare a memo that outlines the information
concerning Chris’s performance and tardiness and have it ready
should you want to present it. If the session goes well, and you
have the discretion to make a judgment call, you may elect to
give him another week to resolve the issue. Even if it goes well,
you may want to present the memo, as it documents the
interaction and serves as evidence of due process should Chris’s
behavior fail to change, eventually resulting in the need for
27. termination.
This combined approach of a verbal and written message is
increasingly the norm in business communication. In the next
two sections, we’ll compare and contrast approaches, verbal and
written, and outline several best practices in terms of approach.
But first, we’ll outline the four main parts of a negative news
message:
1. buffer or cushion
2. explanation
3. negative news
4. redirect
The first part of a negative news message, verbal or written,
involves neutral or positive information. This sets the tone and
often serves as a buffer or cushion for the information to come.
Next, an explanation discusses why there is an issue in the first
place. This may be relatively simple, quite complex, or
uncomfortable. In a journal article titled “Further
Conceptualization of Explanations in Negative News
Messages,” Mohan Limaye (1997) made the clear case that not
only is an explanation a necessary part of any negative
news message, it is an ethical and moral requirement. While an
explanation is important, never admit or imply responsibility
without written authorization from your company cleared by
legal counsel. The third part of the negative news message
involves the bad news itself, and the emphasis here is on clarity
and accuracy. Finally, the redirect may refocus attention on a
solution strategy, an alternative, or the subsequent actions that
will take place. The table, "Negative News Message Sample
Script," provides an example that might apply in an external
communication situation.
Negative News Message Sample Script
Parts of the Negative News Message
Example
Buffer or Cushion
Thank you for your order. We appreciate your interest in our
28. product.
Explanation
We are writing to let you know that this product has been
unexpectedly popular, with over 10,000 requests on the day you
placed your order.
Negative News
This unexpected increase in demand has resulted in a temporary
out-of-stock/backorder situation. We will fulfill your order,
received at 11:59 p.m. on 09/09/2009, in the order it was
received.
Redirect
We anticipate that your product will ship next Monday. While
you wait, we encourage you to consider using the enclosed $5
off coupon toward the purchase of any product in our catalog.
We appreciate your business and want you to know that our
highest priority is your satisfaction.
In "Negative News Message Sample Script," the neutral or
positive news comes first and introduces the customer to the
overall topic. The explanation provides an indicati on of the
purpose of the communication, while the negative message
directly addresses how it affects the customer. The redirect
discusses specific actions to take place. In this case, it also
includes a solution strategy enhanced with a soft-sell message, a
subtle, low-pressure method of selling, cross-selling, or
advertising a product or service. Whether you are delivering
negative news in person or in writing, the four main parts of a
negative message can help you meet all seven goals.
Before we move to the verbal and written delivery of the
negative news message, we need to offer a word of counsel.
You want to avoid legal problems when communicating bad
news. You cannot always predict how others are going to
respond, but you can prepare for and deliver your response in
ways that lower the risk of litigation in four ways:
· avoid abusive language or behavior
· avoid contradictions and absolutes
· avoid confusion or misinterpretation
29. · maintain respect and privacy
Sarcasm, profanity, shouting, or abusive or derogatory language
is an obstacle to clear communication. Furthermore, such
language can be interpreted as defamatory, or harming the
reputation of the person, possibly having a negative impact on
their future earnings. In written form, it is called libel. If you
say it out loud, it is called slander. While slander may be harder
to prove, no defamatory remarks should be part of your negative
news message. Cell phones increasingly serve to record
conversations, and you simply never know if your words will
come back to you in short order. Represent yourself, the
business, and the receiver of your message with professionalism
and avoid abusive or defamatory language.
You also want to avoid contradictions, as they only serve to
invite debate. Make sure your information is consistent and in
agreement with the general information in the conversation. If
one part of the information stands out as a contradiction, its
importance will be magnified in the context and distract from
your main message. Do not provide more information than
necessary. Polarizing, absolute terms like “always” and “never”
are often part of sweeping generalizations that are open to
debate. Instead of saying, “You are always late,” choose to say,
“You were late 16 times in May.” To avoid confusion or
misinterpretation be precise and specific.
Always maintain respect and privacy. Making a negative
statement about an employee in front of a group of coworkers
can be considered ridicule or harm, and may be actionable and
involve legal ramifications. In addition to the legal
responsibility, you have the overall goal of demonstrating
professionalism as you represent yourself and your company in
maintaining the relationship with the employee, even if the end
goal is termination. Employees have retaliated against their
organizations in many ways, from discouraging remarks to
vandalism and computer viruses. Your goal is to avoid such
behavior, not out of fear, but out of professionalism and respect
for yourself and your organization. Open lines of
30. communication present in a relationship can help reduce the risk
of relational deterioration or animosity.
Negative Message Checklist
1. clear goal in mind
2. clear instructions from supervisor (legal counsel)
3. clear understanding of message
4. clear understanding of audience/reader
5. clear understanding of procedure and protocol
6. clear, neutral opening
7. clear explanation without admission of guilt or culpability
8. clear statement of impact or negative news
9. clear redirect with no reminders of negative new s
10. clear results with acceptance or action on negative news
Presenting Negative News in Person
Most of us dislike conflict. It may be tempting to avoid face-to-
face interaction for fear of confrontation, but delivering
negative news in person can be quite effective, even necessary,
in many business situations. When considering a one-on-one
meeting or a large, formal meeting, consider the preparation and
implementation of the discussion.
The first step involves a clear goal. Stephen Covey (1989)
recommended beginning with the end in mind. Do you want
your negative news to inform, or to bring about change, and if
so, what kind of change and to what degree? A clear
conceptualization of the goal allows you to anticipate the
possible responses, to plan ahead, and to get your emotional
“house” in order.
Your emotional response to the news and the audience, whether
it is one person or the whole company, will set the tone for the
entire interaction. You may feel frustrated, angry, or hurt, but
the display of these emotions is often more likely to make the
problem worse than to help solve it. Emotions can be
contagious, and people will respond to the emotional tone of the
speaker.
If your response involves only one other person, a private,
personal meeting is the best option, but it may not be available.
31. Increasingly people work and contribute to projects from a
distance, via the internet and may only know each other via
email, phone, or video conferencing services. Therefore, a
personal meeting may be impractical or impossible. How then
does one deliver negative news in person? By the best option
available to both parties. Written feedback may be an option via
email, but it takes time to prepare, send, receive, process, and
respond—and the written word has its disadvantages.
Miscommunication and misinterpretation can easily occur, with
little opportunity for constructive feedback to check meanings
and clarify perceptions.
The telephone call allows both parties to hear each other’s
voices, including the words, the inflection, the disfluencies, and
the emotional elements of conversation. It is immediate in that
the possibility of overlap is present, meaning not only is
proximity in terms of voice as close as possible, but both parties
may experience overlaps as they take turns and communicate.
Telephone calls allow for quick feedback and clarification
questions and allow both parties an opportunity to recycle and
revisit topics for elaboration or a better understanding. They
also can cover long distances with reasonable clarity. Voice
over Internet Protocol (VoIP) allows you to do the same with
relatively little cost.
While there are distinct advantages, the telephone lacks part of
the nonverbal spectrum available to speakers in a live setting.
On the telephone, proximity is a function of response time
rather than physical space and the degree to which one person is
near another. Time is also synchronous, though the telephone
crosses time zones and changes the context as one party may
have just arrived at work while the other party is leaving for
lunch. Body language gets lost in the exchange as well,
although many of us continue to make hand gestures on the
phone, even when our conversational partners cannot see
us. Paralanguage, or the sounds we hear that are not verbal,
including pitch, tone, rate, rhythm, pace, articulation, and
pronunciation, are all available to the listener. As we can see,
32. the telephone call allows for a richer communication experience
than written communication, but cannot convey as much
information as would be available in person. Just as a telephone
interview may be used for screening purposes while a live
interview is reserved for the final candidates, the live setting is
often considered the best option for delivering negative news.
Live and in person may be the best option for direct
communication with immediate feedback. In a live setting, time
is constant. The participants may schedule a breakfast meeting,
for example, mirroring schedules and rhythms. Live, face-to-
face communication comes in many forms. The casual exchange
in the hallway, the conversation over coffee, and the formal
performance review meeting all have interpersonal
communication in common.
If you need to share the message with a larger audience, you
may need to speak to a group, or you might even have to make a
public presentation or speech. If the speech needs a feedback
loop, we often call it a press conference, as the speech is
followed by a question and answer session. From meeting in the
hallway to live, on-stage, under camera lights and ready for
questions, the personal delivery of negative news can be a
challenging task.
Presenting Negative News in Writing
Writing can be intrapersonal, between two people, group
communication, public communication, or even mass
communication. One distinct advantage of presenting negative
news in writing is the planning and preparation that goes into
the message, making the initial communication more
predictable. When a message is delivered orally in an
interpersonal setting, we may interrupt each other, we
sometimes hear what we want to, and it often takes negotiation
and listening skills to grasp meaning. While a written message,
like all messages, is open to interpretation, the range of
possibilities is narrowed and presented within the frame and
format designed by the source or author.
The written message involves verbal factors like language and
33. word choice, but it can also involve nonverbal factors like
timing and presentation. Do you communicate the message on
letterhead, do you choose the channel of email over a hard copy
letter, or do you compose your written message in your best
penmanship? Each choice communicates meaning, and the
choice of how you present your written message influences its
reception, interpretation, and the degree to which it is
understood.
Let’s consider several scenarios of the written message that
delivers negative news.
· a community disaster such as illness (e.g., a swine flu
epidemic), earthquake, wildfire, plane crash, or a terrorism
incident
· an on-the-job accident with injuries or even death
· a product defect resulting in injuries, illness, or even death to
consumers
· an unsuccessful product test (e.g., a new software system that
isn’t going to be ready for launch as planned)
· a company merger that may result in reductions in workforce
or layoffs
In business communication, we often categorize our
communication as internal or external. Internal
communication is the sharing and understanding of meaning
between individuals, departments, or representatives of the
same business. External communication is the sharing and
understanding of meaning between individuals, departments, or
representatives of the business and parties outside the
organization. Across the five scenarios, we’ll consider each of
these categories in turn.
The confirmation of swine flu (H1N1) may first occur with a
laboratory report (itself a written document), but it is normally
preceded by conversations between health care professionals
concerned over the symptoms exhibited by patients, including a
high fever, a cough, sore throat, and a headache. According to
Sally Redman, a registered nurse at Student Health Services at
Washington State University–Pullman, over 2,000 students (of
34. the 19,000 total student population) presented symptoms on or
around August 21, 2009 (Yardley, 2009).
Communication will predictably occur among students, health
care professionals, and the community, but parents will want to
know not only the status of their child but also of the
university. A written message that necessarily contains negative
news may be written in the form of a press release, for example,
noting important information like the number of students
affected, the capacity of the health care system to respond, the
experience to date, and whom to contact for further details and
updates. This message will be read over and over as parents,
reporters, and people across the country want to learn more
about the situation. Like all business communication, it needs to
be clear and concise.
Our next scenario offers a learning opportunity as well. An on-
the-job accident affects employees and the company, and like
our previous example, there will be considerable interest. There
may be interpersonal communication between company
representatives and the individual’s family, but the company
will want to communicate a clear record of the occurrence with
an assurance, or statement that the contributing factors that
gave rise to the situation have been corrected or were beyond
the control of the company and its representatives.
In addition to a statement of record, and an assurance, the
company will certainly want to avoid the implication or
indication of guilt or culpability. In the case of a product defect
resulting in injuries, illness, or even death to consumers, the
implication of guilt or culpability will be a relevant point of
consideration. Perhaps a voluntary recall will be ordered,
proactively addressing the risk before an accident occurs. It
may also be the case that the recall order is issued by a
government agency. Again, a written statement delivering
negative news, in this case the recall of a product that presents
a risk, must be written with care and consultation of legal
counsel.
If your company is publicly traded, the premature
35. announcement of a software program full of bugs, or
programming errors that result in less than perfect performance,
can send the company’s stock price plummeting. How you
release this information within the organization will influence
how it is received. If your written internal memo briefly states
that the software program development process has been
extended to incorporate additional improvements, the emphasis
shifts from the negative to the positive. While the negative news
(the delay of release) remains, the focus on the benefits of the
additional time can influence employees’ views, and can make a
difference in how the message is received outside the
organization.
The awareness of a merger, and the possibility of a reduction in
workforce or layoffs, will be discussed along the grapevine at
work and will give rise to tension and anticipation of negative
news. You could simply write a short memo, “To All
Employees,” not include any contact information, and have an
assistant walk around and place copies on everyone’s chair or
desk during the lunch hour. But let’s look at the message this
would send to employees. The written communication includes
nonverbal aspects like timing and presentation as well as verbal
aspects like language and word choice. The timing itself
suggests avoidance of conflict, and a reluctance to address the
issue with transparency. The presentation of a memo in hard
copy form on your chair from an unidentified company
representative will certainly cause confusion, may be mistaken
for a prank, and could cause considerable stress. It will
contribute to increased tensions rather than solidarity, and if
trust is the foundation for all effective communication, it
violates this principle.
Negative news may not be easy to deliver, but it is necessary at
times and should be done with clarity and brevity. All parties
should be clearly identified. The negative news itself should be
clear and concise. The presentation should be direct, with
authority and credibility. Communication occurs between
people, and all humans experience concern, fear, and trepidation
36. of the unknown. The negative news message, while it may be
unwelcome, can bring light to an issue.
As we mentioned at the beginning of the section, some people
prefer their bad news to be direct and concise, while others
prefer a less direct approach. Let’s weigh the pros and cons of
each approach. The table, "Direct and Indirect Delivery,"
contrasts the elements of the two approaches.
Direct and Indirect Delivery
Direct Delivery
Direct Example
Indirect Delivery
Indirect Example
Positive introduction
Thank you for your request for leave.
Negative news message as introduction
Your request for leave has been denied.
Negative news message
We regret to inform you that your request has been denied.
Conclusion
Please contact your supervisor if you need more information.
Conclusion
Please contact your supervisor if you need more information.
The direct approach places the negative news at the beginning
of the message, while the indirect approach packages the
negative news between a positive introduction, sometimes
called a buffer or cushion, and a conclusion. Your negative
message may include the rationale or reasons for the decision.
The direct approach is often associated with a message where
the audience values brevity, and the message needs to be
concise. A positive introduction often introduces the topic, but
not the outcome. An effective negative news statement clearly
states the message while limiting the possibility of
misinterpretation. An effective closing statement may provi de
37. reasons, reference a policy, or indicate a procedure to follow for
more information.
Key Points
Delivering negative news involves a buffer or cushion
statement, an explanation, the negative news itself, and a
redirecting statement. Whether you choose a direct or an
indirect approach, the message should be delivered clearly and
concisely, with respect for the receiver and the organization.
References
Bovee, C., & Thill, J. (2010). Business communication
essentials: A skills-based approach to vital business
English (4th ed.). Upper Saddle River, NJ: Prentice Hall.
Covey, S. (1989). The seven habits of highly effective
people. New York, NY: Simon & Schuster.
Limaye, M. R. (1997, June 1). Further conceptualization of
explanation in negative messages. Business Communication
Quarterly, 60(2), 38–50.
Yardley, W. (2009, September 6). 2,000 Washington state
students report signs of swine flu. The New York Times.
Retrieved from
http://www.nytimes.com/2009/09/06/health/06flu.html?_r=1
Licenses and Attributions
Chapter 17: Negative News and Crisis Communication from
Business Communication for Success was adapted by Saylor
Academy and is available under a Creative Commons
Attribution-NonCommercial-ShareAlike 3.0 Unported license
without attribution as requested by the work's original creator
or licensor. UMGC has modified this work and it is available
under the original license.